Employee Wellbeing Initiatives and Practices in Human Resources Report

This report delves into the critical aspects of employee wellbeing within the context of human resource management. It begins by defining employee wellbeing, emphasizing its importance for both individual employees and the organization as a whole. The report explores the scope, nature, and limitations of employee wellbeing initiatives, highlighting the significance of creating a supportive workplace environment and addressing both physical and psychological needs. The report then examines specific employee wellbeing programs implemented by PepsiCo and Coca-Cola, providing detailed insights into their approaches, initiatives, and outcomes. These case studies showcase various strategies, including fitness programs, nutrition initiatives, stress management, and financial wellbeing support. The analysis includes data on employee participation and the impact of these programs. The report concludes by summarizing the key findings and emphasizing the role of employee wellbeing in fostering a productive, engaged, and healthy workforce. The report also touches upon the legal aspects of ensuring a safe and healthy workplace.

RUNNING HEAD: MANAGING HUMAN RESOURCES
MANAGING HUMAN RESOURCES
Name of the Student:
Name of the University:
Author’s Note:

1MANAGING HUMAN RESOURCES
Question 1:
Employee wellbeing is developing an environment which helps the employee to flourish
and accomplish their total ability for the benefits of themselves and the firm (Banfield, Kay and
Royles 2018). The employee wellbeing initiatives taken by the management team of a business
organisation should make a balance between the company and the needs of the employee. In this
part, the significance of the employee wellbeing, scope of employee wellbeing, and nature of
employee wellbeing, and its limitations in general practices will be analysed. Human resource is
an asset for a business organisation. An efficient workforce can help a business organisation to
accomplish the business objectives (Dall’Ora et al. 2016).
Employee wellbeing not only prioritises the physical condition of the employee but also
the psychological condition of the employee. By prioritising workplace and workplace
intervention, the manager of a business organisation can create a positive impact on the
employee wellbeing. The attribute if employee wellbeing is workplace environment, activities of
the manager, physical wellbeing of the employee, and mental wellbeing of the employee
(Banfield, Kay and Royles 2018). The manager should prioritise the health and safety issues of
the employee. Providing a safe and healthy workplace will help the employee to perform
appropriately. By providing job satisfaction, stress-free working situation, safe and healthy
workplace, a business organisation can support the employee. The overall wellbeing of the
employee can boost the success rate of a company (Wright 2015).
After understanding the significance of the employee wellbeing, the scope of employee
wellbeing must be discussed, which will be done on this part. By implementing employee
wellbeing in initiatives, a business organisation can accomplish several benefits like reducing

2MANAGING HUMAN RESOURCES
health costs, enhance employee engagement, enhance productivity, ensure maximum job
satisfaction, curtail the absenteeism, ensure a better work culture, maximum retention, and easier
monitoring (Demerouti et al. 2017) Not only that a physically and psychologically weak
employee is a burden for the company. However, a physically and psychologically sound
employee can perform at his best level by receiving the support and appreciation from the
supervisor and manager. To transform the workforce to the most efficient and productive
workforce, the management team of a company not only guide the employee but also ensure
follow employee wellbeing initiatives (Johri and Misra 2014). The success of the employee
wellbeing initiatives will reflect on the production rate of the employee. Employee wellbeing
initiative of a business organisation can create a more engaged workforce, which is interested to
perform their best to accomplish the business goal, set by the company (Vakkayil, Della Torre
and Giangreco 2017). These are the scopes for which a business organisation must invest in the
employee wellbeing initiatives.
The nature of employee wellbeing must be analysed in this part to understand the
significance of employee wellbeing initiatives. The nature of employee wellbeing is the
psychological wellbeing of the staff, physical wellbeing of the staff, and moral practices
(Robertson and Barling 2014). According to the International Labour Organisation, a business
organisation should take employee wellness initiatives to ensure smooth business operation. The
management team of a business organisation must provide amenities, appropriate workplace,
appropriate services, and facilities for the employee. By focusing on employee wellness
programs, a business organisation can ensure ethical business practices, smooth business
operation, enhance revenue, and a diverse and efficient workforce (Molineux, Mirshekary and
Scarparo 2015).

3MANAGING HUMAN RESOURCES
The limitation for the employee wellbeing initiatives in general practices will be analysed
in this part. Employers implement employee wellbeing initiatives to make a healthy, efficient
and engaged workforce. Well-designed employee wellbeing programs can help the management
team of a business organisation to accomplish this goal. However, if the wellbeing programs are
not appropriate then it fails to achieve the target. There are several employee wellbeing
programs, developed by the management team of a firm, is a series of events. Under the name of
employee wellbeing program. Without the participation of the employee, it is not possible to
evaluate the success of the employee wellbeing programs. To make an efficient employee
wellbeing program, several firms make complicated employee wellbeing programs, which fails
to serve its purpose. Poor leadership can turn the program to an aimless program, which cannot
fulfil the target. If the employee wellness program is not appropriately designed, then it cannot
promote the culture of a healthy environment (Garrad and Chamorro-Premuzic 2016). One of the
objectives of the employee wellness programme is to improve the morality level of the
employee. To ensure ethical business practice, a business organisation needs a workforce, which
endorses the concept of morality while performing for the company. It can be said that it is
difficult to improve the morality level of the employee by implanting employee wellness
programs. The work culture is changing constantly. The employee of an organisation has to
manage several wok related stress and burn out. The effectiveness of employee wellbeing
program to manage the stress and burn out, due to huge work pressure is not scientifically
examined. So it can be said that the employee wellbeing program to manage the stress is not
proved yet. From the legal perspective, it can be said that the employer is responsible to ensure a
safe and healthy workplace, where every employee will be protected from any kind of physical

