Medical Record Company Network Security Plan - 1142 Words

Medical Record Company Network Security Plan For the purpose of securing and implementing a data security plan for a medical record company a lot of prep and thought needs to take place. While developing the plan I considered that it’s not just our company’s data at risk, but also the data of any of our employees and patients, including social security numbers and medical records. I also considered different kinds of security threats, security threats are always evolving so we need to keep on top of new threats and keep changing to have the best protection for our company. Threats There are several different kinds of threats that we should consider and do our best to avoid. A few examples that are on the rise are: †¢ â€Å"Targeted threats,† are attacks that focus on confidential information from a single company or individual are becoming more common. These attacks are being delivered through sophisticated ways such as email attachments, video files, or hyperlinks, and more. Once made active the malware can install itself without any help from the user. †¢ Malicious bots are software applications that run automated tasks. These bots are also increasing; when they are used they create automated attacks on networks. †¢ Rootkits are able to burrow deeply into a computers operating system. They can alter the OS and allow them maintain access to a computer system. They can go by easily undetected and can be challenging to remove. The purpose of rootkits is to allow hackers toShow MoreRelatedSEC440 Week 7 Essay1041 Words   |  5 Pagesï » ¿ Health Insurance Portability and Accountability Act (HIPAA) Compliance By Christopher Knight SEC 440 16 Oct 2014 TO: Company Chief Security Officer FROM: Security Engineer DATE: 16 Oct 14 SUBJECT: HIPAA Security Compliance for Alba, IA Hospital Any patient that is seen by a physician within the United States is to be protected by the â€Å"Health Insurance Portability and Accountability Act† or HIPAA, which was passed into law in 1996 (Jani, 2009). All health care facilities dealing withRead MoreFederal And State Legislature s Theory Of Medical Network Laws Essay1740 Words   |  7 PagesFederal and State Legislature’s Approach to Medical Network Laws How many times have you heard a provider’s office tell you that you are out-of-networking? â€Å"Out-of-Network†, two questions come to play; the first question is what does that mean to a patient and how do insurance companies determine network benefits for their beneficiaries. First, we will define the term â€Å"network† is used to describe the providers, that are. â€Å"Networking† becomes an issue of patient’s access to providers and the costsRead MoreTechnology in the Modern Medical Office Essay1739 Words   |  7 PagesA small medical office of four doctors and support staff decides they want to set up a wireless LAN to let them to take their laptops with them from room to room for real-time data entry on patient records. The doctors know they need to comply with HIPPA controls over patient records and are concerned that a Wi-Fi LAN could compromise security. The intent of this paper is to offer advice to the medical office manager about t he implementation of a Wi-Fi access point for their network. I will coverRead MoreTechnology Plan Essay1182 Words   |  5 Pageshave a company technology plan that will give that organization office efficiency in which that they can better service their clients and also that the organization themselves can have an easier way to perform their duties and also maintianing efficient files and data. I am going to introduce to the organization a network that is both efficient in what it does, it maintains confidentality, and also keeps organization and patient information secured. An intranet is a private computer network thatRead MoreMobile Technology in Healthcare Essay1181 Words   |  5 Pagesof advanced medical care. The ability to record the cardiac activity of a patient at home has been available for some time. But that method utilized a recording device worn by the patient, which needed to be brought in to a hospital or doctor’s office for a healthcare professional to analyze. Today, real-time monitoring in the patient’s home is a reality. Three of the telecommunication giants have stepped into wireless healthcare management arena