Article Analysis of Eric J Wilsons John Keats The...

John Keats: The miracle of melancholia How can being sad be good? According to the British Romantic poet John Keats, the suffering Keats endured in his life was the wellspring of his art, rather than something to be avoided. That is why Professor Eric G. Wilson entitles his article about Keats: The miracle of melancholia. Keats lost his father when he was age nine to a freak accident and his mother and brother to tuberculosis. The poet eventually succumbed to the disease himself at a very young age, after a great deal of suffering. Unlike some of the other Romantic poets, Keats was not born to a life of privilege. Because of his familys financial circumstances he was taken from a boarding school he loved and required to apprentice as an apothecary; he then underwent a gruesome course in surgery in one of Londons hospitals (in the days before anesthesia) (Wilson 2008: 1). Wilson admires Keats because Keats took tragedies and used them for a creative purpose. Keats poetry is filled with a sense of the transience of the human condition. For Keats, a World of Pains and troubles is necessary to school an Intelligence and make it a Soul (Wilson 2008:1). Keats famous poem An Ode to a Grecian Urn is based upon the contrast of the static, unchanging figures on the Attic vase, versus the reality of fleshy human existence that is forever heading very quickly towards death. For most of his writing career, Keats knew that his days were short, and that he might not

West African Slave Trade Free Essays

The West African Slave Trade was a global event that focused on West Africa. It was the sale and ownership of another human being that was put into slavery. It was a â€Å"forced Migration† that lasted 300 years. We will write a custom essay sample on West African Slave Trade or any similar topic only for you Order Now It was an event that forced 15, 000, 000 people into slavery for a lifetime. From 1551 – 1850 about 15,000,000 people were brought into the slave trade it is said that roughly 5,000,000 did not survive, and may have immediately died before making through the shock of enslavement. About 10,000,000 people in the western hemisphere survived and were sold on the auction block. Generations continued into slavery, the offspring was also brought into slavery. The owners liked the idea of their slaves reproducing. This meant their work force would grow without having to spend much money on slaves. About 250,000,000 lived in slavery throughout the 300 years. West Africa was the source of the slave trade. Between 1450 and the end of the nineteenth century, slaves were obtained from along the west coast of Africa with the full and active co-operation of African kings and merchants. Slavery was also a traditional part of African society — various states and kingdoms in Africa operated one or more of the following: chattel slavery, debt bondage, forced labor, and serfdom. Ghana, Mali, Songhai were kingdoms that had large economies and supported large populations, they had knowledge of agriculture, and grew many different crops that sustained many people. Because of the West African Slave Trade, These kingdoms were affected by greed and would often go to war and capture prisoners to sell into slavery. Why West Africa? It was all about Economics.Europeans looked toward West Africa because of their knowledge of cultivation and technologies. Expanding European empires in the New World lacked one major resource — a work force. In most cases the natives had proved unreliable (most of them were dying from diseases brought over from Europe), and Europeans were no fit to the climate and suffered under tropical diseases. Africans, on the other hand, were excellent workers: they often had experience of agriculture and keeping cattle, they were used to a tropical climate, resistant to tropical diseases, and they could be â€Å"worked very hard† on plantations or in mines.There were two kinds of slaves that were sold; the chattle slave who are productive or field slaves, who usually held a lower status, worked to produce marketable goods. And companion slaves a domestic or house slaves that performed menial household duties for their masters and had a more intimate connection with owner. The companion was recognized as human, usually raised and educated their owners children. A companions slave’s standard of living was much better than the chattle slave who was a field worker looked at as an animal.The chattle slave was more of a commodity to the owner in the hardest form of labor. Humanity was stripped of him was treated very badly and was worked to death. Slaves were forced to work in cotton and tobacco fields. 90% of slaves were chattle slaves. Europeans needed money to hire a work force. Instead they invested by purchasing slaves who were forced work for no money. Shock of enslavement The people of West Africa went through a 5 step process that forced them into enslavement. The first would be captivity. Slave traders would come into the villages and drag the people out of their homes. Or a captured soldier would be sold to slave trade. Slave traders were experienced; they immediately chained their victims by the neck onto a pole to keep the victims from running. Journey from the interior is the second step. The slave traders walked 20-50 mile with 10 captives at a time, keeping down the chance for a rebellion. By 1850 the slave traders were walking up to 100 miles having to go deeper into Africa. Some captives resisted by crippling themselves in hopes that the slave traders would just leave them behind, some may have succeeded, others may have been killed.Suicide would be their last option. Another form of