HUMAN RESOURCE MANAGEMENT1 Employee wellbeingis about more than physiological or mental ill health – it's about optimising the health of allemployees, not just reducing the numbers ofstaffwho are diagnosed with medical conditions.Employee wellbeingalso extends beyond health and into happiness as well, and job satisfaction(Ballaro & Polk, 2017).It is important because this improves the physical as well as mental health of the human resource and the health is connected through the productivity level of the organization. In this essay the concept of employee well-being, scope, importance and limiting of the extent is discussed and two examples of organizations are provided which adopt various steps for employee wellbeing. The concept of employee well-being in increasing in the current year it is because this approach related with the introducing and developing something new and efficient in managing the employees in the organization(Hassan, 2016). In this concept various changes in the health and good management practices are developed. The organization organized various programs and several initiatives for caring the employees and workforce of the organization. The programs are considered effective for both employees and employers of the companies.The wellbeing is considered the approach and evaluation of the happiness, emotional and mental health of the employees in the companies. The companies adopt various strategies for improving the health of the workforce in the organization and there are various reasons which are considered important for the organization to use maintain employee well-being strategies and organize the programs for well-being in the companies which includes it improves employee’s behaviors. The other reasons include it also reduce the health risks of the employees as well as raise the productivity of the companies(Herd & Alagaraja, 2016). It is important concept of human resource management because various initiatives were taken to manage the human resource of the company and in addition to this it also leads in raising the efficiency of the company. Employee Wellbeing is the function of HRM and highly important because of satisfying the employees, therefore human resource is considered important resource and component of the company it is because the overall efficiency is in the hands of the employees(Islam, 2016). This concept also leads in improving the health behavior of the employees due to providing right skills, education and support according to their needs, abilities and capabilities of the employees. Further, healthy behavior leads in providing various benefits to the employees which includes it
HUMAN RESOURCE MANAGEMENT2 reduce the risk of dangerous diseases and lowering the chronic diseases of the employees. The wellbeing programs leads in increasing the profits of the organization because of reducing absenteeismoftheemployeesduetobetterhealthbehavior,controllingthestressand maintaining the blood pressure, cholesterol and raising the employees in efficient because of developing in effective manner(Jalloh et al., 2016).The employee wellbeing programs also support the organization in selecting competent and skilled employees in the company by retaining the existing skilled workforce and attracting competent employees by offering more efficient benefits plans and better compensation to the employees to companies. Further, it is considered efficient strategy to build and maintain high morale of the employees it is considered major strategy in raising the performance of the workforce in the organization(Lin et al., 2017). The organization takes attempt for employee’swellbeing by developing various different strategies for developing the culture of remuneration, stress management and develop the policies for being the employees in the fitness development program. So that employees improves their mental and psychological health to focus on various others activities(Nielsen et al., 2017).There are various dimensions which organization focuses on while developing the policies and strategies for the employee’s wellbeing in the organization it includes physical wellbeing, mental wellbeing and also focuses on the personal belief of the individual. The organizations adopt various strategies in booting the employee’s wellbeing which includes the companies provide opportunity to the employees to discover their objective, purpose. The leaders also encourage the employees to develop emotional wellbeing in the organization and to provide feedback in each of the meetings(Carolan et al., 2017).The different wellbeing of the employees require different strategies that is for physical wellbeing employees undergo from exercises and for mental wellbeing it undergo from mindfulness and focus. It leads in increasing efficiency of the employees by providing them in positive state of mind. Employee wellbeing provides various benefits to the organization that is it reduces the health cost of the organization which they spend on the employees. It leads in raising engagement of the employees and maintain better culture in the organization(Guest, 2017). Therefore it also provides higher satisfaction to the employees and reduces absenteeism to the employees which raise the efficiency of the organization. The scope of employee wellbeing in the companies raises because it reduceconflicts and increasing the personality of the employees this support the
HUMAN RESOURCE MANAGEMENT3 employees in improving their mental health and supporting the employees to feel needed and worthy in the organization. Therefore, it also revealed that scope is increase by describing that it increase the physical health and give the opportunity to the employees to raise their voice in various areas which leads in maintaining rights, equality in the organization, this also results in increasing the productivity due to conducting and performing the work in ethical manner. The nature of employee wellbeing is to maintain better working environment in the organization because of raising coordination, teamwork and conducting the activities by including all the areas in the organization which leads in reducing wastage of the organization(Slutsky et al., 2019). Further,nature is also to provide health services, organizing welfare programs for employees, organizing general and various welfare works for the employees. The employer’s interference limit is set to provide satisfaction to the employees by organizing program. So that employees health will be emotionally and mentally and the limit is also extent to provide certain rights to the employees which it have to follow while conducting the operations of the organization(Zou & Dahling, 