What Is a Base Metal Definition and Examples

Base metals are used in jewelry and industry. Here is the explanation of what a base metal is, along with several examples. Key Takeaways: What Is a Base Metal? There are at least three definitions of a base metal.A base metal can be a common metal (element or alloy), which relatively low value, that is not used as a basis for currency. Examples include bronze and lead.A base metal can be the primary metal in an alloy. An example is iron in steel.A base metal can be a metal or alloy to which a plating or other coating is applied. An example is steel or iron in galvanized steel. Base Metal Definition There is more than one definition of a base metal: A base metal is any metal other than the noble metals or precious metals (gold, silver, platinum, etc.). Base metals typically tarnish or corrode readily. Such a metal will react with dilute hydrochloric acid to produce hydrogen gas. (Note: although copper does not react as easily with hydrochloric acid, it is still considered a base metal.) The base metals are common in that they are readily available and typically inexpensive. Although coins may be made from base metals, they typically are not the basis for currency. A second definition of a base metal is the principal metallic element in an alloy. For example, the base metal of bronze is copper. A third definition of a base metal is the metal core underlying a coating. For example, the base metal of galvanized steel is steel, which is coated with zinc. Sometimes sterling silver is coated with gold, platinum, or rhodium. While silver is considered a precious metal, it is less precious than the other metal and also serves as the base for the plating process. Base Metal Examples Common examples of base metals are copper, lead, tin, aluminum, nickel, and zinc. Alloys of these elemental metals are also base metals, such as brass and bronze. United States Customs and Border Protection also includes metals such as iron, steel, aluminum, molybdenum, tungsten, and several other transition metals to be base metals. Chart of Noble and Precious Metals

Changes in Musical Styles Related to Changes in Human Society

Changes in Musical Styles Related to Changes in Human Society Introduction While musics origins are lost in the mists of time, the origins of many of the popular music styles that have evolved over the centuries are more easily traced. To this end, this paper provides a review of the relevant peer-reviewed and scholarly literature concerning the manner in which music styles were affected by the introduction of the electronic age in general and the introduction of the electric guitar in particular, and how the electric guitar transformed the music styles of the 1960s and 1970s. A summary of the research and important findings concerning these issues are provided in the conclusion. Review and Discussion A wide range of events can influence the types of music that are popular during a given period in human history. For instance, Jarque (2012) notes that, Social and economic factors can influence the type of music by defining who plays it and who pays for it. Baroque music results from professional players playing to an educated elite. Folk music is non-professionals playing to their peers (para. 3). Likewise, innovations in technology can have a major effect on the development of new musical styles and instruments, some of which were existing instruments such as violins and guitars that were electrified for the first time. For instance, Jarque adds that, The electronic age gave us even greater volume and created a path for the age of recording. The electric guitar andShow MoreRelatedAnalysis Of Claude Debussy s Musical Time Periods1519 Words   |  7 Pages† No musical time period has seen, nor continues to see, so much change and innovation than the Mode rn period. Current artists express their own creative visions and use their ideas to suggest progressive directions for others to follow. The rejection and breakdown of all traditional guidelines unleashed complete freedom across present dimensions, including melody, rhythm, and chord progression. Some of the new music has been rejected, but some of it has been integrated creating new styles of musicRead MoreScholarship Application for a Music Program Essay1013 Words   |  5 Pagesfrom culture to culture. To me, the notion that music is a mere reflection of society is a statement I used to take for granted. Although this notion is true to some degree, mainly with some popular music, my research has led me to conclude that all music influences society on a greater scale than one would assume. In ancient times, there existed many correlations between changes in music followed by changes in society. These range from the ushering of new eras of prosperity, to the conservationRead More Jazz Has Been A Part Of American Culture Throughout History1372 Words   |  6 Pagespart of American culture throughout history that is still being explored today. Jazz has a