resistance would be collaboration, where the victim would â€Å"offer† to guide the slave traders to other villages where they would capture other young men for the slave trade. The third step to this process would be the collection centers. Europeans rarely entered the interior of Africa, due to fear of disease and fierce African resistance. The enslaved people would be brought to coastal outposts where they would be traded for goods. Victims were taken to the coastal areas and put in dungeons that were castles built as collection centers.Meanwhile the slave traders gathered enough people to fill a ship to cross the Atlantic. The victims were placed in dark rooms with people of different ethnic groups and different languages making it very hard to communicate. Once the slave traders had enough passengers for the ship, they would move the people by night, taking them to the bottom of the ship and not letting them come up to see daylight until they were miles away. The next step is the middle passage. In the 1550’s there â€Å"human cargo† for the slave trade.Levels were built within the ship with narrow walkways, and boards measuring 2 1/2 by 6’ft. were placed next to each other. As many boards as would fit were laid on each level of the ship. They placed as many as 300 boards for 300 people. By the 1750’s – 1800’s Ships were packed to the fullest. They had 2 people per plank, chained down to the plank for a period of 2 ? – 3 months. Most of the people died during the middle passage. Many had never been on a ship, sick and laying in their own waste. Thousands of slaves died during transportation.They were kept chained up in excessively cramped conditions without sufficient food, water, or exercise, throughout the long Atlantic voyage to the Americas and West Indies. They were not fed properly; dying from disease or depression, the slave traders had no interest in their well-being. The dead were thrown into the ocean; millions of people were thrown into the ocean throughout the 300 years of slave trading. The human cargo ships were also known as â€Å"death ships†, and could be identified by the smell death and waste when high wind blew and ships sailed into port.Because of their malnutrition and poor physical appearance, people were brought to the deck of the ship and forced to exercise, 10 at a time. This provoked attempts of either overpowering the men on the ship, to jump off the ships, or attack the slave traders which led to either suicide or getting killed. Some of the men were able to overpower the ships and unchain the slaves, some ships never made it to the ports, because of the overpowering of the ship, or because of the certain weather conditions. The 5th step of the process would be the final step.Once arrived at the port the victims would be taken to cells to wait for the auction. Looking very weak, doctors were hired specifically to help the victims look presentable. Once the slaves had been worked on, they were put on display for people to choose and bid on. The victims were stripped down to bareness, people would â€Å"check† the people, looking at their bodies, teeth, and even checking for lice. Once the people made these observations, the bidding would begin. Now the victims became slaves for the rest of their life. These were the 5 steps that forced a free person into enslavement.This brought the Transatlantic Slave Trade or triangular trade. Also known as the â€Å"Golden Triangle†. The profits made from the global trade of sugar, tea and coffee were the major driving force behind the triangular trade. For centuries it provided substantial quantities of venture capital for the industrial revolution and the development of the western European economy. The Transatlantic Slave Trade consisted of three journeys: 1). The outward passage from Europe to Africa carrying manufactured goods. 2). The middle passage from Africa to the Americas or the Caribbean carrying African captives and other ‘commodities’. ). The homeward passage carrying sugar, tobacco, rum, rice, cotton and other goods back to Europe. African survival The first years for the colonists were very difficult; there was limited amount of food. The West African slaves had knowledge of certain technologies that resulted in the production of food. This was a process used in West Africa, the people made their own â€Å"fishing nets†. The people would find streams that would lead to fish population, closing in sections and trapping fish in large amounts. They also used concoction. Which is a method used by extracting the oxygen in the water, this made the fish rise to the surface. Other technologies like Cattle ranching, the cultivation of rice and sugar were also expanding in the western hemisphere. The concept of rice cultivation was introduced to the colonial South Carolina 20 years into the colony. Economics, this was a way the colonists made money. The rice cultivation became one of the main crops in colonial South Carolina. The West African people also built shelters using materials available to them, and building shelters out of the West African design.Because colonial South Carolina had swamp areas in their environment, transportation was very difficult. The West African built the main type of transportation which was a small watercraft or canoe of the West African design. The colonists could have not survived if not for the West African slaves. All these methods used were a form of African survival in direct form. From 1739-1820 the population of people coming directly from West Africa was growing. These people had been free people, not born into slavery.The chances for rebellion grew, and slaves were outnumbering their owners. September 9, 1739 was the day of the Stono