Employee Health and Wellbeing Report

This report explores the significance of employee health and wellbeing in the workplace, analyzing its impact on organizational performance and outlining strategies for creating a thriving work environment. It includes a comprehensive employee health and wellbeing program with actionable recommendations.

Using Information In Human Resources
Student:
Our Employees Health and Wellbeing maters to Us
Activity 2. 3.1, 4.1
1.0 Introduction
1.1 In 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 was
given 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 also
believe 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.
1.2 Wellbeing framework
In 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.
1.3 Local Authority
The local authorities deliver, measure and provide communities feedback to
public health and wellbeing schemes. Health and Social care act 2012 influenced the
creation 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 objectives
Developing 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.

1.4 Scope Employee Health and Wellbeing at Workplace
Studies 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 gained
when 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 and
physical (Tzafrir, Gur and Blumen, 2015).
1.5 The 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.
1.6 Impact on Organization
Roberts (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 level
of 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 making
them 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:

- employees above assistant levels are involved in health plans, such as discounted
gym membership, excellent medical benefits, and flexibility in taking leaves.
Expectedly, retention at these levels is excellent.
A similar thing is evident in big companies like Microsoft and Google where workers
can efficiently work from home and are involved in wellbeing programs.
2.0 Key Stakeholders Analyses:
- three stakeholders have a prominent role and interest in employee health and
wellbeing.
- from changing the working style to implementing new policies, they can change the
entire view and scope of the matter at the organisation.
2.1 C.L. Greeno's stakeholders
Organisational Leaders:
- It is a known fact that when leaders take care of the employees, employees take
care of the clients. Considering this, well-being should be the primary agenda of
organisational leaders, including founders, owners, CEOs, and others having high
stakes in the organisation.
They must do the following things for employee wellbeing to attain
innovation, productivity, and long-term sustainability for their company:
- develop and implement employee wellbeing policy which should be induced in the
organization's strategy as well and in accordance with the federal and local laws and
regulations.
- develop an efficient communication system where employees at all levels can
easily voice their concerns, issues and feedback.
- consider employees as a most valuable resource.
- ensure that managers are working for employee wellbeing.
2.2 Stakeholders mapping analyses:

2.3 Managers, Supervisor, Bosses:
- They have the most critical role in actually making the workplace safe and healthy
for employees. However, if they are not supported by leadership or face resistance
from employees, desired results could not be achieved.
They should do the following things for the matter:
- ensure effective and timely implementation of employee wellbeing policies and
strategies.
- ensure that all working units are safe to use.
- adopt the practice of interacting with direct supervisors regularly to know their
related concerns.
- creating an environment of employee wellbeing and counselling wherever required.
- use tools for evaluation.
- creating awareness of the issue within subordinates.
Employees:
- Since it is their own concern, employees should be more vigilant and keen of their
fundamental rights at the workplace for which they should do the following things:
- Helping each other in creating a safe and healthy workplace.
- Following rules set by managers and company policy.
- Raising their voices when they assume something is not right.
Government:
-Government of UK also plays an important role in making the workplace safe for the
workers in an organization.
-Government of UK has committed to protect the rights of employees in an
organisation.
-UK government also ensures that organisation keeps peace with changing labour
markets.
-Government of UK has established various laws like Health and Safety at Work Act
(HSWA) 1974, Management of Health and Safety at Work Regulations 1999,The
reporting injuries, Disease and Dangerous Occurrence Regulations 1995 etc these
acts places a legal duty on employers to ensure the health. Safety and welfare of
employees and ensures that employees and others are kept safe.
Suppliers:
-Suppliers supply safety equipment’s in the work places.
-Suppliers supply chemical and biological substances which are safe when
instructions are followed correctly.
-Suppliers provide written instructions about how to use equipment’s safely.
Customers:
-Workers safety have an impact on the satisfaction of the customers.
-Customers will stop buying from the organisation which do C.L. Greeno not follow
the health and safety regulations.

2.4 Stakeholders mapping:
- An Organisation should keep in account suppliers as they have low level of interest
and low power in decision making.
- An organisation should keep employees informed as they have high level of
interest but have low power in decision making.
- An organisation should meet the needs of the customers as customers have low
power in decision making and but have high level of interest.
- Government and management manages the entire organisation closely as they
high powers and high interest.
2.5 Strategies
What A leaders should discuss about the safety and health issues with the top management. A leaders should
develop an effective ways of communications to persuade the top management regarding the companies
policies and strategies of employees safety.
Why To increase the safety of the employees in an organisation.
Whom Organisational Leaders
How Meetings
When Daily
What A strategy of managers should be that they should ensure the effective and timely implementation of
employee well-being policies in an organisation. Managers should ensure that all the working units are
working well in an organisation and provide proper training to the employees of an organisation related to
tools and equipment’s.
Why To ensure the implementation of employee well-being policies.
Whom Mangers/ Bosses/Supervisors
How Meetings
When Daily Meetings
What Employees strategies should that they should follow and work as per the rules and regulations of an
organisation. Employees need to be cautious and vigilant while working in hazardous working environment.
Why Employees safety
Whom Employees
How
When Monthly
What An organisation should follow all the employment and regulatory laws implemented by the government. By
following these laws an organisation can decrease chances of accidents and penalties.

