Managing Human Resources: Employee Well-being and Initiatives at Marks and Spencer and Tesco
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This report discusses the concept of employee well-being and the efforts made by Marks and Spencer and Tesco to promote employee well-being. It explores the impact of physical, environmental, psychological, and social well-being on employee performance and efficiency.
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Managing Human Resources
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TABLE OF CONTENTS INTRODUCTION...........................................................................................................................3 The concept of Employee well-being..........................................................................................3 Marks and Spencer’s Efforts at Employee Wellbeing.................................................................5 Tesco attempts Employee wellbeing initiatives...........................................................................7 CONCLUSION...................................................................................................................................10 REFERENCES....................................................................................................................................11
INTRODUCTION HumanResourceManagement(HRM)isoneofthemajorfunctioninan organization. Top-level management in each company or business is responsible to properly manage people in their workplace. A company is able to achieve an effective workforce by managingpeopleintheirbusinessenvironment.OrganizationareusesvariousHRM techniques or strategies to manage people or employees in productive manner. There is human resource management plays very great role in improving skills and workability of existing employees as well. HR manager is always responsible to take orders from their upper management to run their human resource management practices on progressive path. This report discusses 'Employees Well-being', its nature, limits in general practice and its scope. Role of top-level management and HRM in functions of 'employees well-being' also has discussed in this report. The concept of Employee well-being Well-being can be defined as the experience of health, happiness and prosperity or other word just feeling of well. Well-being encompasses good mental health, level of satisfaction and ability to reduce stress level. Well-being is important for person because it helps to keep people safe from physical, mental and emotional stress. It also helps people to meet their objectives by managing their stress level. Well-being is not only help to manage stress level but also lead change in outlook(Arnold, 2017). This concept is applied for organization as well because employee’s well-being is most important then they can focus on workplace.Employeeswell-beingisasignofprosperityoforganizationbecauseit encourages employees to give high quality services to customer within workplace. Workplace well-being interlinks to overall prospect of working life, from quality of working to safety of the working environment and helps to understand that what employees thinks about their job responsibilities, working environment and work culture of company. Even it helps to determine long term effectiveness of organization. Employees wellbeing has wide scope in organization.Forexample,whenorganizationmaintainsemployeeswellbeingwithin workplace in that state productivity of employees become high because they don’t suffer from health risk disease and happy emotionally which enhance turnover of employees. It leads highly skilled employee within workplace because when they mentally, physically and
emotionally stable which improvs their grasping power as result gets multitasker employees within company (Agnihotri and Agnihotri, 2018).Employee wellbeing also reduces cost of health care costs. For example, organization offers health insurance policies to employees. According to the policies if employees get unwell and takes treatment from hospital in that state organization will pay overall charges on the behalf of them. When employees is well thatautomaticallydeclinehealthcarecost.employeeswellbeinghaswidescopein organization because it can decrease absenteeism of employee at workplace. there is an example to understand such as when employees have good health behaviours as reduces absenteeism.Assamewhenemployeesenabletocontroltheirstresslevelasresult absenteeism become lower. Other reason to reduce absenteeism is that when employees has healthy blood pressure, cholesterol and glucose. Obesity is also a sign of absence but when employeesisnotoverweightthencaneasytogiveattendance.Highproductivityof employees within workplace attracts new talent to apply for job. Employee wellbeing leads high retention of employees within workplace. for example, when employee is physically and mentally healthy leads satisfaction for their job position and that leads high retention within company. Employee wellbeing leads high task achievement in organization because self- actualization boosts them to give high quality work so that easy to meet employers’ objectives. It contains several drawbacks as well for example Employee wellbeing leads high turnoverofemployeeswhichleadscompetitivedisadvantagewithincompany.High wellbeing of employees makes employee over smart in that situation they don’t like to listen any senior authorities. Apart from this, organization unable to achieve short term goal because employees don’t take work in serious condition. Thus, employee wellbeing gives impact on organization performance.It For welfare of employees where laws and regulation needed to be followed by company to motivate and influence people to work effectively for growth and success of business. One of the laws that can be used by companies to ensure well-being of employees and re-tenting their level of satisfaction is duty of care. It means legal obligation that need of be followed by company while operating various function (Dembour, Turner and Barrow, 2019). Firms have to ensure health and safety of employees so that no harm and damaged can be caused to employees of company. Duty care refers to various steps that are taken by different companies in UK to ensure that no harm and damage to be caused to works. It helps in improving productivity and performance of person and helps in achievement of goals.Company can take care of health of employees by providing attractive compensation, insurance and medical facilities. Suppose if company is earning large number of profit so it can provide more compensation so that employees are motivated
