Developing An Environment For Employee

RUNNING HEAD: MANAGING HUMAN RESOURCES
MANAGING HUMAN RESOURCES
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Name of the University:
Author’s Note:

MANAGING HUMAN RESOURCES1
Question 1:
Employee wellbeing is developing an environment which helps the employee to flourish
and accomplish their total ability for the benefits of themselves and the firm (Banfield, Kay and
Royles 2018). The employee wellbeing initiatives taken by the management team of a business
organisation should make a balance between the company and the needs of the employee. In this
part, the significance of the employee wellbeing, scope of employee wellbeing, and nature of
employee wellbeing, and its limitations in general practices will be analysed. Human resource is
an asset for a business organisation. An efficient workforce can help a business organisation to
accomplish the business objectives (Dall’Ora et al. 2016).
Employee wellbeing not only prioritises the physical condition of the employee but also
the psychological condition of the employee. By prioritising workplace and workplace
intervention, the manager of a business organisation can create a positive impact on the
employee wellbeing. The attribute if employee wellbeing is workplace environment, activities of
the manager, physical wellbeing of the employee, and mental wellbeing of the employee
(Banfield, Kay and Royles 2018). The manager should prioritise the health and safety issues of
the employee. Providing a safe and healthy workplace will help the employee to perform
appropriately. By providing job satisfaction, stress-free working situation, safe and healthy
workplace, a business organisation can support the employee. The overall wellbeing of the
employee can boost the success rate of a company (Wright 2015).
After understanding the significance of the employee wellbeing, the scope of employee
wellbeing must be discussed, which will be done on this part. By implementing employee
wellbeing in initiatives, a business organisation can accomplish several benefits like reducing

MANAGING HUMAN RESOURCES2
health costs, enhance employee engagement, enhance productivity, ensure maximum job
satisfaction, curtail the absenteeism, ensure a better work culture, maximum retention, and easier
monitoring (Demerouti et al. 2017) Not only that a physically and psychologically weak
employee is a burden for the company. However, a physically and psychologically sound
employee can perform at his best level by receiving the support and appreciation from the
supervisor and manager. To transform the workforce to the most efficient and productive
workforce, the management team of a company not only guide the employee but also ensure
follow employee wellbeing initiatives (Johri and Misra 2014). The success of the employee
wellbeing initiatives will reflect on the production rate of the employee. Employee wellbeing
initiative of a business organisation can create a more engaged workforce, which is interested to
perform their best to accomplish the business goal, set by the company (Vakkayil, Della Torre
and Giangreco 2017). These are the scopes for which a business organisation must invest in the
employee wellbeing initiatives.
The nature of employee wellbeing must be analysed in this part to understand the
significance of employee wellbeing initiatives. The nature of employee wellbeing is the
psychological wellbeing of the staff, physical wellbeing of the staff, and moral practices
(Robertson and Barling 2014). According to the International Labour Organisation, a business
organisation should take employee wellness initiatives to ensure smooth business operation. The
management team of a business organisation must provide amenities, appropriate workplace,
appropriate services, and facilities for the employee. By focusing on employee wellness
programs, a business organisation can ensure ethical business practices, smooth business
operation, enhance revenue, and a diverse and efficient workforce (Molineux, Mirshekary and
Scarparo 2015).

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The limitation for the employee wellbeing initiatives in general practices will be analysed
in this part. Employers implement employee wellbeing initiatives to make a healthy, efficient
and engaged workforce. Well-designed employee wellbeing programs can help the management
team of a business organisation to accomplish this goal. However, if the wellbeing programs are
not appropriate then it fails to achieve the target. There are several employee wellbeing
programs, developed by the management team of a firm, is a series of events. Under the name of
employee wellbeing program. Without the participation of the employee, it is not possible to
evaluate the success of the employee wellbeing programs. To make an efficient employee
wellbeing program, several firms make complicated employee wellbeing programs, which fails
to serve its purpose. Poor leadership can turn the program to an aimless program, which cannot
fulfil the target. If the employee wellness program is not appropriately designed, then it cannot
promote the culture of a healthy environment (Garrad and Chamorro-Premuzic 2016). One of the
objectives of the employee wellness programme is to improve the morality level of the
employee. To ensure ethical business practice, a business organisation needs a workforce, which
endorses the concept of morality while performing for the company. It can be said that it is
difficult to improve the morality level of the employee by implanting employee wellness
programs. The work culture is changing constantly. The employee of an organisation has to
manage several wok related stress and burn out. The effectiveness of employee wellbeing
program to manage the stress and burn out, due to huge work pressure is not scientifically
examined. So it can be said that the employee wellbeing program to manage the stress is not
proved yet. From the legal perspective, it can be said that the employer is responsible to ensure a
safe and healthy workplace, where every employee will be protected from any kind of physical