Rebellion; it was the largest rebellion mounted by slaves against slave owners in colonial America. The Stono Rebellion’s location was near the Stono River in South Carolina. Slaves in the Carolina wanted to reach St. Agustine FL, because the Spanish had spread the word that slaves were going to be free there and land will be given to them. 100 slaves rise up against the colonists, get to an armory, trying to escape to the swamps of Florida.The inexperienced slaves were, encountered by the experienced militia, resulting in the killing of 30 colonists and 60 slaves. Uncomfortable with the increasing numbers of blacks for some time, the white colonists had been working on a Negro Act that would limit the privileges of slaves. This act was quickly finalized and approved after the Stono Rebellion. No longer would slaves be allowed to grow their own food, assemble in groups, earn their own money, or learn to read. Some of these restrictions had been in effect before the Negro Act, but had not been strictly enforced. How to cite West African Slave Trade, Papers

Labor Relations and Human Resources Management Code of Good Practice

Question: Describe about the Labor Relations and Human Resources Management for Code of Good Practice ? Answer: Introduction Overview of the Assignment In modern era, several business organisations have highly relied on Human Resource Management (HRM) as well as Human Resource Information System (HRIS), with an intention of enhancing the business competencies among the global players. In relation to this, it can be stated that most of the organisations are emphasising towards HRM related aspects for enrich as well as accomplish business success through the assistance man power (Kavanagh Johnson, 2012). Moreover, most of the global organisations are identified to balance available resources with an aim of achieving its desired results in terms of profitability and sustainability. Subsequently, organizations are recognized to use capital, manpower and technologies as a resource to perform their operations effectively in the market segments, which may lead an organisation towards better sustainability as well as profitability for the long-term period. Thus, it can be stated that HRIS principles usually helps an organisation to develop employee skills, organizational cultures, administration processes and systems among others (Kumar, 2012). In this assignment, the objective is to critical analysis the significance of HRM functions on employee effectiveness. In this context, it can be mentioned that recruitment and selection is the most crucial constituents for an organisation, through which an organisation can attract appropriate candidates for ensuring the specific responsibility within the organisation. At the same time, it can be stated that through emphasising towards the training and development related aspects an organisation also may enhance its operational efficiency by enhancing overall skills and knowledge of the existing as well as newly recruited workforce. Simultaneously, through emphasising towards HRM functions and principles an organisation may ensure the practice of good human resource management policies in terms of legal as well as regulatory framework (Shaikh, 2012). Objective of the Assignment In this particular assignment, the objective is to critically analyse the HRM functions. At the same time, this particular assignment will also emphasise towards the HRM practices related factors which may ensure the significance of employee effectiveness. Moreover, the study will also critically analyse the advantages and disadvantages of HRM practices. Additionally the study will also highlight the HRIS functions, which may lead an organisation towards better success. Literature Review With the effect of globalisation, during the last three decades, it has been identified that the role of HRM has been extended from management of employees towards becoming more strategic one. Anne (2011), argued globalisation has increased the level of competition in the entire global market, which has influenced organisations to improve their performance level more effectively. In this regards, Silva (2014) claimed that most of the business organisations in the recent time have started emphasising the industrial relationship by motivating the capability and enhancing the loyalty levels of their employees. In this regards, Shaikh (2012), mentioned that the traditional role of HRM is executing strategic plans of the organisation in order to establish a strong industrial relationship. Deakin (2009) also describes a field, where a relationship is established between an employer and a worker under a written agreement of employment. Contextually, this type of relation is also referred as an employment relationship. In case of an industrial relationship or employment relationship, organisations are liable to discharge certain performances towards the welfare of its workforce such as ensuring health and safety workforce and providing them with hygienic workplace environment. Variations in HRM Laws During the early 21st century, it has been observed that organisations are faced with several challenges in terms of their workforce. Thus, most of the countries have conducted major amendments in their federal industrial legislation in order to develop the industrial relations during the last couple of decades. In this regards, Mitchell et. al. (2010) argued that in case of industrial relationship, role of labour laws have been observed to be extremely prominent with respect to safeguarding the rights of labours. The differences in the labour laws across the countries have raised several questions in the globalized era (Armstrong, 