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and influenced to work for growth of firm. Duty of care create a sense of belongingness and attract employees to make hard effort in order to gain competitive advantages (Bennett, 2019). Companies by providing equal importunities to all people working within firm encourage coordination and cooperation to work as a team for common objectives. Good working environment and strong interpersonal relationship among people also responsibilities of employer so that people can work safely and comfortably. Therefore, duty of care is important for well-being of employees and helps in increasing firm production and profit margin. Marks and Spencer’s Efforts at Employee Wellbeing All of today’s organisations are equipped with modern business theories which have been proven to be successful after years of observations and experiments and these theories aim to find ways of increasing general employee’s performance and efficiency in unique ways. But an employee is after all a human being, who does feel the stress and pressures of having to work for major parts of his entire life in order to earn. This is why it has become increasingly essential for business to look after their employee’s physical and mental wellbeing at the professional workplace. In this section of the report, we assess ways in which Marks and Spencer has used the concept of employee wellbeing in their operations (Axtell, Taylor and Wessels, 2019). Employee wellbeing provides multiple advantages to organisations and businesses and further increases their workforce motivation and job satisfaction metrics allowing them to retain a larger quantity of skilled employees. Physical and mental wellbeing of employees provides businesses to increase their performance and efficiency which additionally increases the organisation’s productivity and profitability. These are the primary reasons why Marks and Spencer have chosen to implement the principles of employee wellbeing into their functions. The management of Marks and Spencer has implemented employee wellbeing principles to target four main factors which influences their employee’s performance and efficiency. These are as follows: Workforce’s Physical Wellbeing:Through their years of operations, the management of Marks and Spencer have observed their workforce’s physical wellbeing to be one of the key indicators that influences their employee’s professional efficiency and performance. In an effort to enhance their employee’s physical wellbeing, Marks and Spencer’s administration have created a strategy that provides free gym memberships to its entire workforce with the intention to improve their physical fitness which has a direct effect on their energy, stress and
motivational levels. Enhancing their employee’s physical fitness also has the effect of improving their immune system which directly results increased productivity for Marks and Spencer as their workforce takes less time off due to physical illness related issues. The strategy implemented by Marks and Spencer’s management also incentives their workforce to eat healthily and adopt good eating habits by lowering the quantity of junk food available in their establishment’s cafeteria and replacing it with nutritious fruits and food products (Karanika-Murray and et.al., 2017). This is a further attempt by Marks and Spencer’s administration to improve their employee’s physical fitness and immune system by providing their bodies healthy and nutritious vitamins and minerals. In a last effort to improve their employee’s physical wellbeing, Marks and Spencer’s management has also devised several sports tournaments which include weekly football and tennis matches with the knowing the importance of outdoor exercise to an employee’s physical and mental wellbeing. Workforce’s Environmental Wellbeing:The administration at Marks and Spencer has also identified an employee’s professional working environment to play a key role in determining their employee’s operational efficiency and performance. Marks and Spencer’s management goes to great lengths in order to effectively provide their employees with a safe, healthy and secure professional working environment. Marks and Spencer’s management makes sure to adhere to every state and nationally mandated employee health and safety rules and regulations. In addition to this Marks and Spencer’s administration also has implemented organisational policies that further ensure their employees are provided the best professional environment that is possible (Carbery and Lynch, 2018). Observing a general rise in the air pollution near its urban establishments, Marks and Spencer’s management has installed its premises with air purifiers and ventilators in an effort to provide its workforce with clean and healthy air to breathe in an effort to raise their efficiency, performance and motivational levels. Marks and Spencer also created dedicated lounges in their establishments knowing how important controlled relaxation can be towards improving their workforce’s performance and efficiency metrics. Workforce’s Psychological Wellbeing:Marks and Spencer’s management have observed their employee’s psychological wellbeing to also be a major influencer to their professional performance and efficiency. Knowing how much pressure and stress life changing events can have on their employee’s psychological wellbeing, Marks and Spencer’s management has provided its workforce with unlimited maternity and paternity leaves for the first six months after child birth or after adopting a new born. Marks and Spencer’s administration knows
