“…Firms need to create economic value through organisational effectiveness, but that has to be sustainable: 'good' HRM consists of policies and actions that work for the survival and success of firms in the long run, rather than just creating short-term returns to shareholders. HRM needs to contribute to long-term individual well-being, so where, for example, high performance work systems create strong financial returns but lead to stress and burnout, which have received more recent attention (van de Voorde, Paauwe, & Van Veldhoven, 2012), they cannot be counted as…”