2017). Further, the limit is also set for the employer’s interference that is increasing the commitment and participation of the employees in all the tasks and in the decision making activities. Further, the examples of the companies which invest heavily on the employeewellbeingbydescribingeachstepsandtheirapplicationinorganizational effectiveness is discussed. Various companies takes various initiatives for employees wellbeing in which HSBC Holdings Plc is one of them, it is well-known financial services holding company which is in the financial services industry(Naheem, 2018). The company provides their services worldwide and offer different services which include retail banking, private banking, credit cards, finance and various other services to satisfy the needs of the customers. In the year 2018, it is become 7thlargest company which offers quality services and products to the customers according to their needs and requirements. The company conducts their operations in highly competitive environment because of changes in the dynamic environment and due to various numbers of competitors offering quality services by investing more on understanding needs of the consumers(Tian & Le, 2018).Therefore it is become significant for the company to attract large number of competent employees in the organization and to retain skilled so that cost of the organization will be reducedandoperationsandactivitieswillbetakeaccordingtotherequirementofthe
Paraphrase This Document
Need a fresh take? Get an instant paraphrase of this document with our AI Paraphraser
HUMAN RESOURCE MANAGEMENT4 environment.Therefore,HSBCHoldingsinvestmoreamountsinthewell-beingofthe employees. HSBC holding develop four pillars to provide employee wellbeing that is social wellbeing, financial wellbeing, psychological wellbeing and physical wellbeing in which it provide support to the employees by offering remuneration according to their needs and capabilities(Omarini, 2016). The company also provides support by organizing various activities which includes running clubs, pilates classes to make the employee physically fit and to promote the health and wellbeing of the employees. The next step which is taken by the company it is because in the 2017 it is estimated that the mental health of the employees is affected due to more stress, depression and to conduct their activities in highly stressful environment(Kochukalam et al., 2018).Therefore, to overcome this the company invest up to more amount for improving the mental health of the employees in this programs various counseling sessions is provided to the employees so that their problems will be solved and mental support is provided to the employees. Various other steps which is taken by HSBC holdings include in company it organize “Go Game’s mindfulness activity” in which all the team members play in group and provide opportunity to the team members to work in team for developing the mindfulness mission. This strategy leads in reducing the stress level, provide better sleep to the employees and improve the mood of the employees(Al-Muharrami & Rama Murth, 2017). This strategy support the organization to make their mindfulness and efficient to coordinate in various activities. The company also adopted reward policy it is because HSBC Holdings Company offers various services by which each department require different. Therefore, to maintain efficiency and wellbeing of employees company provide reward to the team leaders and organize meeting to increase peer involvement and participation in the activities of the organization(Arnold, 2017). This step and policy is also effective it is because this leads in increasing togetherness in the organization and follow the principle of esprit de corps this also leas in increasing the focus of the employees to achieve common goal and to develop alternative objective to accomplish overall aim of the organization. The employee wellbeing program is organized by the company in which awareness is provided to the employees regarding the improvement in their health. Therefore, in this the various
HUMAN RESOURCE MANAGEMENT5 essential which is important for the employee wellbeing include resources, communication, balancing of workload, security of job, maintaining the work relationship among the employees. This leads in increasing the psychological wellbeing of the employees that is increase the sense of purpose and providing positive outcomes from the employees. This program provides various positive result to the employees such as it leads in raising productivity and satisfaction of the employees,itleadsinimprovingemployeescommitmentandhealthofHSBCholdings workforce(Edwards & Marcus, 2018). Further, this program is highly effective for the organization it is because this leads in increasing the policies of the company so that efficient services are provided to the employees to satisfy the needs of the customers. This also supports the organization to attract competent employee in the organization and to retain skilled workforce which is estimated that the number of employees in the organization that is in the 2019 the company has 235,351 number of workforce in the company. This employee wellbeing strategy and steps which is taken by the company is highly effective it is because this leads in increasing the services of the organization to satisfy the customers that is now it also provide services of investment banking, corporate banking etc. It also support the organization in raising the productivity which leads in providing efficient results and raising the revenue and operating profits of the company which is revealed that in the 2019, the revenue of the company is $13.3 billion and profits which is earned by thecompany was $56.1 billion (Candan & Yazgan, 2016).It also provide other efficiency to the organization that is due to efficient productivity of the employees organization increase their share and also raise total assets of the company that is in the year 2019, it was $2.715 billion(Yoo & Lee, 2018). The profits of the organization increases and efficiency because of satisfying the needs of the employees at appropriate manner in the particular situation which raise the customers and support the organization to expand their operations that is this leads in expanding their business worldwide. Therefore, HSBC Holdings adopt the strategy of “Duty of Care” through which various activities is developed so that it is considered as the care to the employees and results in increasing the commitment of the employees towards the organization(Islam, 2016). It is due to the reason that by this employees are considered themselves worthy and highly important for the