how significant employee’s psychological wellness is to maintaining their optimal performance and efficiency and to this effect they have also provided their employees with medical and financial insurance in the event any misfortune happens to them while operating for Marks and Spencer (Kobayashi, Eweje and Tappin, 2018). Marks and Spencer also has tried to enhance their employee’s psychological wellbeing by allowing their employees paid sick leaves should they ever feel too unwell to come to the premises knowing that their employee’s are also human being prone to infections and diseases once in a while. In a last effort to promote a healthy psychological working attitude amongst its workforce, Marks and Spencer’s administration has also created valuable rewards and incentives for employees who perform at optimum levels with efficiency. Workforce Social Wellbeing:Marks and Spencer’s management has also identified their workforce’s social wellbeing to be a key influencer to their operational efficiency and performance. In order to enhance their workforce’s social wellbeing, Marks and Spencer’s management encourages employee teams and groups operations in order to let the employees gel together with each other. Marks and Spencer’s administration recognises the benefits of their professional interpersonal relationships provides to their employee’s motivational and job satisfaction metrics which also have a direct impact the organisation’s productivity and efficiency. Operational teams and groups also provide also provides other benefits to employee’sbyimprovingtheirteamworkingandcooperationabilitieswhicharealso essential attributes to an employee developing professionally (Krekel, Ward and De Neve, 2019). In a final effort to enhance their employee’s social well being and to make them comfortable being amongst one another, Marks and Spencer’s administration also hosts quarterly informal parties and social gathering for their employees. This also provides their employees a chance to meet their peers in an informal setting for a change and can become an essential catalyst in their forming meaning professional interpersonal relationships. Tesco attempts Employee wellbeing initiatives Tesco is a multinational groceries company which is famous as general merchandise retailer. organization has goal to keep employees happy by maintain their wellbeing. To enhance employee’s wellbeing takes several initiative’s by organization. Tesco’s manger creates friendly atmosphere at working place by encouraging team working. It is good initiativewhichistakenbyorganization.Thisinitiativeleadsbehaviouralchangein employees because they get friendly environment at workplace where they can direct
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communicate with other employees related task issue or others. Apart from this, organization introduce profit sharing strategy in which employees can earn money except incentives and salary and helps them to decline their financial issues. Even employees can do more work hard to improve their performance so that they can get economic benefits except incentives. Tesco takes several other employees wellbeing initiative which is described below: Wellness programme:Tesco takes this initiative to maintain employees wellbeing within workplace. these kind program offers physical activity benefits which is crucial for positive workforce. In the program includes several activities like cycling, weight lifting, meditation and yoga classes etc has goal to improve employees fit ness so that they can keep themselves calm in adverse condition(Kmecova, 2018). Apart from this, fitness operators also encourage employees to keep themselves fit by doing regular exercise for some time. Organization get success of the wellness program because they get turnover of employees within workplace and improves wellbeing of them within company. Additionally, Tesco introduces wellness package to overall workforce of company for example from head office to in-store workers and home delivery workers to transport drivers. Thus, organization takes wellness program initiative to keep employee physically and mentally fit within workplace. This initiative’s assist by UK’s government as well because it is quite new and crucial for employees. Tesco partners with UK health charities:Tesco takes partnership of three health charities which are established in UK. The main goal of the partnership to develop new workforce health program and policies as well. Another objective of the partnership is to inspire and help sustainable, measurable changes in employee’s behaviour so that adapt new activities which reduces heart risk and circulatory disease of cancer. UK has large number of heart attack and diabetic people due to their lifestyle. These charities support public to update them about disease such as cancer, diabetes and circulatory disease. Charity supports organization to conduct mental health wellness program (Van Wingerden, Bakker and Derks, 2017). Even they offer online Mind apple course which trains employee to manage stress in hostile condition. This course assist employees to maintain concentration and develop innovation skills. These charities set series of long campaign which Tesco can run per four months. Thus, type long campaign can keep employee’s body physically fit along with healthy mind. In these program offers free dry fruits, water bottle, snack box etc by Tesco. Apart from this, organization provides facilities of free diabetic check-up, blood pressure and health check-up as well. This partnership includesaligns Tesco’s communication campaign with local national health campaign. Even they offer training to Tesco’s pharmacist to give high quality
