Employee Well-being Strategies: Tesco, Marks & Spencer Analysis

This report provides a comprehensive analysis of employee well-being, examining its scope, nature, and limitations within the context of general business practices. The report emphasizes the crucial role of employee well-being in enhancing productivity and organizational success. It delves into various aspects, including employee engagement, retention, and the impact of a positive work environment. Furthermore, the report presents case studies of Tesco and Marks & Spencer, highlighting their specific initiatives and strategies to promote employee well-being, such as attractive compensation plans, health and safety measures, training and development programs, and employee-focused policies. The analysis covers how these initiatives contribute to competitive advantages, strong brand image, and overall business performance. The report also acknowledges potential limitations associated with implementing employee well-being programs, such as increased costs and time investment, while emphasizing the overall benefits for both employees and employers.

Managing Human Resources

TABLE OF CONTENTS
INTRODUCTION...........................................................................................................................3
Employees Well-being, its scope, nature and limits in general practice.....................................3
Scope of employees well-being...................................................................................................3
Nature of employee's well-being.................................................................................................4
Limitation of Employee's well-being...........................................................................................5
Tesco take initiative for employee's well-being..........................................................................5
Marks and Spencer's Efforts at Employee Well-being................................................................8
CONCLUSION..............................................................................................................................10
REFERENCES..............................................................................................................................11

INTRODUCTION
Managing human resource is a process that involve effective utilization of human
resource by enhancing their performance and productivity within organization. As people are the
most important resource that helps in growth and success of business so management of such
resource is an essential part of operation of business. Employees well-being is satisfying needs of
individual by providing attractive compensation, ensuring health and safety of people. Therefore,
it is necessary for effective performance and productivity of employees in the organization. This
report analysis and evaluates employees well-being scope, nature and limits in general practice
of business. Tesco and Marks and Spencer by taking various initiative to ensure Well-being of
employees is able to gain competitive advantages in the market and build strong brand image.
Employees Well-being, its scope, nature and limits in general practice
Employees well-being is associated with optimizing health and safety of all employees
that are working in the organization for achievement of common objectives. It is not only
limited to health and safety of employees, but they should be satisfied and happy with work and
organisation. Government and public are also forcing companies to ensure employees well-
being for smooth operation of business (Bowen, Pilkington and Rose, 2016). Therefore,
employees well-being helps in enhancing productivity, performance of individual and helps in
achievement of company goals. Thus, every employer of company has to ensure health and
safety and needs of employees are satisfied, in order to motivate them to perform work
effectively.
Scope of employees well-being
Most of the companies are taking various initiatives for employees well-being by
organizing programs to understand employees needs and satisfaction in better manner. Thus,
scope of Employees well-being is increasing at rapid stage as it helps in optimum utilization of
human resource by enhancing their productivity and performance (Moore, 2017). Thus scope of
employees well-being in the organization is as follows:
It helps in engaging employees: Companies that take initiative to ensure well-being of
employees in the organization by render various services and benefit to them is able to satisfy
needs of individual. It also motivates employees to work effectively in coordinate manner with
other employees within firm to achieve desired result. Thus, employees will make extra effort as

their employer think about their benefit, so they are ready for handing stress and meeting
customer deadlines.
Helps in retaining employee's loyalty : Employees well-being also helps in retaining employee's
loyalty as they are happy and satisfied by various effort taken by employer for their well- being.
It creates a sense of belongingness and further motivate individual to improve performance in
order to render standard and qualitative services to customers (Lumbera and et.al., 2019). Thus,
it benefits to company in long run by retaining employees within firm and helps in building
strong brand image as loyal employees promote company image to other people living in the
society. Therefore, it helps in increasing profitability and sales of company and gaining
competitive position in the market.
Reduction in Employees turnover: Employer of company by ensuring heath and safety, needs of
employees by providing good working environment is able to reduce employees turnover.
Individual more likely to come office and perform effectively for achievement of desired goals
(Demerouti and et.al., 2017). They put all their effort and work hard, avoid conflict with each
other to work as a team for growth and success of company in the industry. Therefore, it helps in
reduction of cost of recruit and absenteeism within organization as the employees are highly
satisfied and motivated to performance effectively.
Nature of employee's well-being
Employees well-being is necessary for company to increase productivity and
performance of employee's by satisfy their needs and ensuring health and safety of them while
operating business.
Better working environment: Manager by providing good work environment and building
strong relationship with employees is able to understand needs and demand of individual. It also
makes effort to built strong interrelationship among employees so that individual efforts are
coordinated towards organisational goals (Puri and Tiwari, 2016). Therefore, manager is able to
satisfy needs and motivate them to work effective and improve its performance for company
growth. It also reduces number of absenteeism and employment turnover as employer ensure
needs of each and every employee in the organization. They are ready to face difficult situation
and make extra effort for growth and success of firm in the industry.
Attractive compensation: Company have to provide attractive and equal compensation benefit to
every individual working in the organization. As money is basic needs that satisfy and motivate