in efforts to provide advanced medical care throughRead MoreData Breaches And The Healthcare Industry1676 Words   |  7 Pagesprivate medical records. Since the healthcare environment posses the most valuable information of patients, they are the establishments who are most likely to suffer from hackers. Most importantly, patients worry about their confidential data being safe and secure (Dimitropoulos, 2009). Now that hospitals are adapting new technologies and are leaving paper charts behind, EMR (electronic medical records) are on the rise. With EMR systems, there is need to embrace data encryption to protect medical recordsRead MoreInformation System And Network Infrastructure Upgrade At Xyz Hospital1614 Words   |  7 PagesDetermine the requirements of the new information system and network infrastructure upgrade at XYZ Hospital. Questions: 1. What are the current issues with the existing network and information system at XYZ Hospital? One of the first things that comes to mind is the administrative and clinical staff are complaining about how â€Å"slow† the network is. With an increase in staff over the years at the hospital and an increase in the demand of the network and the existing system is struggling to keep up. StaffRead MoreBusiness Continuity Planning And Disaster Recovery1359 Words   |  6 Pagescontinuity (BC) plan during budget allocations and never see a payback from those investments. Disasters won t happen daily, they rarely occur. But when it happens and if the company doesn t have a Plan or mechanism to fast recover, then that company loses its customer to its competitors. Business continuity plan includes steps company must take to minimize the service outages. Organizations must have a system in place to minimize the unplanned downtime. After Y2K crisis, companies added BusinessRead MoreContingency Plans Related to Disaster Recovery1446 Words   |  6 Pagesre-creating the patient record.† The use of health information exchange clearly proved to be a key factor in their recovery. Minghella further goes on to stress the importance of paper records as a backup. She demonstrates the necessity as she states, â€Å"during an extended IT outage you are going to appreciate a paper-based fallback system like a kid wanting cold, soothing ice cream after a tonsillectomy†. I believe this situation is a prime example of the importance of contingency plans. Additionally, IRead MoreHow Technology Progression has Improved our Lives874 Words   |  4 Pagescommunication, business distribution, Medical field and everyday household equipment’s. As a result Technology progression has not only improved our convenience, but has increased the quality of life through enhanced medical equipment and drug treatment. Throughout the decades firms compete to deliver the needs of consumer demands and achieve high quality and performance. For the firm to uphold the expectations of profitability towards growth, a constancy in innovation plans must be set. The innovation proce ss

Sinclair Lewis Biography

Harry Sinclair Lewis was born on February 7, 1885, in Sauk Centre, Minnesota, the youngest of three boys. Sauk Centre, a bucolic prairie town of 2,800, was home to mainly Scandinavian families, and Lewis said he â€Å"attended the ordinary public school, along with many Madsens, Olesons, Nelsons, Hedins, Larsons,† many of whom would become the models for characters in his novels. Fast Facts: Sinclair Lewis Full Name: Harry Sinclair LewisOccupation: NovelistBorn: February 7, 1885 in Sauk Centre, MinnesotaDied: January 10, 1951 in Rome, ItalyEducation: Yale UniversityKey Accomplishments: Noble Prize in Literature (1930). Lewis was also awarded the Pulitzer Prize (1926), but he declined it.Spouses: Grace Hegger (m. 1914-1925) and Dorothy Thompson (m. 1928-1942)Children: Wells (with Hegger) and Michael (with Thompson)Notable Quote: â€Å"It has not yet been recorded that any human being has gained a very large or permanent contentment from meditation upon the fact that he is better off than others.