rich history that goes back many years. Jazz has also developed into many different styles that trace to places all around the world. There have been many jazz musicians throughout the years. Jazz music has a very complex, but good musical tune and instrumentation to it. Jazz had started, when musicians came to New Orleans to play, most of the people that came to play were former slaves of African descent. TheRead MoreMusic Has Impacted Our World1585 Words   |  7 Pagesproblems, and acceptance of the society. For example, 1960s was a decade marred by social unrest, civil rights injustice, and violence both home and abroad. These were some of the factors that lead to a cultural revolution. During these times, we could see how many artists aimed at these concerns through their lyrics, but the eighties had a big impact in our society. During this decade, The United States felt more liberalistic, and New ideologies were presented to our society, also Sex and drugs becameRead MoreHow Music Has An Effect On The Human Brain1561 Words   |  7 Pagesfindings as it relates to how and why music has an effect on the human brain, in an article entitled How and Why Does Music Move Us?: Answers from Psychology and Neuroscience. In the article they go over the technique used to examine the brain’s interconnectivity as people listen to music. This technique is called Network Science. They write, Researchers have discovered which parts of the brain are active during a variety of musical tasks, such as listening to or performing brief excerpts. They haveRead MoreRelationship Between Shared And Personal Knowledge1373 Words   |  6 Pagesexperiences. Can these two somehow be connected? The relationship between shared and personal knowledge can be seen in the Human Sciences and the Arts by evaluating culture in general and more specifically, how it affects human development and the changing of art periods throughout time in order to determine how personal knowledge is shaped by shared knowledge. In the human sciences, shared knowledge forms personal knowledge through the processes of culturization and socialization. Often, the sharedRead More A Violent Message in the Art of Popular Culture Essay1679 Words   |  7 Pagesmusic that operated out of the same musical dictionary and responded to the same chords. Whereas, music in popular culture rejects harmony as being important and values improvisation that breathes life-giving rhythm in non-structural chords. Music in popular culture is a genre distinct from both folk and classical music genres. According to The New Harvard Dictionary, it differed from the former being composed and notated and in developing a musical style not distinctive of a certain regionRead MoreThe Effects Of Music On Our Lives1576 Words   |  7 Pagesbegin, our life would consist of incredibly quiet spaces. Music plays a vital role in our lives, whether it is attending music festivals to attending religious ceremonies. In many ways, music is the composition of our lives that defines society. As a reflection of society, it allows us to remember how things were in the past, how things are now in the present and lastly presents a view of how things might be in the future. Music can take on many forms in our life whether it is a message from an expressiveRead MoreAnalysis of The Elephant Vanishes by Harucki Murakami Essay1538 Words   |  7 PagesJapanese literature has adopted new writing aspects as a response of Occidentalism. Some Japanese writers have manifested through their literary works this substitution of culture that besides of being just external changes, it left deep internal conflicts of adaptation in the society. Accordingly, the short story â€Å"The Elephant Vanishes† by Haruki Murakami, one of the most popular Japanese writers of the 21th century, portrays an alienated man who is obsessed with the vanishing of an old elephantRead MoreBreaking The Limitations Of Music2045 Words   |  9 Pagesto the composition itself. Throughout the ages, music has mostly been a set in stone factor. But since the 20th century things have begun to change. Musicians are breaking away from the traditions of the past and reaching new areas of music. Technology is developing to creating new sounds and instruments can change how to be played and used. That musical styles have been developed and the compositions have altered with devices that can record and playback music in your own home w ithout any instruments

Concrete Gravity Dams - 1188 Words