employees to work hard for firm growth and expansion in the industry. Manager of company by
providing equal opportunity to individual while planning for promotion is able to motivate
people in the firm.
Ensuring health and safety of employees: Employer take various measure to ensure health and
safety of employee's that are working in the organization. Insurance is the another benefit that is
given by employer to attract individual to improve its performance and productivity for company
growth (Adil and Baig, 2018). Therefore, health and safety is another nature of employee's well-
being in organisation by the employer.
Limitation of Employee's well-being
Despite positive impact of employee's well-being company there are various limitation of
employee's well-being for a company such as it will lead to increase in cost of company. Lot of
time and energy is wasted in planning for various method to ensure health and safety of
employees. Thus, various limitation of employees well-being are as follows:
Increase cost: Many small business cannot afford to bear cost related to investment of
employees benefit programs as they have small amount of resources and capital to run business.
Therefore, it leads to increase in cost of company and reduces profitability thus some firm try to
avoid employee's well-being program.
Lot of time: Company has to spend lot of time in searching various method to satisfy needs of
different employees working in the organization. Some time method used by firm may act as
ineffective so it leads to wastage of productive time and effort of company. Thus it can be stated
that ineffective utilization of time and effort result into less productive and performance of
company.
Tesco take initiative for employee's well-being
Tesco is a large organization with number of employees that are working together for
success and growth of company in the organization. Employees are most crucial resource of
company, so they have to be managed properly for effectively performance and productive in the
organisation (Ogruk and Anderson, 2018). Thus, Tesco take various steps and initiative for well-
being of employees to enhance their performance, productivity. Highly satisfied and motivated
employees of Tesco try to avoid conflict and work as term together for desired goals and
objectives. They provide qualitative services to customers to satisfy their needs beyond their
expectancy. Employer of Tesco by taking initiative in well-being of employees also able to retain

their loyalty within organisation and reduce employment turnover and absenteeism. The various
initiative that are taken by Tesco for well-being of employees that helps it in gaining competitive
advantages in the market are as follows:
Create productive environment: Tesco by providing creating environment to its employees is
able to enhance knowledge and skill of people working in the organization. Manager of company
also build strong interpersonal relationship so that employees by communicating with each other
work as a team for achievement of company goals. It also encourages ideas, views, opinion from
different individual that increases learning of each individual that helps in growth in both
personal and professional life. Tesco by providing such work environment is able to motivate
and influence employee's to work hard for established of strong brand image.
Attractive incentive and compensation plan: Tesco provide attractive incentives and
compensation plans to attract younger generation to work effectively for growth and success.
Firm also provide extra benefit such as insurance, extra pay to motivate employees to improve
their work performance within organisation.
Training and Development: Tesco also plans for training and development of employees so that
they can growth and develop their knowledge to perform particular task or activities. Manager
of company evaluates and analysis each and every individual and organize seminar and training
program so that they can perform every activity or task within limited time and efforts.
Employee's legislation: Various rules and regulation related to protection of employment health
and safety are also followed by company such as discrimination Act, Equal pay, working hour
and ensure health and safety of people (Hakanen, Peeters and Schaufeli, 2018). HR manager of
company while recruiting people ensure that it provide equal opportunities to all employees
while promoting and selecting people within organization. It follows all norms and rules related
to working hours such as employees of Tesco work for 8 and half hour per week and Sunday is
an official off for all employees. Individual in the organization are paid on the basis on the basis
of skilled, knowledge and experience of person related to particular job. Thus, implementation of
all such policies helps in well-being of employees by ensuring safety and health, needs of people.
Access to healthy food: Firms cafeteria offers healthy and tasty, organic food to protect health of
people at minimum cost so that every one can purchase. This all helps in satisfying needs of
employees of Tesco to work for success of company and face various challenges together.