† Early Career Lewis enrolled at Yale Univesity in 1903 and soon became involved in literary life on campus, writing for the literary review and the university newspaper, as well as working as a part-time reporter the Associated Press and the local newspaper. He didn’t graduate until 1908, having taken some time off to live in Upton Sinclair’s collaborative Helicon Home Colony in New Jersey and traveled to Panama. For some years after Yale, he drifted from coast to coast and from job to job, working as a reporter and editor while also working on short stories. By 1914, he was consistently seeing his short fiction in popular magazines like the Saturday Evening Post, and began working on novels. Between 1914 and 1919, he published five novels: Our Mr. Wrenn, The Trail of the Hawk, The Job, The Innocents, and Free Air. â€Å"All of them dead before the ink was dry,† he later said. Main Street With his sixth novel, Main Street (1920), Lewis finally found commercial and critical success. Recreating the Sauk Centre of his youth as Gopher Prairie, his searing satire of the narrow-minded insularity of small-town life was a hit with readers, selling 180,000 copies in its first year alone. Lewis reveled in the controversy surrounding the book. â€Å"One of the most treasured American myths had been that all American villages were peculiarly noble and happy, and here an American attacked that myth,† he wrote in 1930. â€Å"Scandalous.† Main Street was initially chosen for the 1921 Pulitzer Prize in fiction, but the Board of Trustees overruled the judges because the novel didn’t â€Å"present the wholesome atmosphere of American life† dictated by the rules. Lewis didn’t forgive the slight, and when he was awarded the Pulitzer in 1926 for Arrowsmith, he declined it. Nobel Prize Lewis followed up Main Street with novels like Babbitt (1922), Arrowsmith (1925), Mantrap (1926), Elmer Gantry (1927), The Man Who Knew Coolidge (1928), and Dodsworth (1929). In 1930, he became the first American awarded the Nobel Prize in Literature for his vigorous and graphic art of description and his ability to create, with wit and humor, new types of characters.† In his autobiographical statement to the Nobel committee, Lewis noted he had traveled the world, but â€Å"my real travelling [sic] has been sitting in Pullman smoking cars, in a Minnesota village, on a Vermont farm, in a hotel in Kansas City or Savannah, listening to the normal daily drone of what are to me the most fascinating and exotic people in the world—the Average Citizens of the United States, with their friendliness to strangers and their rough teasing, their passion for material advancement and their shy idealism, their interest in all the world and their boastful provincialism—the intricate complexities which an American novelist is privileged to portray.† Personal Life Lewis married twice, first to Vogue editor Grace Hegger (from 1914-1925) and then to journalist Dorothy Thompson (from 1928 to 1942). Each marriage resulted in one son, Wells (born 1917) and Michael (born 1930). Wells Lewis was killed in combat in October 1944, at the height of World War II. Final Years As an author, Lewis was extremely prolific, penning 23 novels between 1914 and his death in 1951. He also authored over 70 short stories, a handful of plays, and at least one screenplay. Twenty of his novels were adapted into movies. By the late 1930s, years of alcoholism and depression were eroding both the quality of his work and his personal relationships. His marriage to Dorothy Thompson failed in part because he felt her professional success made him look small by comparison, and he was increasingly jealous that other writers were becoming literary legends while his body of work was falling into relative obscurity. His heart weakened by heavy drinking, Lewis died in Rome on January 10, 1951. His cremated remains were returned to Sauk Centre, where he was buried in the family plot. In the days after his death, Dorothy Thompson wrote a nationally-syndicated eulogy for her former husband. â€Å"He hurt a great many people very much,† she observed. â€Å"For there were great hurts in himself, which he sometimes took out on others. Yet, in the 24 hours since his death, I have seen some of those he hurt most dissolved in tears. Something has gone—something prodigal, ribald, great, and high. The landscape is duller.†Ã‚  Ã‚   Sources Hutchisson, J. M. (1997).  The rise of Sinclair Lewis, 1920-1930. University Park, Pa: Pennsylvania State University Press.Lingeman, R. R. (2005).  Sinclair Lewis: Rebel from Main Street. St. Paul, Minn: Borealis BooksSchorer, M. (1961).  Sinclair Lewis: An American life. New York: McGraw-Hill.

