Sharjah National Oil Corporation: Employee Health & Wellbeing Program

This report presents a comprehensive analysis of employee health and wellbeing within Sharjah National Oil Corporation (SNOC), emphasizing the significance of workplace wellbeing for organizational success. It explores key components such as internal communication and professional development, and identifies stakeholders including employers, employees, and HR specialists. The report uses secondary data to assess current workplace conditions, employee health, and the impact of stress and anxiety. It proposes a detailed implementation plan for a Continuing Professional Development (CPD) program, outlining activities, responsibilities, timelines, and evaluation methods, aiming to enhance employee wellbeing and improve organizational performance. The report concludes with reflections on the importance of employee health, the role of CPD, and the need for employers to address work-life balance and workplace culture.

Running head: EMPLOYEE HEALTH AND WELLBEING
SNOC Employee Health and Wellbeing
Name of the Student
Name of the University
Author note

1EMPLOYEE HEALTH AND WELLBEING
Executive Summary
The concept of workplace wellbeing ensures the safety, satisfaction and engagement of the
employees. The wellbeing of workers also determines the long-term effectiveness and
success level of the organization. In this study the components of developing workplace
wellbeing considering internal communication, focusing on development and learning has
been discussed under the light of Sharjah National Oil Corporation and its organizational
structure. The stakeholder’s analysis has been done in this report that comprises of
employers, employees, senior management, line managers, Human resource specialists, union
representatives, hospital authorities, communities, and families.
The data collection method of this report is secondary. The data has been collected to provide
the brief discussion on current workplace conditions and health of employees while focusing
on case studies and evidence-based work. The Human Resources Information System has
been also collected to understand the employee engagement and the turnover rate. The
comparison between the 2016 and 2017 company report has been done to understand the
concerns of the employers and employee about their financial health in the current scenario.
From the secondary data analysis it has been found that Anxiety, sleep disorders, and stress
are vital signs that indicate that employees are having lack of healthy atmosphere and
wellbeing. It has been also found that mental health of the employee consists of stress,
depression with optimum psychological, physical and social wellbeing of employees. The
Expense of employee compensation includes cost of medical, cost of sick pay, compensation
and administration costs.
It has been recommended that, employers should conduct surveys and analyse the medical
records of employees and understand their problems and the extent. Employers can monitor
the organizational characteristics such as values, workplace culture, and management

2EMPLOYEE HEALTH AND WELLBEING
practices that can hinder work life balance as well as the work environment. At the same
time, The HR policies should focus on improving the communication at workplace while
allowing the participation of employees, policies concerning consulting.
Implementation plan
Action plan
Activity Involved personnel Purpose
Communicating with
stakeholder
Employees, senior management,
line managers, Human resource
specialists, union
representatives, hospital
authorities
Communicating, developing the
sense of urgency for Continuing
Professional Development
Identifying needs Senior management,
Employees,
Identifying the core health and
wellbeing related factors that
need to be assessed and
empowered through
professional development
(Anitha 2014)
Setting up objectives Employees, senior management,
line managers, Human resource
specialists,
Setting up the planning for the
Continuing Professional
Development or CPD program
including the objectives and
accommodation plan.
Making budget plan Employers, senior management,
line managers, Human resource
specialists
Making financial estimation for
the event based CPD plan,
which would include the
payroll, transportation, rents
and other expenses
Forecasting and promotion Senior management, line
managers, Human resource
specialists
The flyer will be distributed
within the workforce
mentioning the date, time, place
and the purpose of the program
Arranging and facilitating Employees, senior management, Communicating with suppliers

3EMPLOYEE HEALTH AND WELLBEING
provisions line managers, Suppliers for the event and arranging all
the necessary components for
the program at the chosen
premise
Job role allocation Employees, senior management, The job role of the members
who are conducting the program
from the management side will
be decided
Executing the CPD plan Employees, senior management,
line managers, Human resource
specialists, union
representatives, hospital
authorities
The CPD program will be
executing with appropriate
monitoring and controlling
operation.
Feedback and Evaluation Employees, senior management,
Human resource specialists,
The feedback from the
employees will be collected to
evaluate the success rate of the
CPD program.
Responsibilities
Personnel Responsibility
Employers Funding the CPD program after acknowledging the
implementation plan through reviewing the purpose and
objectives of the program
Management team Managing the stakeholder integrity and ensuring the cooperative
process and coordination.
Human Resource Specialist Developing the health and wellbeing program plan aligned with
the workplace health and safety measures and necessities.
union representatives Representing the opinions of employees regarding CPD plan and
finding out potential conflicts.
Hospital Authorities Making the CPD plan and development procedure aligned with

4EMPLOYEE HEALTH AND WELLBEING
the corporate rules and healthcare related rules and regulation.
Employees Taking part of the system as a valuable participant for showing
interests and finding out needs of assessment.
Timeline
Activities 1st Wk 2ndWk 3rdWk 4th Wk 5th Wk 6th Wk 7th Wk 8th Wk 9th Wk
Communicating
with stakeholder
Identifying needs
of assessment
Setting up
objectives
Making budget
plan
Forecasting and
promotion
Arranging and
facilitating
Job role
allocation
Executing the
CPD plan
Feedback and
Evaluation
Top level summary program
 An audio-visual presentation will be shown to the employees regarding the necessity of
health and wellbeing of the employees while considering the values of employees for any
organisation.

5EMPLOYEE HEALTH AND WELLBEING
 Health care professionals, Human Resource Managers will give lectures on employee
health policies and the process of ensuring wellbeing in everyday life.
 Successful personnel of the organisation will shares their values and experience regarding
the effect of ensuring health and wellbeing
 Another audio-visual presentation has been shown by a healthcare specialist to describe
the process of maintain health and wellbeing (CIPD 2017)
 After the program the meals and beverages will be delivered to the participants and the
hosts
 After 10 days, survey and interview session will be conducted to measure the
effectiveness of the program. Through the survey result the company can also develops
their next phase of evaluation procedure
CPD record
From this assignment I have learned the significance of health and wellbeing of every
employee to make the organisational process successful. I have also learned about the
purpose and the implementation process of Continuing Professional Development in the
process of promoting the health and wellbeing of the employees. I have also learned the
responsibilities of the employers, employees and other stakeholders to ensure the health and
safety regulation aiming towards the wellbeing of the workers. I have also learned that
employers should conduct surveys and analyse the medical records of employees and
understand their problems and the extent. Employers can also monitor the organizational
characteristics such as values, workplace culture, and management practices that can hinder
work life balance as well as the work environment (Clarke and Hill 2012).

6EMPLOYEE HEALTH AND WELLBEING
References:
Anitha, J., 2014. Determinants of employee engagement and their impact on employee
performance. International journal of productivity and performance management, 63(3),
p.308.
CIPD, 2017. Research report. [pdf] Available at: <https://www.cipd.co.uk/Images/financial-
well-being-practical-guidance-report_tcm18-17440.pdf> [Accessed 11 December 2018]
Clarke, M.A. and Hill, S.R., 2012. Promoting employee wellbeing and quality service
outcomes: The role of HRM practices. Journal of Management & Organization, 18(5),
pp.702-713.