2009). Unlike other countries in the world, the UK has been identified to witness significant policy reversals with respect to labour union laws and frameworks. As result dramatic fall was experienced in terms of number of labour union in the country. It has been argued that variations in labour laws have been acting as exogenous cause leading towards incr eased unemployment as well as declining growth. The impact of variations in labour law is reckoned to be positive as well as negative and hence predicating its impact is claimed to be quite difficult (Mitchell et. al., 2010). HRM Policy and its Practice According to Dale (2012), the term HRM can be used in both ways. First, HRM denotes a generic term to describe the form of management activities, which conventionally portrays personnel management. On the other hand, HRM is considered as a typical approach to recommend a specific philosophy towards carrying out people-oriented organisational activities. During the last couple of decades, it has been observed that most of the industries have faced several challenges in terms of their workforce. In accordance with viewpoint of Prieto and Perez-Santana (2013), the differences between the organisations its workforce has deteriorated the workplace environment in many large and small organisations. Apart from this, long working duration, lack of security and poor environment has influenced the working forces of the organisations in a negative manner. Simultaneously, the impact of high level immigrants has been also affected the business environment and economy in a massive manner (Beard we ll and Claydon, 2010). In this regards, Jiang et. al. (2012) claimed that during the early 21st century, most of the organisations have focussed on introducing several strategies aligned with the HRM in order to develop the knowledge, skills and abilities of the employees. Simultaneously, organisations are applying HRM strategies with the aim of ensuring high productivity through motivating its workforce. Moreover, organisations are also availing several opportunities in order to boost employee empowerment and responsibility level more significantly (Dessler, 2011). Human Resource Information System HRIS is an emerging concept in the sphere of Human Resource Management for conducting HR related operations effectively. HRIS functions in four different areas such as operational, tactical, strategic and computerized (Kumar, 2012). The types of HRIS are illustrated and defined here under. Operational Human Resource Information System Operational human resource information system helps an organization to make decisions by providing support of reviewing HR data and human resource services. Operational-level information system collects data, which is relating to human resources and include information about an organizations positions, its workforce and governmental regulations among others (Kumar, 2012). Moreover, it has been also identified that few system, which is a part of operational systems are as follows: Employee Information Systems The human resource information system analyses information of an organizations employees in order to make various HR decisions. Employees information comprises name of an employee, address, sex, education qualification, experience, salary among others (Kumar, 2012). Performance Appraisal Information Systems The system denotes performances and productivity of employees. The data is used as a witness in order to evaluate employees according to their performance and commitment level. The system helps an organization to determine the appraisal system in the areas of promotion, transfer and termination (Kumar, 2012). Tactical Human Resource Information System The tactical information system usually helps an organization to make decisions relating to allocation of resources. Several essential decisions such as recruitment, training as well as development, job analysis and designing, and employee compensation planning decisions are conducted through the help of tactical HRIS (Kumar, 2012). Strategic Human Resource Information System Strategic HRIS assists an organization to implement strategic human resource management practices. Organizations use the system in order to make long term planning for the workforce during entrance in a new market or in case of introducing new product in existing marketplaces. Consequently, the system also helps in case of labor negotiation for an organization by evaluating the current performance with respect to the expected outcomes (Kumar, 2012). Computerized Human Resource Information System Organizations have produced several integrated software, which have helped organizations to maintain the HRIS in a computerized manner. Moreover, the software helped to develop integrated database and report of business related essential files. Apart from this, the integrated software and computerization has helped the organizations to enhance their efficiency effectively (Kumar, 2012). A picture is depicted below for better understanding the types of human resources information systems Figure 1: Types of Human Resource Information System (Source: Kumar, 2012) Advantages and Disadvantages of HRIS Practices Subsequently, it can be recognized that operational human resource information system is an effective HR managing technique based on which HR functions and operations can be managed successfully. In this respect, Castles Family Restaurant is required to adopt operational human resource information system in order to make appropriate HR decisions. Thus, it can be asserted that operational human resource information system should assist in reviewing information and performance of the employees more effectively through