University of California diet test Free Essays

University of California conducted an experimental diet test on three-day-old chicks to determine the % of iron consumed and excreted. The diet low in protein (5. 4%, 8. We will write a custom essay sample on University of California diet test or any similar topic only for you Order Now 5% or 10. 8%) or tryptophan (0. 12%) with adequate iron caused a certain percentage of reduction in growth and also resulted in anemia with the deficiency of protein or trypotophan whereas diet low in glycine (0. 33%) with adequate iron indicated reduction in growth and did not cause anemia. Malnutrition is a combination of medical and social disorder that is affecting one in every three persons resulting in chronic diseases and illnesses which includes all age groups of people. 70% of children in Asia, 26% in Africa and 4% in Latin America are affected with protein-energy malnutrition (WHO 2000). Complete eradication of malnutrition is possible with good systems of sanitation, abundant food supply, medical aid and self-employment programs to adequately support poor people financially to take good care of health of parents and particularly of children. Protein is a source of energy for living species and particularly according to RDA recommendation, every person must carry 0. 8 grams of protein for every kilogram of weight one weighs or 0. 36 grams per pound one weighs. Proteins contain twenty amino acids out of which nine are important which are necessarily must be available in food/diet. Conclusion Protein calculation should be according to the age, physical activity and exhaustion (burn) of calories. E. g. egetarian male 25-50 yrs requires 2900 calories/day. Protein need is 79 kg x 1gm of protein per kg = 79gms of protein per day. Although meat is rich in protein vegetarian diet is available in various forms viz. ,green leafy vegetables, pulses, nuts, milk, bread, rice, tofu, soya milk and butter. Vegetarian diet is easily digestible, quick in conversion to protein-energy whereas non-vegetarian is a hard-diet and it requires repetitive check to keep the meat healthy and edible for cooking. How to cite University of California diet test, Papers

Relational Versus Transactional Beliefs †Free Samples to Students

Question: Discuss about the Relational Versus Transactional Beliefs. Answer: Introduction The relationship between the organisational performance and human resource management is appeared to the statistically weak. However, according to Rousseau (2001), human resource is the integral part of the business that deals with the performance parameter of the associates. Some of the significant issues are identified while linking the relationship between the organisational performance and human resource management (Guest, 2004). The human resource department requires maintaining the responsibilities of recruiting, motivating, and managing the entire work environment in a significant way. It has been observed that the HRM practices even have the strategic linking with the psychological contract. The major focus of the efficient human resource management is to motivate the workforce to retain them for a longer time (Guest, 1998). However, the inappropriate human resource practices can accordingly lead towards the failure of the people management. The study concentrates on the eval uation of psychological contract within ADF (Australian Defense Force). The ADF members claim that their pay rise is minimal and they do not receive the deserving treatment from the Australian Government. It creates the psychological contracts between the members of Australian Defense Force and Australian Government. The study would focus on some of the specific suggestions on the human resource management in terms of performance and rewards, training and career management, and employee wellbeing. The further study would develop the bets human resource practices in mitigating the conflicts emerged within ADF. The case scenario is based on the Workplace Remuneration Arrangement between the Australian Defense Force and Australian Government. The human resource management pays attention towards the wages of the associated workers. The associated ADF members claimed that their wages increased almost 4.5% over 3 years (Aihw.gov.au., 2014). This low rise of the wages has been affecting the psychological contracts between the Australian Government and ADF (Army.gov.au, 2017). It has been observed that there is there is the psychological based conflicts emerged that was shifted from the relational value. The areas of the career development and the long-term job security are the major factors to increase customer loyalty (Grimmer Oddy, 2007). The case study highlights some of the significant issues faced by the associated members due to the improper HRM practices. Undermining the psychological contracts is the major reason for the rise of lower wages. This lower wages are considerably breaching t he rules and obligations of the Australian Government (Rousseau, 2001). Such unintended consequences in the Australian Defense Force Pay Deal are affecting the long-term commitment of the soldiers. The members of Australian Defense Force have been facing major issues with the improper training process, low rise of the wages, and lack of proper employee well-being (Army.gov.au, 2017). In fact, it is also notable that the members do not receive the proper training and development session for their defense programs. The ADF members claim that their pay rise is minimal and they do not receive the deserving treatment from the Australian Government. It creates the psychological contracts between the members of Australian Defense Force and Australian Government. The study would thus focus on some of the specific