Using Information In Human Resources
Added on 2020-12-10
14 Pages5890 Words135 Views
Professional DevelopmentData Science and Big DataNutrition and Wellness
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Using Information In Human ResourcesStudent: Our Employees Health and Wellbeing maters to UsActivity 2. 3.1, 4.11.0Introduction1.1In 1908, a 16-year-old boy, Harry McShane, a worker in C.L. Greeno, gained popularity in modern and free world when he was pulled into a machine in Cincinnati,the USA which ripped off his arm and severely injured one kneecap. The child became famous when he was photographed by National Child Labor Committee where his father also stated that Harry was left unassisted and no compensation wasgiven to the victim by company and employers.McShane's photograph not only highlighted the issue of child labour but also created awareness about lack of employee health, wellbeing, and safety at that time.Before this, the Factory Act 1833 was released by the United Kingdom which focused mainly on the safety of child labours' working in cotton units. Although laws were there, their implementation was not done completely. In 1883, social insurance legislation was introduced in Germany for workers’ compensation, and later followed by other countries in Europe and later to other regions.The problem here is that employees' safety and wellbeing is required in various areas, but is usually restricted to labours and workers in mechanical industries. Studies based on observations and experiments show that employee health and wellbeing is linked to organisation health as well (Moon et al., 2016). Working in a logistics company, I have found this thing to be not only correct but alsobelieve that it is one of the most overlooked aspects of organisations. Following report analyses the concept of Employee Health and Wellbeing with the help of primary and secondary sources.This will help in determining its impact on the organisation and why is it essential.Key stakeholders who have a significant interest in influence here are also identified,and their role will be analysed.Recommendations based on these discussions will be provided to ensure this which will also map a health and wellbeing program for my organisation.Wellbeing definition: a person’s state of being comfortable, healthy and happy on a daily basis at work and outside work and compare life circumstances with social norms and values.There are two dimensions of wellbeing:- Subjective wellbeing(or personal wellbeing) consult people’s opinion about their wellbeing, what they think and feel, life satisfaction (evolution), positive emotions (hedonic), and whether their life is meaningful (eudemonic).- Objective wellbeing presumption about basic human needs and rights such as adequate food, physical and mental health, education, safety.Can be measured through self-report as: asking people if they have a certain health condition, or can be measured through more objective measures as: mortality rates and life expectancy.
Objectives:- analyse the level of my organisation employees health and wellbeing using organisation primary source and benchmark data with the secondary data gathered, secondary data gathered from government websites and its affiliates and through an appointed external organisation.- create an health and wellbeing development plan.- establish a meeting with organisation stakeholders in order to present the health and wellbeing report and persuade the organisation stakeholders to allow and support my development plan.Aims:- ensure a higher level of health and wellbeing of the organisation employees in order to provide a safer place of work and a higher level of life quality for the organisation employees and their family members.- increase the organisation employees attendance.- decrease the organisation employees sickness rate.- ensure that organisation employees are more than satisfied of the organisation steps taken to ensure employees health and safe place of work and wellbeing.1.2Wellbeing frameworkIn 2010 the Prime Minister launched the National Wellbeing Programme in collaboration with the Office for National Statistics (ONS) who undertook a national debate on “what matters to you” in order to identify the key areas that matter most and will help to ensure that the measures used will be relevant not only to government but also to the wider public, allowing for effective development and appraisal of policy for individuals using the information to identify ways of improving wellbeing.Key Elements: Leadership and Vision, Strategic Commitments, Outcomes, Partnership Agreements.1.3Local AuthorityThe local authorities deliver, measure and provide communities feedback to public health and wellbeing schemes. Health and Social care act 2012 influenced thecreation of statutory health and wellbeing boards in every upper tier local authority Health and Wellbeing Boards bring together key leaders from the local health and care systems, all 32 London boroughs have their own health and wellbeing board.Their objectivesDeveloping a shared understanding of the health and wellbeing needs of their communities providing system leadership to secure collaboration to meet these needs more effectively having a strategic influence over commissioning decisions across health, public health and social care. Involving counsellors and patient representatives.
