Managing People and Organisation: Employee Well-being and HRM

Running head: MANAGING PEOPLE AND ORGANISATION
MANAGING PEOPLE AND ORGANISATION
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1MANAGING PEOPLE AND ORGANISATION
Introduction
Employees are the most important as well as the major resource of every
organization and allocating them to the positions they are worthy of are the responsibility of
the Human Resource Management. This report is going to elaborate on an insight view of Sir
David E. Guest’s Human Resource Management Journal. It is going to focus on the three
basic question related to what the author mean by the term ‘employee well-being’; why is
‘employee well-being’ important in the field of HRM; and what is the purpose of the
framework that the author has proposed. Finally the report shall end up with a conclusion
that shall sum up the whole paper in a precise manner.
Discussion
Employee Well-being
By the term ‘employee well-being’ David E. Guest refers to the part of overall well-
being of an employee that he perceive to be purposive primarily by his work and could be
affected by the interventions in the workplace. It is associated with the physical and
managerial workplace considerations, advancement and the psychological health of the
employees.
Importance of employee well-being in the field of HRM
Employee well-being is associated with their physical and emotional health, which
are likely to affect the performance of the employees in their workplace (Guest 2018). The
employees with good mental and physical heath are committed to their job roles, as they feel
appreciated and supported by their seniors/employers. They then willingly go to the extra
miles, knowing that their efforts will be recognized and rewarded. On the other hand, un-
healthy employees or the employees with physical or emotional issues call in sickness more
often. They probably do not work at their utmost productive level, which in turn affects the
overall business. On the other hand, supplying the employees with a supportive