Managing Human Resources || Assignment

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

MANAGING HUMAN RESOURCES1
The importance of employee wellbeing will be discussed in this part. The definition of
employee wellbeing, the scope of employee wellbeing, nature of employee wellbeing and its
limits in general practices will be discussed in this part. Human resource management is a new
approach in the late twentieth century. To improve employee management, this approach
prioritises human resource, a key organisational resource. To support the strategic objective and
business operation of a business organisation the management team of a company should
develop the human resource and utilise this resource appropriately. To accomplish the goal and
objectives of the organisation, the executive team of the firm has to make an efficient and
effective human resource. To accomplish the business goal the management team of business
organisation has to respond to the human resource-related issues. Through compelling and
effective management, problems regarding human resource can be managed by the manager.
Before starting the discussion of employee wellbeing, the definition of employee
wellbeing must be provided. What the employee being is and the significance of employee
wellbeing in a firm. Employee being not only refers to the medical health of the employee but
also the over-all wellbeing of the employee (Wright 2015). Employee wellbeing of a company
can be influenced by work and workplace interventions. According to several researchers, the
attributes of employee wellbeing includes advancement, work environment, psychological
wellbeing of the employee, and managerial activities (Banfield, Kay and Royles 2018). The
employee wellbeing in the workplace is related to the issues of health and safety at work. At
present, the wellbeing of the employee is a broader issue. The manager of a business
organisation has the responsibility to improve the health levels of the employee through various
initiatives. Not only the physical condition but also the psychological condition of the employee.

MANAGING HUMAN RESOURCES2
By improving the physical condition, psychological condition, happiness, job satisfaction, a
business organisation can accomplish the business objectives.
The scope of employee wellbeing will be discussed in this part. By developing employee
wellbeing a business organisation can accomplish several benefits. It can be said that well the
staff of a business organisation can be engaged employees. An employee, who has a well
physical and psychological condition, is committed to his work. If employees of a company get
support and appreciation from the manager then he will perform beyond his limitation (Gauche,
de Beer & Brink 2017). Those employees can manage the stress due to work, who are healthy,
physically and psychologically fit. By ensuring the employee wellbeing the manager can create
more productive human resources which is beneficial for the firm. Physically and
psychologically fit employee can be the most productive employee. If an employee is either
physically or psychologically unfit then it will reflect on the work performance of the employee
(Wu, Rafiq & Chin 2017). It can be said that a happy employee will be more engaged and stay
longer. By providing a supportive work environment, a business organisation can ensure the
employee wellbeing. To create a loyal human resource the manager has to ensure employee
wellbeing.
The nature of employee wellbeing will be discussed in this part. By analysing the concept
of employee wellbeing, it can be said that the nature of employee wellbeing is physical,
psychological, moral, and emotional wellbeing of the staffs. The concept of employee wellbeing,
clarified by The International Labour Organisation, contains appropriate services, facilities for
the employee, and amenities (Khatri & Gupta 2019). To enhance employee performance, a
business organisation has to provide a healthy workplace environment. To ensure good health
and morale of the employee, the manager of a firm has to focus on the employee welfare issues.

MANAGING HUMAN RESOURCES3
In this part, the limitation of employee wellbeing in general practices will be discussed.
The management team of a business organisation take several initiatives to improve employee
wellbeing. However, the measurement procedure used by the manager may not be the
appropriate metrics to measure the health of the employee. Several business organisations use
biometric screening as a part of the wellness initiative. To determine the obesity of the employee,
manager of a business organisation calculate the BMI index of the employee. However, through
the BMI index, the manager will not get a clear idea about the physical fitness of the employee.
This employee wellness programmes, taken by the business organisation, does not ensure health
privacy issues. To follow a moral business operation, a business organisation has to take
concerns about the employee before sharing the health-related data of the employee. To ensure
the success of employee wellbeing initiatives, a business organisation has to invest a huge
amount of money. Whether implementing employee wellness programmes is beneficial for the
employee or not must be evaluated. According to a recent study, after implementing the
employee welfare programmes, there are no significant differences in absenteeism, job
performances, and healthcare spending (Silcox 2016). It is difficult to improve the morale of the
employee. The manager of several business organisations is interested to follow an ethical
business operation by motivating the employee through the employee wellbeing programs. But it
can be said that to develop the most ethical human resource is difficult. As the business trend is
changing, employees of several business organisations have to manage workplace stress and
burnout. It is not proved that the employee welfare programs can help the employee to manage
these issues (Yadav, Johri & Bhattacharjee 2014).
So it can be said that a manager has to ensure a healthy workplace for the employee. By
implementing employee welfare programmes, a business organisation can achieve several