Incentives Based trip: It is another benefit that employer of Tesco provides to its employees that
is incentives based trip. Company organise regular- schedules based trip for the employees that
have work hard for success of company in previous year. It is done by company to reward people
that have put extra effort for firms benefit. Employees by enjoying trips feel being a crucial part
of organisation and work more effectively so that objectives of company are achieved.
Retirement benefits: Tesco plans for different retirement benefit of employees so that they can
feel secure even after leaving the company. It provides sufficient amount of money to its
employees so that they can live their life independently (Usman, 2017). Company by provide
various benefit after end of relationship of company with its employees is able to gain positive
support, morale and encourage an individual to work hard.
Gratitude practice: Company has also used gratitude practice for well-being of employees as
gratitude among employees increasing their motivation level and productivity. Gratitude practice
make employees accountable to their work thus they positively perform specific with more
efforts. Therefore, employer of Tesco by using gratitude practice while operation of business is
able to increase employees morale, mental and physical health as person is positively motivated
to perform work.
Dedicated task: Team leader of Tesco motivate employees to concentrate on single day work
rather than multi tasking thus it reduces burden and pressure on employees to manage all task
together (Coetzee and van Dyk, 2018). Employees by concentrating on particular task able to
maintain quality of products and services without worrying about meeting, seminar and responds
to emails. Thus, it helps in reducing stress and pressure of employees and motivate them to work
effectively for organisational growth and success. It also reduces number of absenteeism and
employment turnover within Tesco as employees feel happy and satisfied with company
operation.
On site classes: It is another method that is used by company for well-being of employees such
as yoga session and meditation as increasing various health issue. Tesco by using this method is
able to ensure health of people working in the company. Therefore, it can be explained that
employee's well-being provide benefits to both employee and employer by increasing productive
of company and ensure needs, health and safety of people.

Marks and Spencer's Efforts at Employee Well-being
As pressures and stress of continuing to operate within a business environment keep
increasing for the general employee, it has become nigh essential for businesses and
organisations to take an active part in improving the physical and mental well being of its
employees at workplace. Here we evaluate the various methods Marks and Spencer have used in
order to address the issue of employee well being in its workplace. There are various benefits
present to businesses and organisations in ensuring their employee's well-being. Employees who
are physically and mentally well are capable of increased performance, effectiveness and
efficiency, job metrics that are essential in ensuring the optimum productivity of a business or
organisation (Bakker and Demerouti, 2018). Maintaining employee well-being also increases the
motivation and job satisfaction metrics of employees resulting in increased performance by
workforce. Taking care of employee well-being also effectively results in lesser turnout rates for
the businesses. These are the primary reasons why Marks and Spencer have chosen to invest into
implementing employee well-being practices in its operations. Marks and Spencer's
administration have identified four major sectors in which employee's well-being needed to be
addressed in order to achieve optimum efficiency. These are an employee's potential physical,
social, environmental and psychological well-being. Different methods by which Marks and
Spencer have tried to raise their employee's well-being are as follows:
Employee's Physical Well Being: Marks and Spencer's administration have identified an
employee's physical well-being to be a major factor that affects their performance, motivation
and efficiency metrics. To improve their employee's physical attributes and performance, the
administration of Marks and Spencer decided to give out free gym memberships of nearby local
fitness centres to its employees in an attempt to make them sharper and fitter physically. Fit
members of population also boast a healthier immune system which results in less amounts of
leaves by employee's due to health related issues, benefiting the Marks and Spencer's overall
productivity (Bakker and et.al.,, 2019). Now administration of Marks and Spencer also ensure
the availability of various fresh fruits in the office canteen as opposed to junk food products, in
an effort to provide vital nutritious vitamins and minerals to its employees instead of junk
products to increase their physical well-being. Marks and Spencer's administration has also
created multiple weekend sports tournaments for its employee's to take part in and enjoy outdoor
sports like football and tennis in an effort to increase their physical well-being and get them to

become physically fitter. This also alleviates their stress levels as physical exercising has been
proven scientifically to decrease stress levels.
Employee's Social Well Being: Marks and Spencer's administration have also identified an
employee's social well-being to have a major impact on their performance, motivation and job
satisfaction metrics. Now the Marks and Spencer's administration do not take stringent efforts to
stop employees socializing at the workplace with each other as they used to, rather the
administration now recognizes the importance of employee friendships and the role it plays in
maintaining an employee's social well-being (Guest, 2017). Employees forming meaningful
relationships with each other at the work place also increases their cooperation, teamwork and
motivation metrics, which is really beneficial for businesses like Marks and Spencer. Now Marks
and Spencer's administration have also implemented a separate process of inducting of new
employee's into the workplace in an effort to ease their transition into new environment and
make them feel comfortable in order to increase their productivity and performance. The
administration now also organizes weekly outdoor recreational activities for its employees to
take part in, in an effort to make them easily mingle with each other and create meaningful
workplace relationships.
Employee's Environmental Well Being: Marks and Spencer's administration have also
identified the conditioning of an employee's operating environmental to have a major impact on
their performance, motivation and job satisfaction levels. Marks and Spencer's administration
now takes increasingly care to provide its employees with a healthy and clean working
environment for them to operate in, in an attempt to increase their employee's well being and
increase the business's productivity and efficiency at the same time. Marks and Spencer's
administration take great care in making sure each and every employees personal working
environment is tailored to meet his exact needs and requirements in relation to the amount of
natural light present and required, to the temperature in he or she feels most comfortable working
at (Hakanen, Peeters and Schaufeli, 2018). Due to the rising air pollution in the environment,
Marks and Spencer's administration also ended up installing an air purifier system in the
ventilation of its operational building in an effort to provide its employees with clean and healthy
air to breathe in order to increase their productivity, efficiency and motivation metrics.
Employee's Psychological Well Being: Marks and Spencer's administration have also identified
an employee's psychological well-being to have a major impact on their performance, motivation