the help of this model (Kumar, 2012). Human Resource Information System Vendor Choice HRIS vendors provide different HR solution services to corporate for managing HR effectively. HRIS vendors including People-Trak (https://www.people-trak.com/services/) and HRMS Solutions (https://www.hrmssolutions.com/hris-solutions/) are few of the renowned HRIS vendors providing HR solution services (People-Trak, 2014). Both the HRIS vendors are economical in terms of service cost. Whereas, the HRMS Solutions is identified to be comparatively better than People-Trak vendor because of several extra features relating to reviewing the performance of employees in terms of training and development, time and attendance, salary planning and payroll among others (HRMS Solutions, 2014). Application of Good Practice during HRM Operations In order to ensure effective HR functions an organisation should practice effective HRM principles, which usually ensure the policies and principles of Good Practices. In this case it can be stated that this particular approach may assist an organisation to attract as well as choose a different set of people, who has the skills, temperament as well as capabilities to ensure the organisational requirements (Torrington et al., 2008). In this context, it can be also argued that through incorporating Good Practices related HRM principles an organisation may identify/ select/ choose the right person for the right profile/ work environment. In accordance with Aid (2003), effective human resource strategy is recognised as Good Practice. In this regard, the primary objective of an organisation is to ensure the efficiency as well as effectiveness of recruitment process through adhering discipline. At the same time, by adopting Good Practice related HRM principles an organisation may also ensu re the quality of the training and development related procedure, which actually help an organisation to establish responsibilities on its newly hired workforce (Aid, 2003). According to the report of Victorian Public Sector Commission (2010), through incorporating good practice related HRM principles, an organisation may enhance the efficiency and effectiveness of the recruitment as well as selection process. The flowing steps will highlight the Good Practice related HRM principles: Stage 1) Planning is one of the most crucial aspects for an organisation i.e. recruitment and selection process. In this regard, it can be stated that through emphasising towards planning related aspects an organisation may ensure the specific timeframe and selection technique of the recruitment and selection process. Apart from this, planning may also help an organisation to identify the actual selection criteria, which can be also determined by considering certain factors such as knowledge, skills, attribute and experience of the potential workforce (Victorian Public Sector Commission, 2010). Stage 2) Identify an appropriate recruitment strategy is highly essential for an organisation, which is usually assist an organisation to attract the attention of the potential workforce. In this regard, during the advertising of employment related circulation an organisation should highlight the provided opportunities and benefits of its workforce, which may grab the attention of the potential workforce (Victorian Public Sector Commission, 2010). Stage 3) Similarly, short-listing applications is one of the key factors, which may enhance the overall efficiency of the recruitment and selection process. In this context, it can be argued that short-listing applications on the basis of fairness is also considered as one of the crucial factors, which may influence the performance/ outcome of an organisation. In relation to this, it can be also mentioned that an organisation should emphasising towards standardised format and selection criteria for determining the suitable candidate for the required profile. Apart from this, during the selection procedure the organisation should evaluate the candidates through interview as well as additional assessment. In this context, candidate rating is highly essential for identifying/ choosing the best alternatives among the varied options (Victorian Public Sector Commission, 2010). Stage 4) Additionally, boarding is also considered as most essential mechanisms through which an organisation can establish better skills, knowledge and behaviour amid the newly hired workforce. Thus, this boarding procedure is also can be regarded as a training and development process, which can help an organisation to enhance the overall outcome in a effective manner (Victorian Public Sector Commission, 2010). In this context, it can be mentioned these above stated stages are considered as good practice related HRM principles, which may assist an organisation to enhance the efficiency of HRM principles during the execution of HRM functions (Victorian Public Sector Commission, 2010). Human Resource Management Lead Organisations towards Employees Effectiveness Human resource management (HRM) is a practice through which an organisation can control and supervise their workforce (Beard well, 2007). In order to define good practice of human resource management, it can be stated that this HRM is embrace by an organisation to attract potential individuals towards the organisation for working purpose. Apart from this, human resource practice helps an organisation during selecting and training new employees. Moreover, the practice of HRM also facilitates in supervising organisational leadership and culture (Mullins, 2007). On the contrary, personnel management is a method through which organisations eventually maintain people and their workforce in order to establish