Why To follow the government rule and regulations of working and employment laws.
Whom Government Regulators
How Paper
When Quarterly
What Organizations should ask the suppliers to provide proper safety equipments and guidelines which needs to
be followed by the employees while working with these equipment’s.
Why To provide safety equipment’s
Whom Suppliers
How Internet and Phone calls
When Yearly
What In order to increase the customers satisfaction and image of an organisation, C.L. Greeno should take
care of their employees well-being and care for their safety procedures
Why Improve customers satisfaction
Whom Customers
How Feedbacks
When Monthly
2.6 Measurement:
- A has should implement and act upon these strategies.
- An organisation should ensure that all time frames are to be followed and what is
response from the various stakeholders (Kinnunen, 2018).
Also company should make all the necessary changes if there is a deviation within
these strategies.
Conclusion:
- I based my discussion mainly on analysis, using various sources as:
- The primary source was the experience I have had in my organisation and
examples of other real-life wanted companies.
3.0 Research methodology
Research methodology is a technique or a procedure which is used to identify
the information, select the information, process the information, analyse the
information about a topic (Roberts, 2014).
It allows the readers to critically evaluate a study's reliability and validity.

3.1 Primary Source
Primary data is a kind of data which is collected and observed from the primary
sources. It is kind of information which is been collected mainly for the purpose for a
research project.
Advantages:
- Primary data can be collected in the number of ways such as surveys, interviews,
focus groups etc.
- Primary data can be collected from the national and international borders through
posts and e-mails. It can include large population and also can include huge
geographical area.
- Primary data are more reliable i.e. reliability is very high.
- Primary data high accuracy because primary data are relevant and original to the
topic of research.
- Primary are current and it gives a better realistic view of the research.
Disadvantages:
- Collection of primary data requires lot of time and efforts.
- Some of the respondents do not give accurate and timely responses.
- Some of the primary data collection methods have no control over data collection
such as incomplete questionnaire gives a negative impact.
- For the collection of primary data like an interviews are conducted with a limited
coverage and for a wide coverage it requires more researchers.
3.2 Secondary Sources
Secondary sources or secondary data is a type of a data which is been
already gathered and is processed by the researchers (Coughlan, 2004.).
Secondary data involves information which someone else has already gathered for
their own purpose.
Which comprised of researches and studies from journal articles and other experts.
Comparison of these sources shows that employee wellbeing is still a small concern
for both parties even.
This is mainly due to the fact of lack of awareness among employers.
Advantages:
- Using a secondary sources are easy and cheap to use.
- Secondary sources saves money and time.
- Secondary sources have more increased data quality as most of the secondary
data sets are of high quality mainly due to its questionnaire and sampling designs.
- For the purpose of secondary research data, researchers can make use of random
sampling results for the large sampling sizes.
Disadvantages:
- For the collection of secondary data it requires extra caution.
- It is difficult to find the kind of a secondary data which will exactly fulfil the need of
the present research.
- Each and every information is not always available.
Data Analysis from both types of sources indicates that when employees are given
value, companies can benefit from them equally.

4.0 Data Analysis
Data analysis is the vital component of data mining, and it is the process of
extracting the information from the data. It includes inspection.
Cleaning, transforming and modelling of the gathered data with a goal of
getting useful information, conclusions and supporting the decision making.
4.1 Level of health and well-being of employees for safer place of work
Level and well-being programs demonstrates that the employees and their
health is important for an organisation. Organisation's wellness programs are well
worth of time and money. It will increase the success record of an organisation and
also employees will happy and refreshed in an organisation. Health and well-being of
employees will improve the health behaviour of employees in an organisation.
Healthy behaviour of an employees will reduce the health risks and this reduction of
the health risk will result in the reduction of chronic disease. When the organisation
will focus on the health and well-being of employees in organisation it will result in
less injury and illness of the employees in an organisation. It will also increase the
productivity of the employees in an organisation.
So the level of health and well-being of employees in an organisation is very
important for the organisation's growth and success.
4.2 Increasing employee attendance
Employee attendance is an important factor for an organisation.
- An organisation has to formulate various strategies in order to encourage the
attendance of the employees in an organisation.
- An organisation should track the schedule of the employees in an an organisation
as per the company's policies.
- An organisation should get committed to manage absenteeism and should
encourage employee attendance.
- An organisation should have to maintain flexibility in their workplace whenever it is
possible which will help in releasing of mental pressure of the employees in an
organisation. In order to encourage the employee attendance an organisation should
have proper reward system in an organisation.
Statistics
As per the 2016 statistics average working time lost mean is 3.3 while it was 3.7 in
2015. Average number of days lost per employee per year mean is 7.5 while it was
8.3 in 2015.
4.3 Decreasing sickness rate
Reduction of sickness rate of the employees in an organisation is important for the
organisation.
- An organisation can reduce the sickness rate of the employees in an organisation
by reducing the stress of employees which can be done by distribution of the work
among the employees in an organisation.
- An organisation should try to create a flexible working hours. Organisation should
reinforce safety procedures in an organisation which will reduce the sickness rate of
employees.
- An organisation should provide the tangible support to the employees within an