HUMAN RESOURCE MANAGEMENT6 organization and which raise their involvement in variousactivities of the organization. Further, the other company examples in relation to employee wellbeing are discussed. GlaxoSmithKline (GSK) plc is the multinational company and become one of the leading and well-known in the year 2015. It is in the consumer goods, biotechnology, pharmaceutical industry it was founded in the year 2000(Candan & Yazgan, 2016).The company provide various services worldwide and offer products such as pharmaceuticals, over-the-counter- medicines, nutritional products and vaccines oral healthcare. It is one of the companies which also adopt several strategies to include their employees in different activities and serve the needs of the employees. It is because this is highly significant for the organization to motivate the employees because of providing efficient services through which the productivity of the organization will be increased according to the satisfaction of the organization(Srai et al., 2015). The different step are taken by the organization for employees wellbeing includes thatcompany measure the impact of increasing the productivity of the employees and time provided by the employees in each activity is also recorded this provide the information about the overall satisfaction of the employees. Through this company understand the affect of this on the outcomes and profitability of the organization(Weber et al., 2017). After defining the affect the perception and opinions of the employees is recorded weekly by the employees to understand their choices regarding the wellbeing program through which their level of commitment increases and effectiveness of the employees will be increased. Through conducting these steps the appropriate program is selected and organized by GSK in which it organized in-house program in which several discussion and positive or negative experience in the particular job is shared among the employees so that their problems will be discussed and each of the employees gets involved in the activity(Carolan et al., 2017). This type of program is developed by the trained staff members; there are various other programs which are organized for employees well being such as teachers in which GSK organize wellbeing programs and recruited teachers and instructors(Weber et al., 2017). In this type of program teachers provide yoga and meditation to the employees it is because this support them to maintain mental and physical health of the employees. In this type of program instructors is
Secure Best Marks with AI Grader
Need help grading? Try our AI Grader for instant feedback on your assignments.
HUMAN RESOURCE MANAGEMENT7 highly specialized in particular area. It is also estimated that in the current year due to shortage of time and focusing on theemployee’s requirement the strategies for employees wellbeing strategies were developed by the HR specialist in this feedback was also taken through the employees regarding their expectation. The several other steps which were taken through GSK for raising employees satisfaction includes providing counseling and promoting the mental health of the individual. In this step organization arrange personal meeting in which employees can share problem, issues and their expectation regarding any subject matter and counseling were provided it is because of raising motivation of the employees(Omarini, 2016). This strategy leads in increasing the commitment of the employees and they think that they are the most important part of the organization. GSK also adopt the strategy of renovation in which department of the organization is renovated according so that employees can focus on their task and provide efficient services to the patients. The organization also organizes voluntary programs because the estimation describes that this program relates with the self-reported health of the employees. This strategy provides various benefits to the employees which includes that it leads in increasing satisfaction, self-esteem, reducedepressionandmaketheemployeesphysicallyfit(Zou&Dahling,2017).The organization changes the policies and practices of the organization for the employee’s wellbeing by developing the policies for satisfying the needs of the employees and to maintain the health and safety of the employees. The organization also provides various benefits to the employees which force the employees to work efficiently and to provide better results so that productivity of the organization will be increased. Therefore,it is described that employee wellbeing steps leads in providing several advantages to the organization which includes it leads in increasing the profits of the organization that is in the year 2019 the revenue of the organization is up to£33.754 billion(Omarini, 2016). The estimation revealed that the productivity of the organization increase due to more satisfied workforce in the organization. It results in raising the number of employees in the organization which includes in the year 2017 the skilled employee’s increases which was 98,462 employees in the organization.
HUMAN RESOURCE MANAGEMENT8 The expansion and operations of GSK also increases due to providing efficient products according to the requirement of the patients, this result in raising the number of products of the organization such as it offer nutritional products, oral healthcare to the employees. The services were provided worldwide because of increase in the demand of the products. The more demand raise the income of the organization that is in the year 2019 the operating income of GSK was about £4.645 billion(Nielsen et al., 2017).Therefore it is estimated that there is direct association among employee wellbeing and productivity of the organization. It is because employee wellbeing effects organizational outcomes in highly positive manner and results in raising outcomes of the organization(Slutsky et al., 2019). From the above it is conclude that employee wellbeing improves the mental and physical health of the employees. It leads in increasing the morale of the employees and leads in raising the human resource in the organization. The above investigation revealed that there are several organizationswhichadoptdifferentstrategiesforthewellbeingoftheemployees.The companies adopt different types of programs to raise the commitment of employees and organize counseling session and meeting to improve the employee’s emotional state of mind. The different rewards, benefits and compensation is provided to the workforce to manage the human resource so that competitive advantage will be achieved by raising the products and services of the organization.