and job satisfaction levels. In an effort to increase employee's psychological well-being, Marks
and Spencer's administration have decided to provide unlimited amounts of maternity and
paternity leaves to its employees for the period of one year after having or adopting a child. This
is a major step forward in administration's eyes in improving employee's psychological well
being as newly become parents already have a lot of stress on their shoulders in addition to their
job responsibilities. The administration of Marks and Spencer have also mandated the insurance
of all of their employee's against misfortunes or accidents occurring in the workplace, in an effort
to raise their psychological well-being, which will result in employees increased performance,
productivity and efficiency (Nielsen and et.al., 2017). Due to the ever-increasing stress being
placed on Marks and Spencer's employees on a day to day basis, the company's administration
has also advocated a campaign to make its employee's aware of the lasting damages increased
stress and pressure can have on their physical and psychological well-being and the various
measures they can personally take to counter these symptoms.
CONCLUSION
From the above report it can be concluded that management of human resources is
essential as they utilize all other resource of company in an effective manner and helps firm in
gaining competitive advantages in the industry. Employees well-being not only provide benefit
to employer but its also benefit to employees of the company. It helps in enhancing productivity
and performance by improving knowledge, skill and motivation level of individual. At the same
time it benefits employees by fulling their basic needs and ensuring their safety by provide
benefits such as provident fund.

REFERENCES
Books and Journals
Adil, M. S. and Baig, M., 2018. Impact of job demands-resources model on burnout and
employee's well-being: Evidence from the pharmaceutical organisations of
Karachi. IIMB management review. 30(2). pp.119-133.
Bakker, A. B. and Demerouti, E., 2018. Multiple levels in job demands-resources theory:
Implications for employee well-being and performance. Handbook of well-being.
Bakker, A. B. and et.al.,, 2019. Daily strengths use and employee well‐being: The moderating
role of personality. Journal of Occupational and Organizational Psychology. 92(1).
pp.144-168.
Bowen, P., Pilkington, A. and Rose, R., 2016. The relationship between emotional intelligence
and well-being in academic employees. Int'l J. Soc. Sci. Stud. 4. p.1.
Coetzee, M. and van Dyk, J., 2018. Capitalising on Employee’s Psychological Wellbeing
Attributes. Psychology of Retention: Theory, Research and Practice, p.157.
Demerouti, E., and et.al., 2017. Job resources as contributors to wellbeing. The Routledge
companion to wellbeing at work, pp.269-283.
Guest, D. E., 2017. Human resource management and employee well‐being: Towards a new
analytic framework. Human Resource Management Journal. 27(1). pp.22-38.
Hakanen, J. J., Peeters, M. C. and Schaufeli, W. B., 2018. Different types of employee well-
being across time and their relationships with job crafting. Journal of occupational
health psychology. 23(2). p.289.
Hakanen, J. J., Peeters, M. C. and Schaufeli, W. B., 2018. Different types of employee well-
being across time and their relationships with job crafting. Journal of occupational
health psychology. 23(2). p.289.
Lumbera, W. D. and et.al., 2019. Influence of Work Shift to Employees’ Well-
Being. International Journal of Recent Innovations in Academic Research. 3(2). pp.45-
59.
Moore, J. E., 2017. Spiritual Well-Being, Intelligence, and Job Satisfaction Among US Federal
Employees.
Nielsen, K. and et.al., 2017. Workplace resources to improve both employee well-being and
performance: A systematic review and meta-analysis. Work & Stress. 31(2). pp.101-
120.
Ogruk, G. and Anderson, T., 2018. The impact of work engagement and authenticity on
employees' job performance and well-being: Non-selfreport measures of in-role and
extra-role job performance. New Zealand Journal of Human Resources Management.
18(1).
Puri, D. A. and Tiwari, M. D., 2016. Employees’ Perception of Requisite Changes for Enhancing
Wellbeing and Productivity in an Autonomous Technical Institution. higher education.
5(10).
Usman, A., 2017. The effect of psychological wellbeing on employee job performance:
Comparison between the employees of projectized and non-projectized
organizations. Journal of Entrepreneurship & Organization Management. 6(01). pp.8-
12.
Online

20 WELLBEING INITIATIVES TO IMPLEMENT IN THE WORKPLACE. 2019., [Online].
Available through : <https://blog.teamscapeslearning.com/20-wellbeing-initiatives-to-
implement-in-the-workplace>.
Employee Benefits: Why Your People are the Backbone of Your Business. 2019., [Online].
Available through : <https://www.virginpulse.com/employee-benefits/>.