Table of Contents Table of Contents 1 1. Introduction 2 2. Literature Review 2 3. Classification Techniques in Machine Learning 3 3.1 K-nearest Neighbor 3 3.2 Support Vector Machine 4 3.3 Naà ¯ve Bayes Classifier 5 References 8 Introduction Dams are important structures to supply water for irrigation or drinking, to control flood, and to generate electricity. The safety analysis of concrete gravity dams in seismic regions is significant due to the high potential of life and economic losses if these buildings fail. Many of existing dams were built using outdated analysis methods and lack of knowledge (Bernier 2016). In the design of many existing dams, dam-water-foundation interactions affecting the earthquake response were not†¦show more content†¦Another study is carried out by Gaspar et al. in order to investigate the effects of uncertainties of dam properties. A thermos-mechanical model was developed to define the behavior. Classification Techniques in Machine Learning The classification of the data is the problem to observe new numbers of discrete categories. The aim is to learn a model making accurate predictions on new observations based on a set of data points. For example, for the observations set, x1, †¦, xn, the corresponding categories, y1, †¦, yn, where yi ∈{-1, +1}. Here, yi=-1 refers to category of failure region, and yi=+1 refers to safe region. A new observation, x value, is assigned to one of these categories. The three popular classification techniques are explained: (1) K-nearest neighbor (KNN), (2) support vector machine (SVM), and (3) naà ¯ve Bayes classifier (NBC). The given algorithms here include both deterministic and probabilistic classification approaches. 3.1 K-nearest Neighbor In the machine learning, one of the simplest method for classification is the K-nearest neighbor algorithm. Given a new observation x∈R, K training observations from the rows of the Xtm closest in distance to x are found. After that, using the mainstream division among these K nearest observations from the training set, x is classified. Consequently, the performance of KNN algorithm depends on the choice of K and the algorithm is sensitive to local structure ofShow MoreRelatedThe Events That Surround Failure Of The St. Francis Dam726 Words   |  3 PagesSt. Francis Dam Failure ENGG-123 Assignment#2 Zifeng Li 200353329 Feb 23rd, 2016 Abstract: This report can assist readers to understand the events that surround failure of the St. Francis Dam in March 1928. It demonstrates the causes and consequences of the disaster. The purpose of this report is to analyze the collapse of St. Francis Dam and indicate how this disaster relevant to the study and practice of engineering. However, there are some recommendation of future precaution and improvementRead More Hoover Dam Essay1587 Words   |  7 PagesHoover Dam   Ã‚  Ã‚  Ã‚  Ã‚  The Hoover Dam is one of America ¡Ã‚ ¦s greatest civil engineering marvels (Hernan 22) and  ¡Ã‚ §has become a magnet to those fascinated by human ingenuity at its best ¡Ã‚ ¨ (Haussler 30). With its enormous size and construction during the Great Depression, it was an interesting topic to me. I would like to major in civil engineering and, at first, I was researching this topic. I was looking for salary and job descriptions. Then, I discovered the name John L. Savage, the engineer who supervisedRead MoreHoover Dam1624 Words   |  7 PagesHoover Dam The Hoover Dam is one of America ¡Ã‚ ¦s greatest civil engineering marvels (Hernan 22) and  ¡Ã‚ §has become a magnet to those fascinated by human ingenuity at its best ¡Ã‚ ¨ (Haussler 30). With its enormous size and construction during the Great Depression, it was an interesting topic to me. I would like to major in civil engineering and, at first, I was researching this topic. I was looking for salary and job descriptions. Then, I discovered the name John L. Savage, the engineer who supervisedRead MoreHow The Spillway Can Be Classified Into Different Types Based On The Various Criteria1593 Words   |  7 Pagesas explained below: 1. Classification based on purpose: a) Main (or service) spillway: A main (or service) spillway is designed to pass a prefixed or the design flood. This spillway is necessary for all dams and in most of the dams, it is the only spillway. b) Auxiliary spillway: In some dams, where the site conditions are favourable, an auxiliary spillway is usually constructed in conjunction with a main spillway. An auxiliary spillway cannot be provided alone without the main spillway. c) EmergencyRead MoreCase Study on the Hoover Dam3042 Words   |  13 PagesBefore Hoover Dam After By- Balaji.T.K, CE02B011 CONTENTS No Description Page no 1. Hoover dam Ââ€"an Introduction 1 2. Requirements posed by structural design 2 3. Requirements posed by other details 6 4. Type of Concrete 7 5. Guidelines for Mix design 9 6. Fabrication and Installation 10 7. Formwork 11 8. Cooling of concrete 12 9. Temperature control of Mass Concrete 12 10. Quality Assurance 13 11. Bibliography 14 Hoover Dam- an Introduction! It still stands tall as an engineering marvelRead MoreA Project On Sardar Sarovar Dam931 Words   |  4 PagesIntroduction Sardar Sarovar dam is the largest of the 30 large dams aimed for the Narmada River in Gujarat, India. The concrete gravity dam is 1,210m long and 163m high at its maximum height. The original development plan for the project dates to 1946, but the main dam tender was not awarded until April 1987. The project was declared complete in Dec 2006 (http://www.industcards.com/ps-asia-pacific.htm) The