satisfaction relationship within the organisation. Moreover, through practicing personnel management an organisation can ensure commitment of its people and employees to contribute their participation towards the organisation in order to attain organisational goal (Armstrong, 2006). In order to evaluate the role and responsibilities of line manager, it can be apparently affirmed several individuals and even a team can be work directly under the line manager. Simultaneously, most of the managers who are controlling few individuals or a team also took order from the supervising authority (Brewster et al., 2007). Thus, it can be evidently asserted that line managers need to maintain their appropriate role along with several responsibilities which is conveyed by the high level management in order to accomplish organisational goal smoothly. According to define the role, it can be stated that the actual role of a line manager is to lead its team sincerely. Consequently, the responsibilities are to convince people according to the requirement and monitor the entire work process with dedication. Apart from this, there are few key roles of a line manager such as managing operational cost, providing technical support, evaluating the quality of the product and/or services and allocating work among subordinates. Moreover, line managers also need to deal with customers or clients in order to raise the business performance. Additionally, measuring operational performance, building operational level strategies and implementing those strategies are the most essential responsibility of a line manager in an organisation (Armstrong, 2006). Modern HRM Functions and Legal and Regulatory Framework on HRM According to the observation, it has been witnessed that HRM within an organization are required to perform diverse functions which involves recruitment, selection, training and development of employees. HRM through effective performance of its functions such as recruiting people, providing training and development facility to the employees enables organisation to accomplish its broad objective. Apart from this, HRM concept also helps an organisation to raise its performance level via motivating employees and offering rewards and bonus to the employees (Sisson and Storey, 2000). According to the research, HRM within an organization is influenced by the legal and regulatory framework to a considerable extent. Over the years, it has been observed that organisations are required to comply with several legislations in order to ensure that the recruitment process is fair and in equal for everyone. At the same time, there are several laws being enacted by the government across the globe th at restricts discrimination of employees based on sex, religion, gender or any other grounds. Moreover, during remunerating those employees organisations must have to maintain certain clauses, which are bound by the legal regulation. Thus, it can be evidently asserted that the impact of the legal and regulatory framework on HRM is highly prominent (Prince, 2007). According to observation, it has been perceived that in order to terminate an employee an organisation need to follow legal and regulatory framework to make the process smooth indeed. As per the most of the continental legislation, it suggests that during termination process an organisation need to provide respect and dignity to the terminated person. On the other hand, in the circumstance of cessation of employment, organisation needs to be conscious about financial and other issue in order to avoid legal consequences. Similarly, during the cessation of employment an organisation need to express the reasons behind the cessation clearly. Otherwise, it can affect co-workers, which can lead massive problem in terms of achieving the organisational goal (Nyberg et. al., 2014). Consequently, in order to identify the reasons for cessation of employment within an Organisation it can be asserted that it may be due to various reasons such as the poor performance of the employee, breach of organizational established norms and standards and unfavourable economic conditions for the organization like economic crisis. If an employee consistently performing poor then it can hamper the organisational objective (Salaman et al., 2012). During this circumstance, an organisation needs to keep entire performance records of that employee and the organisation needs to advice that employee in order to rectify his/her performance within a reasonable amount time. Instead of that if the employee has failed to make that necessary improvement then the organisation can terminate that employee due to poor performance. Apart from this, organisations have the privilege of terminating an employee due to several occurrences such as theft, dishonesty, making discriminatory conduct toward s others and for being intoxicated during workplace (Mikandel, 2010). Moreover, an organisation can cease employment during restructuring organization or crisis situation. According to the observation, it has been explored that several organisations have taken cost saving measure during the economic downfall and downsizing large number of employees at a time (Sani, 2012). Besides, all of these it has been observed that an employee also have the privilege of leaving an organisation according his own choice. In this case, the employee has to issue a described letter, where he/she must have to mention that according to own interest the he/she willing leaving that organisation. Apart from this, during this kind of circumstances an employee has to serve for a certain period of time as specified in the employment terms and conditions with that particular organisation in order to