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of high commitment, HRM practices will benefit most by superior organizational outcomes and productivity through establishing long-term relationships of support and trust with employees. Organizations that do not pay attention to employee wellbeing at work will have in the long term to deal with the effects of less productive employees.

The methodology employed is compatible with the hypothesis. But the hypothesis seems to suggest, a long term perspective, within which type of organization is what needs to be established.

Evidence to support the conclusion is well founded.

Statement of contributions

It needs to be acknowledged that the British Library and on line library has greatly facilitated the process of gaining knowledge and applying the knowledge in the review.

At the same time, the guidance provided by the HR lecturer has also enhanced the review skills which has been applied and will be put to test in all future research work. Also, People Management published by the Chartered Institute of Personnel and Development has provided the contemporary HR issues.

Discussion and Conclusion

From a reading of the scholarly work of Nicole Renee Baptiste, it is clear from the authors' statement the wellbeing, the central theme, is viewed as 'People's overall sense of happiness.'

In other words, what makes employees happy at work or why should employees like to work for one company rather than another? What information influences employee's decision to make that sort of choice?

According to the author, HR practices make the difference which is supported by the empirical investigation and is also endorsed by contemporary and management gurus.

But, from a practitioner's point of view, HR Practices require more clarification.

HR PRACTICES

It is the benefits which are visible, attracts employees and it is the real needs of the current and potential employees which may constitute employee wellbeing and make employees feel happy to work for the organization.

This being the reason, employee perception on the constituent elements of wellbeing may bring light a more practical approach to the topic of wellbeing and link it to performance by well devised research methodology.

What makes the study of HR interesting is all HR issues are linked to other functions and detaching HR from the other functions is difficult. The brave attempt by the author is to highlight Wellbeing must be appreciated.

In conclusion, wellbeing must and will climb up the ladder of HR agenda which is witnessed by recent formation of the Institute of Wellbeing, (People Management, August 2009).

References:

Advisory, Conciliation and Arbitration Service (ACAS) (2005)

Health and Safety at Work Act 1974.

'Life expectancy and numbers in employment are higher than ever before, yet around 175 million working days were lost to illness in 2006 (Dame Carol Black's Review of the health of Britain's working population 'Working for a healthier tomorrow' presented to the Secretary of State for Health and the Secretary of State for Work and Pensions, 17 March 2008.

Mike Noon, Re-assessing Human Resource Management, edited by Paul Blyton and Peter Turnbull, Sage Publications, 1996, page 16.