supports to customer for preventing and management of heart disease. UK’s health charities support organization to develop health policy which established wellbeing of employees from their job and their families as well. Create opportunities to boost employee engagement: Tesco creates various activities which helps to enhance employee wellbeing within company. For example, Tesco offers talent showcase which supports to execute participation of employees in huge number. In the showcase allows employees to show their talent like singing, dancing and stand-up comedy etc in front of others that maintains wellbeing of employees. Yammer chat which provides a platform that use to share views and creates discussion between leader or manager and employees for an hour. It builds good relation between employees and management(Bakker and Demerouti, 2018). Celebration of events is other opportunities which is created by organization. The main goal of the celebration to connect employee emotionally to each other and gives values to each tradition by celebrating together. Reward and recognition strategy are also introduced by organization which boost customers to give loyal performance at workplace. Apart from this, manager offers recognition to their teammates for performing outstanding at workplace. Two-way communication: It is another initiative which is taken by manager to maintain employee’swellbeingwithincompany.Forexample,two-waycommunicationmeans employees and management can directly communicate each other about their issues related to salary, workload and discrimination in team. It supports manager to analyse conflict issues which they can resolve by implementing strategies. Thus, type communication is quite effective strategy because it creates healthy working environment and keep employees happy with their job position. Apart from this, two-way communication builds good relation between employees and management within company. 360 Feedback strategy It is quite famous strategy which follows by organization because it maintains employees’ wellbeing with workplace. Manager gathers feedback from employees about current strategies and encourages them to give any suggestion which improve organization performance or effectiveness of strategies(Čiarnienė, and et.al., 2019). Apart from this, manager offers grievance facilities where individual can complaint about any issues which is related to their task issue, leaves issue, salary issues and any type of discrimination. Where
HR department takes it seriously and try resolve asap. It maintains employee’s wellbeing within company. These overall initiative’s adapts by organization to maintain wellbeing of employees within company. It helps organization to get value from their employee in term of high- quality services to customer. Tesco gets high brand positioning in global market due to their initiative’s. CONCLUSION It can be concluded that each business or company is highly needed to provide such work culture to their employees where they can capable to improve their work efficiency. There is HRM play great role in functions of 'employees well-being'. Top-level management of different companies mainly responsible to conduct activities towards development of employees. There is each company need to properly manage talent of their workforce for taking effective work from them. Currently various techniques and strategies are available for companies, which can help in functions of 'employees well-being'. These functions are very important to improve all over performance of workforce. At the end these all steps of companies will help them to gain high competitive advantage in the market.
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REFERENCES Books and Journals Agnihotri, S. and Agnihotri, R.N., 2018. Managing Human Resources With Times.GST Simplified Tax System: Challenges and Remedies.1(1). pp.398-401. Arnold, K.A., 2017. Transformational leadership and employee psychological well-being: A reviewanddirectionsforfutureresearch.JournalofOccupationalHealth Psychology.22(3). p.381. Axtell, C., Taylor, M. and Wessels, B., 2019. Big Data and Employee Wellbeing: Walking the Tightrope between Utopia and Dystopia. Bakker, A.B. and Demerouti, E., 2018. Multiple levels in job demands-resources theory: Implications for employee well-being and performance.Handbook of well-being. Carbery, R. and Lynch, R., 2018. 12: Health, Safety and Employee Wellbeing.Human Resource Management, p.221. Čiarnienė, Rand et.al., 2019. Managing human resources in nursing: the relationship of nurses’workingtimeandpatients’independencelevel.Journalofbusiness economics and management.20(1). pp.192-207. Karanika-Murray, M. and et.al., 2017 2017. Improving employee wellbeing through leadership development.The Routledge Companion to Wellbeing at Work, p.332. Kmecova, I., 2018. The processes of managing human resources and using management methodsandtechniquesinmanagementpractice.Ekonomicko-manazerske spektrum.12(1). pp.44-54. Kobayashi, K., Eweje, G. and Tappin, D., 2018. Employee wellbeing and human sustainability: Perspectives of managers in large Japanese corporations.Business Strategy and the Environment.27(7). pp.801-810. Krekel, C., Ward, G. and De Neve, J.E., 2019. Employee wellbeing, productivity, and firm performance.Saïd Business School WP.4. Van Wingerden, J., Bakker, A.B. and Derks, D., 2017. Fostering employee well-being via a job crafting intervention.Journal of Vocational Behavior.100. pp.164-174.