implication for the future improvement of the Human Resource Management. Role of HR Management The efficient HR management plays the significant role in increasing the performance parameter of the employees. The development and success of the employees help the organisation to accomplish the business goals. On the other hand, the effective performance of the employees depends on the extent to which the organisation is maintaining the fairness to influence loyalty programs. The members associated with the Australian Defense Force exclaimed that they do not receive the proper treatment from the association (ODonnell and Shields, 2002). It is necessary for the human resource department to explain the performance rating scale to understand the employees in different levels. It is to be indicated that the human resource management is the integral part of an organisation. Starting from the recruitment and section process, the human resource management of an organisation requires taking care of the entire data of the organisation, management of the people, and retaining the employees with proper motivation. The HR set the reasonable deadlines for completing the strategic activities undertaken by the management (ODonnell Shields 2002). The human resource management requires concentrating on maintaining the effective interpersonal relationships with the employees. The members associated with the Australian Defense Force exclaimed that they do not receive the proper treatment from the association. It is the major responsibility of the human resource management to manage the training process of every associate, executive, managers and the involved members. It is necessary for the human resource department to explain the performance rating scale to understand the employees in different levels. This performance monitoring process is quite helpful in understanding some of the specific areas of improvement (Dunt, 2009). The lack of proper motivation creates the considerable impact on the psychological mindset of the employees. When the employees receive the proper motivation from the organisation, it creates the positive impact on the associated employees. Similarly, when the employees fail to receive those motivational factors, such as proper training, appropriate wages, and rewards, their performance can be degraded. It is essential for the human resource management to keep the record of the proper performance and activities of the associated employees (ODonnell and Shields, 2002 ). It is even essential to receive the proper feedback from the employees to understand the major areas of concerns (Grimmer Oddy, 2007). The human resource management requires developing such environment that can satisfy their concerns and improve the willingness to work. In fact, the human resource management requires focusing on the internal business strategies and the environmental benefits for the associated employees. Some of the specific motivational factors are needed to be taken into consideration for leading the employees towards job satisfaction (Guest, 1998). The further study would provide the major concerns related to the employees satisfaction. The role of the human resource management has the clear link with the motivation theories. Herzbergs Two-Factor theory provides the insightful ideas of the necessary factors that the human resource management needs to be concerned about to retain the employees. The following section of the study would discuss these factors ass ociated with the motivation theory of Herzberg. Herzbergs Two-Factor Theory Frederick Herzberg, the behavioural scientist observed the needs of several important segments that create the impact on employees minds. The Two-Factor theory is also noted as motivation-hygiene theory that results the satisfaction or dissatisfaction of the associated staffs. The case scenario defines that the members of Australian Defense Force have been facing major issues with the improper training process, low rise of the wages, and lack of proper employee well-being (Defence.gov.au, 2017). According to this theory, it is notable that some of the specific job factors result in satisfaction or dissatisfaction of the associated employees. The two-factor theory describes two major factors, such as motivators and hygiene factors. The elements associated with these factors are discussed further: According to Herzberg, there are some factors, which are necessarily needed to be implemented within the environment. These factors do not often lead to the satisfaction, but the absence of these factors may dissatisfy the employees. The factors do not even stay for a longer period and these are reasonable in a job. According to Guest (2004), these factors are generally describing the exact workplace and the environment. The hygiene factors usually symbolize the necessary psychological needs of the associated employees (Mentalhealthcommission.gov.au., 2017). The case study also follows the issue with the psychological contracts of the ADF members due to the absence of several essential factors. The following hygiene factors are needed to be taken into account. Pay: The salary structure or the pay structure is the major factor for every organisation. The employees usually look for the effective pay structure when they are associated with the organisational activities. As per the scenario, the members of Australian Defense Force experience their pay rise in every 3years cycle in which they only receive the hike to 4.5% of the amount (ODonnell and Shields, 2002). This amount is much less for influencing their motivational aspects. The structure of this amount is needed to be equal and competitive to the organisations belong to the same domain (Dobre, 2013). Australian government thus requires paying