government claims that the multi-purpose Sardar Sarovar Project (SSP) would irrigate moreRead MoreThe St. Francis Dam1780 Words   |  8 PagesThe St. Francis Dam was open for use in 1926, following two years of constructions. The dam was built in order to give the city of Los Angeles, and various other areas within the region a source of water. Though the dam itself had good intentions, faulty engineering design, and bad construction ultimately led to the untimely collapse of the dam on March 12th, 1928. After extensive research by various local, state, and federal investigators, it was de termined that engineers didn’t take into accountRead MoreSeepage Control in Earthen Dams2069 Words   |  9 PagesMost dams in active use today exhibit seepage of one form or another. 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Global Competitive Most Of The Corporate †Myassignmenthelp.Com

Question: Discuss About The Global Competitive Most Of The Corporate? Answer: Introduction It is a prerequisite of any human resource manager to treat the organisations employees in a manner that the human resources feel as if they are designated in a respectable work environment. It has been experienced in the corporate organisations, that the personnel employed are a creation of the motivation they receive from the external environment. If the positive motivation is provided, the consequences on the behaviour of the employees will be desirable. Alternatively, there is a negative impact on the behaviour of employees if there is poor management with respect to motivation provided to them. Same is the scenario when the question is about managing the human resources internationally (Heathfield, 2016). However, every strategy framed and executed is beyond the scope of geographical boundaries of the country (Vance and Paik, 2015). Internationally, the activities carried out are broader in concept and research keeping the cultural differences in mind which vary according to the country. In the global and competitive environment most of the corporate organisations are expanding its activities beyond the national boundaries, which mean they are globalising. It is more or less similar to the management of human resources domestically; however the issues dealing with the aspects of employees of a company are handled in an international perspective (Doz, Evans and Laurent, 1989). If we consider the processes involved, then identification of human personnel as to sourcing and procurement, efficiently placing and staffing them, training and developing them, and holding them to contribute in reducing the organisations employee turnover strategy are handled in a wider scope. This means that the framework of policies related to the personnel of the company must be supportive to the organisations strategy. This indicates that the policies mutually contribute to the companys plans. Reinforcement of HRM policies in coordination with firms strategy The main area of focus is upon developing the elements of the corporate strategy related to human resource of the firm in such a way that it contributes to the organisations performance. There are indicators which help in achieving the gap between the aspects dealing to manage the personnel of the firm and the organisations objectives (Harzing, 2014). If the performance of the organisation is kept in mind while executing the policies to manage the work force, then there is continuity achieved in facing the competitive conditions in the external environment. There are some key areas which indicate the organisations objectives and aims for e.g. increasing the share in the market, reduction in the costs incurred in administrative and operational activities, introducing innovation, achieving the sales and increasing the productivity of the company etc. (Miller and Gordon, 2014). Now, attaining mutual coordination between the workforce management in a manner so that the employees contribu te to accomplish the firms key strategies and targets is known as strategic management of human resource. Being an HR manager this is a very prime area of concern because; the complexity when the company globalizes and become operational internationally increases. There are changes experienced due to high competition with respect to the advancement of cultural aspects and information systems. If there is responsibility taken up by the people in the firm for attaining a good performance level for improving the processes of the business continuously and there is equilibrium between the individual goals of workforce and the firms performance then the organisation has desired consequences (Festing, 2013). The aspects dealt in management of people to get the result in companys performance in a desired way are the satisfaction level of employees, the support system from management to them and realising the motivation and behaviour capabilities of the people etc. It is not only a question to approximate the two organisational and corporate strategy of