HUMAN RESOURCE MANAGEMENT9 References Al-Muharrami, S. & Rama Murth, Y.S., 2017. Interest banking spreads.International Journal of Emerging Markets, 12(3), pp.532-49. Arnold, K.A., 2017. Transformational leadership and employee psychological well-being: A review and directions for future research.Journal of Occupational Health Psychology, 22(3), p.381. Ballaro, J.M. & Polk, L., 2017. Developing an organization for future growth using succession planning.Organization Development Journal, 35(4), pp.41-59. Candan,G.&Yazgan,H.R.,2016.Anovelapproachforinventoryprobleminthe pharmaceutical supply chain.Journal of Pharmaceutical sciences, 24(1), p.4. Carolan,S.,Harris,P.R.&Cavanagh,K.,2017.Improvingemployeewell-beingand effectiveness: systematic review and meta-analysis of web-based psychological interventions delivered in the workplace.Journal of medical Internet research, 19(7), p.271. Edwards, A.V. & Marcus, S., 2018. Employee Perceptions of Well-Being Programs.Journal of Social, Behavioral, and Health Sciences, 12(1), p.7. Guest, D.E., 2017. Human resource management and employee well‐being: Towards a new analytic framework.Human Resource Management Journal, 27(1), pp.22-38. Hassan, S., 2016. Impact of HRM practices on employee’s performance.International Journal of Academic Research in Accounting, Finance and Management Sciences, 6(1), pp.15-22. Herd,A.&Alagaraja,M.,2016.StrategicHumanResourceDevelopmentAlignment: ConceptualizationfromtheEmployee'sPerspective.InProjectManagement:Concepts, Methodologies, Tools, and Applications, 5(2), pp.1460-77. Islam,I.N.,2016.Humanresourcemanagementpractices:architects’perceptionandjob satisfaction.Human Resource Management, 4(1), p.61.
Paraphrase This Document
Need a fresh take? Get an instant paraphrase of this document with our AI Paraphraser
HUMAN RESOURCE MANAGEMENT10 Jalloh, A.A.A., Habib, M.A. & Turay, B., 2016. the Effects of Human Resource Planning in the Implementation of Operational Activites in Large Scale Enterprises.International Journal of Information, Business and Management, 8(1), p.252. Kochukalam, C., Thomas, J. & Joseph, M.B., 2018. Factors Influencing Choice of Banks in a Millennial Customer Perspective.Global Journal of Commerce and Management Perspective, 7(1), pp.1-6. Lin, C., Wang, C.Y.-P., Wang, C.-Y. & Jaw, B.-S., 2017. The role of human capital management in organizational competitiveness.Social Behavior and Personality: an international journal, 45(1), pp.81-92. Naheem, M.A., 2018. Illicit financial flows: HSBC case study.Journal of Money Laundering Control, 21(2), pp.231-46. Nielsen, K. et al., 2017. Workplace resources to improve both employee well-being and performance: A systematic review and meta-analysis.Work & Stress, 31(2), pp.101-20. Omarini, A., 2016. Banks and the Priority System to Balance: Strategy, Capital, People, Process and the Institutional Stature.Journal of Finance, 4(2), pp.1-14. Slutsky, J., Chin, B., Raye, J. & Creswell, J.D., 2019. Mindfulness training improves employee well-being: A randomized controlled trial.Journal of occupational health psychology, 24(1), p.139. Srai, J.S. et al., 2015. Future supply chains enabled by continuous processing—Opportunities and challenges.Journal of pharmaceutical sciences, 104(3), pp.840-49. Tian, J. & Le, Y., 2018. Banking Industry Valuation Analysis in the Context.Journal of Modern Accounting and Auditing, 14(5), pp.265-70. Weber, P., Konneh, M., Jeffrey, P. & Overington, J., 2017. Gene Therapy: Right Here, Right Now. Highlights from the Society for Medicines Research Meeting.Drugs of the Future, 42(4), pp.251-56.
HUMAN RESOURCE MANAGEMENT11 Yoo, G. & Lee, S., 2018. It doesn’t end there: workplace bullying, work-to-family conflict, and employee well-being.International journal of environmental research and public health, 15(7), p.1548. Zou, W.-C. & Dahling, J., 2017. Workplace spirituality buffers the effects of emotional labour on employee well-being.Journal of Work and Organizational Psychology, 26(5), pp.768-77.