attention to such monetary factor that create the influencing impact on the employee satisfaction. Administrative and Company Policies: The rigid policies of the company often lead to dissatisfaction. The maintenance of the fairness and appropriate rules and regulations is necessary for every organisation. The flexible working hours, vacations, and appropriate dress codes are some of the considerable components associated with this segment. The case scenario reflects that the ADF members usually face issues with the improper maintenance of fair treatment and effective policies (Rousseau, 2001). The administrative department fails to manage the significant traits that are influencing the minds of employees. Hence, the Australian Government requires make some of the considerable modifications for improving administrative laws for the members of Australian Defense Force. Fringe Benefits: In an organisations, the employees look for some of the motivating benefits offered by the organisations. In usual cases, the employees seek the proper medical or health care plans, benefits or facilities for their family members, and the employee health programmes. The members associated with the Defense Force need such facilities for their families since they are often involved with life risk situation (Whelan, 2016). Their claims for the medical facilities are quite justified. The medical benefits are necessary for leading them towards satisfaction. Physical Working Conditions: The safe working conditions, maintenance of the hygienic level and cleanliness are the basic requirements for every employee working under an organisation. The members of Australian Defense Force are concerned about the equipment used for their activities. The equipments are needed to be properly checked and updated for the betterment of the work functions. Moreover, upgrading the equipments would also be helpful for the safety parameters of the ADF members (Williamson, ODonnell and Shingles, 2015). The issues with such improper maintenance of these equipments are creating the negative influence on the minds of the associated staffs. Interpersonal Relations: The maintenance of the effective interpersonal relationship with the employees is another considerable factor for the employee satisfaction. The human resource management requires concentrating on maintaining the effective interpersonal relationships with the employees. The members associated with the Australian Defense Force exclaimed that they do not receive the proper treatment from the association (ODonnell and Shields, 2002). It is necessary for the human resource department to explain the performance rating scale to understand the employees in different levels. This performance monitoring process is quite helpful in understanding some of the specific areas of improvement. The human resource management has the power of controlling such situations by improving the behavioral aspects within the association. The peers, superiors, and associates require concentrating on the well behaviour with the employees for generating trust and retaining them for a long run. Job Security: The major satisfaction of the employees is facilitated with the assurance of the secure job environment. Once the employees feel secure within the organisation and about the job, it becomes the greater satisfactory element (Dobre, 2013). The human resource management thus requires paying attention towards such security for the associated staffs. According to the theory developed by Herzberg, it is notable that the hygiene factors are completely different to the motivational aspects. It has been observed that the HRM practices even have the strategic linking with the psychological contract. The human resource management requires developing such environment that can satisfy their concerns and improve the willingness to work. In fact, the human resource management requires focusing on the internal business strategies and the environmental benefits for the associated employees. The major focus of the efficient human resource management is to motivate the workforce to retain them for a longer time. The hygiene factors are thus not considered as the motivators for the employees. The elements associated with the motivational factors are discussed further: Rewards and Recognition: The efforts of the employees are needed to be appreciated by the top management. The accomplishments of the employees are needed to be rewarded and recognized (ODonnell and Shields, 2002). In fact, the members associated with the Australian Defense Force expect to be rewarded for their enormous efforts. The human resource management require concentrating on such aspects. Growth and Promotional Opportunities: The employees look for the advancements and sense of achievement for the input they provide to accomplish the goals. The results would ensure their satisfaction and loyalty towards their jobs. In fact, in case of ADF members, the scenario is quite same. It is necessary for the human resource department to explain the performance rating scale to understand the employees in different levels (Williamson, ODonnell and Shingles, 2015). This performance monitoring process is quite helpful in understanding some of the specific areas of improvement. They seek for the proper recognition from the Australian Government for their efforts provided to the defensive activities for the country. Hence, the human resource management requires focusing on this requirement. Responsibility: The employees always need to hold themselves responsible enough for the work (ODonnell and Shields, 2002). If the employees receive the ownership of the work, they become more motivated and fond of their job activities (Williamson, ODonnell and Shingles, 2015). The human resource