peoples management, it is also important to identify the methodology the HR manager follows it practically to achieve it. Therefore, issues related to the aspects like determining whether the adaptability of the strategy to manage employee resources and firms performance objectives are theoretical or practical will be addressed through this discussion. Also, observation will be made whether the organisations practice this in reality. In addition, the advantages of practices will be recognised to know the result of these strategies on the overall performance. Challenges encountered to identify the practicality There is a difficulty in formulating the HR policies to manage the workforce due to diversity and globalized employees. There are n number of opportunities and challenges while recruiting the people of diverse culture, different in gender, age and education as the organisation operates in an international environment. It is experienced that there is shortage in either filling the required role with proper skills or there is a shortage experienced in terms of youth employees. An Organisation seeks workforce globally so that they get a good combination of the age and skill for a particular role. This helps them to gain efficiency in the market. To cover this shortage, there is a tendency to employ older workforce so that their work experience match with respect to skills required is achieved. This has posed another challenge being an HR of the company, which is creating healthcare benefits and flexibility in the schedule of the company especially if the work demands more physical work (Machado, 2015). This is eliminated by practicing flexibility in number of hours, styles of working according to difference in individual culture and age in order to retain the best skilled people resources in the firm. Also, the policies are framed keeping into consideration any discrimination against age and cultural differences. Any organisation when operating globally has to take care if the framework of regulations in terms of people resources is government driven (Simons, 2011).Therefore, efforts are being made by both the organisation and the company to create diverse and multicultural environment in the firm so that the imbalance is not there and underutilization of human resource is diminished. Arrangements are made like provision of pursuing the job as a part time is made available to increase productiveness and attain quality. Secondly, when the scope widens as a HR manager dealing with workforce globally then the process of acquisition, screening the employees when and branding the company through the usage of technology become very complex. The HR department needs to be updated of the technical tools and techniques to integrate the multicultural work force to train and manage them (Guest, Paauwe and Wright, 2012). The strategies have to be cost effective and in compliance with the organisational goals to attain integrity and ethical working without any nuance in the beliefs. For this reason, the process of selection is kept transparent free from any bias and purely based upon performance of the employees. Valuing the employee is given importance and their performance is judged upon the set standards of parameters. Going further, there are issues faced with respect to dealing with holding the skilled workforce after training and development to manage the employee turnover rate of the organisation. In this aspect, the motivation and compensation system plays a vital role in keeping a balance to retain the people. To start with, it is important being an HR manager to hire the candidates selectively by proper screening of their stability in the organisation. The main reason behind this is to match this HR strategy to the organisations goal of effective utilization of money spent in intensive training programs. Motivating them and communicating regarding their requirements in terms of job expectations so that they feel themselves a part of the team is necessary for employee satisfaction. Apart from that, taking reviews and suggestions in decision making for framing policies before bringing in change related to various arrangements in the office helps in making them feel respected. Providing job security to increase their engagement by providing them good benefits, incentives, perks, and high remuneration with appraisals time to time help the organisation to a great extent in retention o f skilled workforce (Debrincat, 2014). Mitigation of friction is very commonly faced in a global company who has to deal with a lot of aspects related to differences in perspectives every individual has for executing a particular task. Everyone has a unique approach and a perception which needs to come together with others opinions (Cieri, 2017). It is my responsibility, as an HR head to take this as an opportunity to bring in innovation and find creative solutions by deeply studying the diverse ethnicities and varied approaches to do a particular job. Also, practicing