1.4Scope Employee Health and Wellbeing at WorkplaceStudies by different researchers show that employee wellbeing is based on four factors; environmental, psychological, social, and physical. The Environmental wellbeing requires a safe and healthy workplace with proper light, normal temperature, good air quality, and adequate comfort level. Social wellbeing is gainedwhen a worker has an opportunity of retaining his personal life with friends and family while building positive and long-term relationships, is managed by an empathetic, honest and motivating entity, and can interact and reside in a good community where long-term connections are encouraged.Also, a worker must be given a chance to fulfil his social responsibility by actively participating in volunteering. Employee health is of two types here, psychological andphysical (Tzafrir, Gur and Blumen, 2015).1.5The psychological health is based on 5 things:- first, the worker should not be mentally stressed. For this, managers should have appropriate preventive and support strategies.- secondly, he must get enough mental rest in the form of regular breaks and holidays.- thirdly, he should have an aligned purpose of work.- fourthly, he should have enough freedom to operate without any pressure and in the way he prefers (Ruokolainen et al., 2018).- fifthly, he must be continuously given learning opportunities for career and professional growth and development. Furthermore, for physical health and wellbeing, every employee should have access to proper physical activity, i.e. exercise. He should get proper nutrition, enough to get him through the work hours at the minimum. He should be given a healthy lifestyle and must be given proper incentives for avoiding and recovering from illnesses and diseases (Carolan, Harris and Cavanagh, 2017).Employee well-being has become an integral part of the business and organisational strategy. This is because of the growing importance of HRM in organisations which is becoming more employee bound rather than favouring the employers as even a few years ago. Effective HRM leads to benefit both the employers and employees on a long-term basis. A study by IBEC shows 7 out of 10 employees can work for long periods at such workplace where their boss is concerned about their wellbeing.On the other hand, it also shows that 1 out of 2 employees prefer leaving the job if they feel their boss be unconcerned or unsupportive of their wellbeing and health Coughlan, 2004). Following discussion shows how vital it has become for organisations and its impact in various dimensions.1.6Impact on OrganizationRoberts (2014) discusses that wellbeing is still a secondary matter for both managers and employees who consider money and apathy to be more important things in a job. Now, where even employees are not concerned about their safety and health, why should bosses be wary of it. For example in my organisation even,
most employees are willing to risk their health by working double and triple shifts to earn more money. Some effects are discussed below. Employee wellbeing casts a significant financial impact on companies. It is a common occurrence in my organisation where medical leaves on small ailments like food poisoning and the common cold are frowned upon by bosses. However, not allowing a couple of days leaves often causes these workers to fall sicker, thus needing leaves of more days. Another problem in my organisation is that some workers are not given proper salaries and incentives like bonuses and medical insurances. However, when these employees leave the company, the respective department faces money loss as large resources are spent on previous employees' training and development.Bringing a new worker at his place requires the same training (Anitha, 2014).This is a minor example of corporate financial loss which is often not considered by most organisations.HR experts and consultants assert that when employees are happy, satisfied and feel safe at the workplace, not just their productivity increases but also their levelof commitment with company increases. Also, Chen and others (2015) prove that when employees are in ill health, their productivity decreases and they might show behaviour where they are actually at work but are not working. This is evident at my organisation also where we prefer staying late, working at highly slow speed, rather than completing our tasks timely. On studying about this, it was found that this has direct costs on employee health, which eventually negatively affects employee productivity. Considering mental health issues as the wellbeing of employees is still uncommon in the labour market. Ghuman (2016) discusses that the majority of employees are depressed, unhappy, and disengaged.When analysed why I understood two things by observation:- one, employers are never satisfied by their workers’ input, hard work and performance.- secondly, no matter how good a boss is towards his workers, they will never be completely satisfied or happy with him and the company.My theoretical research confirmed my observations. Odle‐Dusseau, Matthews and Wayne (2018) assert that a large proportion of employees are facing some financial crisis or uneasiness which keeps them under constant mental pressure, thus makingthem ungrateful employees. However, companies like LinkedIn, Informatica, McKinsey & Company, and Splunk reportedly give the best bonuses. Interestingly, these are also ranked as best places to work in by employees on Glassdoor.Furthermore, mental health can be ensured by taking proper rests. By conducting a live experiment, Barnes and Spreitzer, (2015) showed that taking naps during work hours has helped companies in maximum employee productivity. Companies like Google, Facebook, and Zappos have designed Nap Rooms where workers can sleep for short periods and then come back to work being more energetic. Previously stated, 7 out of 10 employees tend to stay longer in the organisation if their boss has a concern of their wellbeing. This also proves that wellbeing programs can enhance the employee recruitment process.In my organisation:
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