management requires developing such environment that can satisfy their concerns and improve the willingness to work. Accordingly, the ADF members would generate the sense of satisfaction within their workplace. Implication for the Human Resource Management The above discussion focuses on the necessary factors that serve as the motivational aspects for the employees. The case study reflects the improper management of these factors that create the negative influence on employees satisfaction level. The human resource management is the integral part of an organisation. It has been observed that the HRM practices even have the strategic linking with the psychological contract. The major focus of the efficient human resource management is to motivate the workforce to retain them for a longer time. Starting from the recruitment and section process, the human resource management of an organisation requires taking care of the entire data of the organisation, management of the people, and retaining the employees with proper motivation. The HR set the reasonable deadlines for completing the strategic activities undertaken by the management In order to accomplish this concern, the HRM needs to concentrate on following implications: It is necessary for the human resource management or the Australian government to pay attention towards the proper training and development The effective training and development for the ADF members would be fruitful for the improvement of performance. Moreover, the members would receive the chance to develop their skills against the defensive activities. It is one considerable factor of motivation. Appreciating the employees or the associates for their fruitful contribution is necessary for the human resource management. The Australian Government needs to consider the sacrifices and the potentiality of the defense force while protecting the country. Hence, the rewards and recognition is one of the most helpful elements that can motivate them to be more willing to complete their tasks. Maintenance of the employee wellbeing is necessary for the Government of Australia to retain the members for a longer period. When the employees receive enough benefits from the association and their pay scale would be higher, it would work as the motivational factor to sustain for a long-term. Hence, improvement of the employee wellbeing would be beneficial for the performance parameter of Australian Defense Force. Conclusion The case study focuses on the specific issues related to the improper human resource management within ADF. The ADF members claim that their pay rise is minimal and they do not receive the deserving treatment from the Australian Government. It creates the psychological contracts between the members of Australian Defense Force and Australian Government. The human resource management requires developing such environment that can satisfy their concerns and improve the willingness to work. In fact, the human resource management requires focusing on the internal business strategies and the environmental benefits for the associated employees. After identifying the motivational and hygiene factors, it can be implied that the human resource management requires concentrating on some of the specific implications. Developing the effective training session, providing the proper rewards and recognition to the members, and improving the employee wellbeing would be beneficial enough to generate sat isfaction among the ADF members. Reference Aihw.gov.au., (2014)., Incidence of suicide among serving and ex-serving Australian Defence Force personnel 20012014https://www.aihw.gov.au/WorkArea/DownloadAsset.aspx?id=60129557671) Army.gov.au, (2017). [online] Available at: https://www.army.gov.au/our-people/our-contract-with-australia [Accessed 8 Oct. 2017]. Army.gov.au, (2017). [online] Available at: https://www.army.gov.au/our-work/good-soldiering [Accessed 8 Oct. 2017]. Defence.gov.au, (2017). [online] Available at: https://www.defence.gov.au/pathwaytochange/docs/120410%20Pathway%20to%20Change%20-%20Evolving%20Defence%20Culture%20-%20web%20version.pdf [Accessed 8 Oct. 2017]. Dunt D, (2009)., Review of Mental Health Care in the ADF and Transition through Discharge. https://www.defence.gov.au/health/DMH/Review.htm accessed 5 October 2009 Grimmer, M., Oddy, M. (2007). Violation of the psychological contract: The mediating effect of relational versus transactional beliefs. Australian Journal of Management, 32(1), 153-174 Guest, D. E. (1998). Is the psychological contract worth taking seriously?Journal of organizational behavior, 649-664 Guest, D. E. (2004). The psychology of the employment relationship: An analysis based on the psychological contract.Applied psychology,53(4), 541-555 Mentalhealthcommission.gov.au., (2017)., Review into the Suicide and Self-Harm Prevention Services Available to current and former serving ADF members and their families.Final report: Findings and Recommendations National Mental Health Commission,28 March 2017. Available at: https://www.mentalhealthcommission.gov.au/media-centre/news/australian-defence-force-review.aspx). ODonnell, M. and J. Shields. 2002. Performance Management and the Psychological Contract in the Australian Federal Public Sec- tor. Journal of Industrial Relations 44(3):435 457 Rousseau, D. 2001. Schema, Promise and Mutuality: The Building Blocks of the Psychological Contract. Journal of Occupational and Organizational Psychology 74:511541 Whelan, J. (2016). Ghost in the Ranks: Forgotten Voices Military Mental Health. Friesenpress, Canada. Williamson, S, ODonnell, M and Shingles, J (2015) Unintended Consequences: Implications of the 2014 Australian Defence Force Pay Deal, Australian Journal of Public Administration March 2015 DOI: 10.1111/1467-8500.12149