association between various traditions and nations will attract more manpower from other geographies. When operating beyond the scope of domestic geographical boundaries of the nation, the laws governing the countries play an important role in dealing with the workforce. The HR policies are to be in accordance with the organisational policies which are framed according to the governmental regulations of a particular country. There has to be a better underst anding developed in terms of complying with the dynamic labour rules and regulations which change time to time. It is important to ensure that the policies are flexible enough to change so that they can be updated according to the requirements related to laws of employee migration and visa regulations in terms of local and foreign countries etc. Advantages of the practices executed contributing to organisational performance The main emphasis of managing the human resource internationally is to formulate strategies about talent management on global basis. The approach taken to accomplish the human resource objectives is influenced by the organisational strategy (Hartel and Fujimoto, 2014). If the approach is ethnocentric, then the attempt is upon complying the methods followed in the domestic country on other companies. On the other hand, if the approach is polycentric, then local residents are recruited by the host country. The geocentric approach is followed in a way that a universal approach is practiced across the globe. The major advantage of all the challenges and the methods to strategies solutions for them is the organisation gets familiarised by various traditions, beliefs, customs, cultures and behavioural aspects. This gives an opportunity to the firm to get a real life experience about situations where the managers need to bring creativity and find a middle way for efficient handling of the s ituations (Sparrow, Scullion and Tarique, 2014). Not everybody, in the workforce has a same way of working; therefore there are many differences which come together at one place which need to be channelized to proceed in one direction. This helps in performance management contributing to the firms main goal. Secondly, another big reason why firms decide to operate internationally and hiring talent is development of companys ability to meet the markets needs with respect to rapid changes due to advancement in practices. In addition the business knowledge regarding various ways of reimbursements, compensation, and programs of taxation is gained about the people transferred to another country (Ackermann, 2014). This is also a good platform for the organisation to learn and grow in reference to identification of the right skills and gaining international knowledge. Managing the human resource globally also develops good relations between the countries (Mello, 2014). Every country has its own governing labour laws. Special agreements are made with the employees of other countries which focus upon employee health benefits and safety provisions, wages, number of hours to work, and working conditions etc. These agreements are based upon the agreed terms and conditions between countries. This bui lds trust between nations and engages employees to give their best in participating to achieve firms performance goals. Along with this adaptability and flexibility are very important factors which are required to bring in changes in the existing functioning of practices followed in the company (Hitt and Shalley, 2017). If the workforce gets equipped with changes in methods related to the job understanding and the knowledge already gathered during training and development, then new methods required to keep updated can be introduced. However, there are instances when there is a lot of resistance from the people of the organisation to change their way of working. This leads to employee dissatisfaction leading to increase the attrition rate which going further increases the cost of the company. Thus, everything is linked in a process and interdependent contributing to management of performance goal. Apart from that, employee satisfaction is a very big concern to achieve retention of the best talent by the human resource department. When the internal working environment is multicultural, then feedbacks related to the grievances and issues in performing a task is of different perceptions (Aoife, 2012). The learning expands as employees share their experiences and approach to deliver the productivity for achieving targets according to their past work handled (John, 2013). This helps the management in gathering new feedbacks and frame solutions for addressing the grievances. The result of which is high employee satisfaction contributing to the overall organisations objective (Longoni, 2014). Being an HR manager of the company, these above elements are to be taken into consideration so that the performance management corporate strategy refers to the overall framework of policies formulated to attain