Managing People and Organisation: Employee Well-being and HRM

This report discusses the importance of employee well-being in HRM and the framework proposed by David E. Guest. It highlights the link between supportive workplace and happy employees.

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

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environment, which puts focus on their wellness, will create a happier working team.
Supportive environment, when paired with benefits like competitive pay and retirement
options motivates the employees to stay with the company for a long haul.
Purpose of the framework proposed by the author
The framework proposed by David E. Guest sets out an optional approach to the
Human Resource Management, which gives importance or priority to the practices that are
designed particularly for enhancing employee well-being as well as for building a positive
employment relationship (Guest 2018). The main purpose of the article is to promoting
awareness of the fact that both these elements are equally essential for improving the
organizational and individual performance.
Conclusion
From the above discussion it is to be concluded that employee well-being is directly
proportional to organizational performance. Taking care of employee well-being is an
essential part of the HRM practices, as there is a very strong linkage in between supportive
workplace and happy employees. Employees feels more motivated when their physical and
mental needs are look after by the organization. Hence, making the employee well-being as
a priority would always have a favorable and positive return on the workforce performance
and availability of the organizations.

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References
Guest, D. 2017, ‘Human resource management and employee well-being: towards a new
analytical framework’, Human Resource Management Journal, Vol. 27, No. 1, pp.22-38.