organisation. Organisation should manage health and fitness programs which will
reduce the sickness rate in the organisation. By reducing the sickness rate of the
employees in an will improve the overall performance of an organisation.
Statistics
Employee absences due to sickness has fallen by 0.5% to 1.9% 2017.
95% causes of employees sickness is cold drinks,flue, stomach upset headaches
and migraines.
4.4 Ensuring their satisfaction level
- An organisation can ensure the health and well-being of the employees in an
organisation by various ways like an organisation should invest in the workplace
wellness as it will increase the satisfaction level of the employees, improves the
motivation level and will build team in an organisation.
- An organisation should encourage a wellness goals in an organisation by
embracing well-being initiative this will improve the satisfaction level of the
employees in the organisation. Organisation should look for various innovative ideas
and initiatives for the for the employees well-being and health. By providing the
comfortable working environment i.e. providing relaxed and comfortable working
environment have a positive impact on the employees of an organisation.
- An organisation should provide the knowledge of work life balance to the
employees of an which will help the employees to bring balance between the life and
work and this will increase the level of satisfaction of the employees towards the
work.
Statistics
According to the statistics of 2017 48% of the employees in UK are satisfied with
their jobs
5.0 Findings
As it is analysed from the report that Health and well-being of the employees
is an important factor for the organisation and it matters a lot for the organisation.
Employees safety and well-being is an important issue for organisations. It is also
found that C.L Greeno is facing the problem with health and safety issues of their
employees in an organisation. G.L Greeno has number of stakeholders that are
linked with health and well-being of the employees in an organisation. As per the
analysis form the report Secondary source of a data is taken as a research method.
It is also analysed the an organisation should formulate various strategies to
increase the level of health and well-being of the employees in an organisation,
which will improve the rate of attendance and reduce the sickness rate in an
organisation. Also there are various ways to encourage employees well-being and
health in an organisation.
Statistics

As per the statistics only 9% of the employees believe that organisations have well-
being programs in UK will it 22% in rest of the world.
6.0 Recommendations
Recommendations are given which can help employers improve their
strategies and ensure employee health and wellbeing.
- Employee well-being can be boosted by bringing minor changes in daily routine.
- All this requires having a defined strategy actually to achieve so.
- Give employees various tools to discover their purpose in the organization.
- A company should throw down a fitness challenges, fitness challenges is the one of
the best ways for employees well-being in an organization. Fitness challenges will
unlock spirit of fun and friendly competition in an organisation.
This will help to reduce the mental pressure and also will increase the level of
satisfaction in an organisation.
- A company should organise regular team building days, this is the great way to
build the bonds and raise the morale of the employees in an organization.
- An organisation should allow flexibility for the employees in an organisation.
Organisation consider offering flexibility in work so that employees can be able to fit
their jobs as per their needs in an organisation.
- A company can provide flexibility at start and finishing times for the parents who
have got small children and should allow the employees to work from home. This will
improve the health of the employees in an organization.
Statistics
According to the statistics 44% of injures are related to work due to strain injury,
neck strains excluding back pain. 34% of injuries are related to back pain. 12% of
injuries are not related to workplaces.
Following things can be initiated at our organisation:
- allowing flexibility in work hours so as to maintain a balance between work and
personal life. This will release a constant fear and pressure of being in the office.
- introduce plans for personal development.
- arrange regular informal meetup.
- trusting workers by giving them more autonomy.
- take care of their health by providing free medical examinations and psychological
assessments.
- change office design and make it more comfortable and probably homey.
- recognise and reward their efforts.
6.1 Employee Health and Wellbeing Program:
- This all-inclusive employee health and wellbeing program will take care of all four
factors, environmental, social, physical, and psychological as previously discussed.
- Though it will require the use of some resources, it can bring long-lasting and more

positive results for our organisation.
- The program starts from once the employee is hired, moves to how he works, how
managers recognise his efforts, and so on.
Tell essential employment rights, with a focus
on safety and health
Training and development courses for
professional and intellectual development
Giving tools and guidelines to know purpose
within and outside of the organization
Create a friendly environment (but not too
much)
Encouraging healthy competition Changing meeting styles
Implementing contingent leadership models Create a mix between professional and
personal life
Minimize unnecessary and negative distractions Promote adventures like official hiking, trekking
trips
Don’t frown on small leaves Appreciate diversity
Give rewards and appreciations regularly Decentralized decision taking power where
possible
Improve upward and diagonal communication Guarantee transparency
Retirement Coaching
Treating well even when he is not part of the
organization - giving positive remarks on
background checks
With all these things, employees will be able to trust their bosses, will feel
independent, and may bring out their innovative sides as wellbeing is crucial for
productivity and can change the overall functioning of any company.
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