the main objective. These small factors include those elements which are the key indicators of a global environment in which an organisation has to survive. If properly anticipated, then it enhances the employee engagement contributing to the main aim. Conclusion When the people of the organisation are well acquainted with the flexibility they need to keep to be updated with the continuous changing human resource rules, policies, techniques and processes, then this results into effective organisational performance. This corporate strategy of performance management needs to align with the overall organisations goals. Since, an international environment of a company has a great impact on the survival of the company due to complexity and high competition, the corporate performance strategy has to build a competitive edge when executed and practiced. This contributes to the organisations performance. The human resources are similar to the financial assets of the company. In order to survive the cut through competition, it is an opportunity to find effective ways to use expatriates so that global team of employees can be created. It has been observed that when the company is limited to operate with in the domestic scope, it lacks expertise and kno wledge to acquire bright and skilled manpower. Alternatively, a good knowledge about business is required when the company manages the talent from subsidiaries based overseas. Good techniques are needed to employ, train and retain the employees from across the world. The biggest challenge the workforce faces when employed outside the country is a prominent distinction in terms of the pay pattern between the local and an expatriate. In contrary, the positive side is the insight and an international experience gained both by the management and the expat when working overseas. Selection, recruitment, training ,development and retaining the workforce internationally poses many changes on the leading roles of an organisation which further contributes to attaining harmony and an unbiased working culture (Chalofsky, 2014). It helps in breaking the old traditional methods of working and the leaders find it hard to act as the only authority taking major decisions. This introduces new talent in the organisation and contributes for the organisation to operate internationally. References Ackermann, M. 2014. How to develop a Human Resource Strategic Plan. Germany: GRIN Verlag, p. 2. Aoife. 2012. Growing the Organisation through Effective People Management. Accessed on: 16th September, 2017. Accessed from: https://knowledgenet.carmichaelcentre.ie/articles/growing-organisation-through-effective-people-management Chalofsky, N. F. 2014. Handbook of Human Resource Development. US: John Wiley Sons, pp. 112-116. Cieri, H. D. 2017. International Human Resource Management: From Cross-cultural Management to Managing a Diverse Workforce. UK: Routledge. Debrincat, G. 2014. The Effectiveness of Performance Appraisal Systems: Employee Relations and Human Resource Management. Germany: Anchor Academic Publishing, pp. 23-27. Doz, Y., Evans, P., and Laurent, A. 1989. Human Resource Management in International Firms: Change, Globalization, Innovation. Germany: Springer, pp. 2-8. Festing, M. 2013. Management and International Review: Strategic Issues in International Human Resource Management. Germany: Springer Science Business Media. Pp. 91-92. Guest, D. E., Paauwe, J., and Wright, P. 2012. HRM and Performance: Achievements and Challenges. US: John Wiley Sons. Hartel, C. E., and Fujimoto, Y. 2014. Human Resource Management. Australia: Pearson Australia, pp. 6-26. Harzing, A. W. 2014. International Human Resource Management. US: Sage. Heathfield, S. M. 2016. Human Resources Management Fundamentals in Hiring. Accessed on: 16th September, 2017. Accessed from: https://www.thebalance.com/human-resources-management-fundamentals-in-hiring-1918369 Hitt, M. A., and Shalley, C. E. 2017. Oxford Handbook of Strategy Implementation. UK: Oxford University Press, pp. 2-3. John, W. 2013. Perspectives and Techniques for Improving Information Technology Project Management. US: IGI Global. Pp. 130-132. Longoni, A. 2014. Sustainable Operations Strategies: The Impact of Human Resource Management and Organisational Practices on the Triple Bottom Line. Germany: Springer, p. 13. Machado, C. 2015. International Human Resources Management: Challenges and Changes. Germany: Springer, pp. 3-5. Mello, J. A. 2014. Strategic Human Resource Management. US: Cengage Learning, pp. 200-202. Miller, V. D., and Gordon, M. E. 2014. Meeting the Challenge of Human Resource Management: A Communication Perspective. UK: Routledge. Simons, R. 2011. Human Resource Management: Issues, Challenges and Opportunities. US: CRC Press, pp. 73-80. Sparrow, P., Scullion, H., and Tarique, I. 2014. Strategic Talent Management: Contemporary Issues in International Context. UK: Cambridge University Press, pp. 6-14. Vance, C. M., and Paik, Y. 2015. Managing a Global Workforce. UK: Routledge.