provide them the opportunity of finding an alternative employee for that position (Nyberg et. al., 2014). Recommendation Based on the review of academic literatures, it is identified that HRM functions are considered as one of the most essential aspects for an organisation, which usually assist an organisation to ensure the effectiveness and efficiency of the workforce. In this regard, more specifically it can be stated that through emphasising towards the HRM related laws, policy as well as practices an organisation also may ensure the appropriate outcome within the competitive business environment. In this regard, it can be recommended that through incorporating strategic human resources management and development related approach an organisation may enhance the effectiveness of its workforce (Dale, 2012). At the same time, it may claimed that through incorporating good practice related HRM principles an organisation may motivate its workforce and it also assist the organisation to establish a positive relation with its workforce. Moreover, through adopting good practice related HRM principles, an or ganisation also may enhance the overall values and standards of its existing workforce (Armstrong-Stassen, 2008) In this regards, it can be also recommended that through incorporating strategic HRM approach an organisation may mitigate several challenges during the execution of business operations such as political forces, cultural forces and economic forces among others. At the same time, adopting strategic HRM principles may also assist an organisation to reduce its workforce related problems, which also may ensure the consistence of an organisation it terms of business performance. Moreover, incorporating strategic HRM principles may help an organisation to provide healthcare and safety related facilities, which may lead the commitment of the workforce towards positive dimension. Additionally, adoption of strategic HRM policy may lead an organisation towards gaining better business competencies in the operating marketplace (Armstrong-Stassen, 2008). Conclusion Based on the above discussion, it is quite clearly revealed that HRM functions are recognised as one of the most essential aspects for an organisation, which may lead an organisation to archive better productivity by enhancing the efficiency level of the workforce. At the same time, it can be also stated that adequate HRM functions also may help an organisation to ensure the long-term sustainability in a competitive business environment. In this regard, it is also identified that through incorporating strategic HRM principles an organisation may also enhance the efficiency and effective of its workforce, which may enhance the skills, knowledge and perception towards the work. In this context, it can be stated that through incorporating strategic HRM principles an organisation my also enhance the motivation and commitment of the workforce towards the work responsibility on an organisation. Thus, adequate strategic HRM principles are also recognised as good practice, which is also cons idered as ethical and legal approach of HRM. Apart from this, based on the review of literature it is also revealed that adequate HRM practices can enhance performance for an organisation through improving succession planning and aptitude development related aspects, which may also lead an organisation to gaining better competitive advantages within the operating marketplace. Simultaneously, adequate HRM principles can help an organisation to cultivate better industrial relationship with the employees. On the contrary, adequate HRM practices also can bring new talents towards an organisation. Thus, it can be mentioned that adequate HRM principles and functions such as good practice policy of the recruitment and selection process can enhance the efficiency of the workforce within an organisation. Moreover, it also help an organisation to achieve success by hiring potential employees. At the same time, it can be also stated that strategic HRM principles and practice may also help an organisation to enhance the operational efficiency of the workforce through developing better decision making ability. Simultaneously, it is also identified that through practicing adequate HRM principles, an organisation may utilise its resources efficiently, which also lead better productivity for an organisation. Apart from this, effective strategic HRM principles can help an organisation to perform HR functions effectively such as recruitment and selection, performance appraisal, training, upgrading of skills and career development, along with direct employee participation and communication. At the same time, human resources management may help an organisation to maintain good working cultures through ensuring the support in case of health and safety related aspects. Reference List Aid, 2003. Recruitment and selection. Code of Good Practice in the Management and Support of Aid Personnel. [Online] Available at: https://www.peopleinaid.org/pool/files/code/code-en.pdf [Accessed August 5, 2015]. Anne, T., 2011. Labor Relations and Human Resources Management: An Overview. Labour Relations and Human Resources Management, p. 1. Armstrong, M., 2006. A Handbook of Human Resource Management Practice. Kogan Page Publishers. Armstrong, M., 2009. Armstrongs Handbook of Human Resource Management Practice. Kogan Page. Armstrong-Stassen, M., 2008. Human Resource Practices for Mature Workers And Why Arent Employers Using Them. Asia Pacific Journal of Human Resources, Vol. 46, Iss. 3, pp. 334-352. Beard well, I., 2007. Human Resource Management: A Contemporary Approach. Prentice Hall. 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