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ll the elements were taken in into consideration but item has no mention, which is Ethnicity, which is open to debate. Different ethical background may have different perception of wellbeing.

From a reading of the article under review, it seems the article is prescriptive leading to prescriptive recommended policies which reflect a sort of model, the expression used to analyze HR by Mike Noon, Re-assessing Human Resource Management, edited by Paul Blyton and Peter Turnbull, Sage Publications, 1996, page 16.

Literature Review:

Employee wellbeing as a concept to improve organizational performance from the perspective of HR practitioner can be traced to the Health and Safety at Work Act 1974 as government legislative intervention placed a duty of care upon employers.

'Employers have a legal duty under the Health and Safety at Work Act 1974 (HSWA 1974) to ensure, so far as is reasonably practicable, the health, safety and welfare at work of their employees. (HSWA 1974, s 2(1).

The term used by the government has been welfare rather than wellbeing, which may bear the same meaning except wellbeing, seems to be much broader in scope.

The author takes the view that HRM is a unitary system of management - which is a singular endorsement of managerial views, is also open to debate. Today's HR is very much based on mutual consent in nearly every aspect of employer-employee relationship which may be in a redundancy situation, recruitment and selection, discipline, trade union negotiation et cetera.

What makes the study of HR difficult is 'the multiplicity of variable' Charles Handy, Understanding Organizations, 4th edition, 1999, Penguin Books

Review:

Summary of the questions:

The title of the research work: Tightening the link between employee wellbeing at work and performance.

The notion of HRM as suggested on Page 2 of the research work.

Performance

Recent HR Concepts, e.g., employee engagement

The problem of such investigation: how to separate wellbeing as a variable as a contributory factor to performance

'HRM practices' on page 3 of the research paper.

The HRM Practices - Employee voice - .........'and it is considered essential that workers have the opportunity to express their grievances openly and independently....' Page 3 of the article may be debatable.

Commitment, Job Satisfaction and Work-life balance are the constituent elements of

Wellbeing. But the issue is: commitment, job satisfaction and work-life balance are the outcome of a good wellbeing policy rather than being the constituent elements of wellbeing which may be open to debate.

In the Data Collection process male, female, age, length of service, type of occupation, qualification - all the elements were taken in into consideration but item has no mention, which is Ethnicity, which is open to debate. Different ethical background may have different perception of wellbeing.

Appraisal

The first issue which comes to mind as a reviewer is the title of the research paper

'Tightening the link between employee wellbeing at work and performance.'

According to the title, the author does not specify which type of organization is the article for, wheth