4MANAGING HUMAN RESOURCES
and mental harm (Garrad and Chamorro-Premuzic 2016). So it can be said that every business
organisation has to provide a safe and healthy workplace to its employee for a better future.
Question 2:
Employee wellbeing initiatives of PepsiCo:
PepsiCo is a USA based international food and beverage business organisation.
Headquarter of this company is situated in New York (Pepsico.com, 2019). The management
team of PepsiCo believes that employee is the key to the success of this company. That is the
reason, the employee wellness program is prioritised by this company. Employee wellbeing
program of PepsiCo is developed to support the employee of this company and families of the
employee. This company is interested to provide physical, psychological and financial support to
its employee and their families. This program is designed to create balance, manage work-related
stress, create resilience, and develop financial wellbeing of the employee and enhance work and
life quality (Pepsico.com, 2019).
Employee wellbeing programme of PepsiCo is based on three key features which are ‘be
well’, ‘find balance’ and ‘get involved’ (Pepsico.com 2019). By explaining the ‘be well’ aspect it
can be said that the management team of PepsiCo has developed this programme to make a
healthy, safe workforce. Find balance’ aims to manage the stress, develop resilience, financial
wellbeing of the employee and maintain a work-life balance. ‘Get involved’ enhance community
involvement of the employee, maintain family and societal connection for the wellbeing of the
employee (Pepsico.com 2019).
To enhance the employee wellbeing this company has taken several initiatives like
weight management programmes, flu shots, fitness and nutrition initiatives, biometric screening

5MANAGING HUMAN RESOURCES
for the health status of the employee, stress management, wellness coaching through telephone,
and a wellness questionnaire. In 2018, the management team of PepsiCo launched a digital
wellbeing platform. To attract the employee for participating in this programme, the manager of
this company started a system through which employee can earn redeem, which can be used for
receiving gift cards and other benefits. According to the annual report of PepsiCo 2018, more
than 50,000 employees of this company participated in the digital wellbeing programme
(Pepsico.com 2019). Among these employees, 74% completed wellness questionnaire
(Pepsico.com 2019). By joining this programme 84% employee received the benefits of earn
points (Pepsico.com 2019). 16,133 employees of PepsiCo got the benefits of the weight
management programme (Pepsico.com 2019). 30,121 employee completed the employee
wellness programme (Pepsico.com 2019). So it can be said that the healthy living initiative of
this company aims to develop the health outcome of the employee.
Fitness and nutrition issues of the employee are prioritised by this company. The
management team of this company launched fitness programs, nutrition programs, and employee
well-being initiatives. In 2018, 21,000 employees of the sixty-one countries participated in the
fitness program (Pepsico.com 2019). On-site fitness centres are created by this company in
several locations like the USA, South Africa Australia, China, the UK, and Mexico (Pepsico.com
2019). Discounted Gym membership and vouchers and incentives for joining the gym are offered
by this company. To develop the healthy eating habit of the employee, this company provides
healthy foods and free fruit on-site to the employee from the cafeteria of this company, which are
located in the USA, Mexico, India, Brazil, Australia, South Africa, Chile and Ireland
(Pepsico.com 2019). The annual global education campaign of this company promotes the
healthy eating habit of the employee. The management team of PepsiCo provides monthly

6MANAGING HUMAN RESOURCES
webinars, which contains health and employee wellbeing issues for the employee. In 2018, a
total of 1,800 employees get the benefits of this initiative (Pepsico.com 2019).
Besides these initiatives, PepsiCo launched certain need-based wellness programs like
maternity care, community service, sports clubs, and employee assistance program. Every female
employee of this company can take the benefit of fully paid maternity leave. A special program
named ‘MatCare4U’is launched by this company to fulfil the needs of the pregnant employee.
For the community service, this company started three-month application based fitness program,
named Stepathon, for the employee (Pepsico.com 2019). For 10000 steps of the staff of this
company, the management team of this company provides seven free meals to the World Food
Programs (Pepsico.com 2019). More than a thousand employee of this company got the benefit
of the sports club, offered by this company. The fully-paid employee wellness program provides
a toll-free helpline for the employee.
To prevent wellness, several initiatives are taken by this company which are health risk
assessment program, health camps, screening programs, and disease prevention. Every employee
of this company can take the benefit of free health check-up from more than 4500 hospitals
across more than 100 locations (Pepsico.com 2019). Even frontline sales staff of PepsiCo can
take benefits of this program. To analyse the BMI and weight and tests, this company conducts
health camps for thirteen camps and six units of PepsiCo. Every year this company conducts
screening programs, which are obligatory for the employee of this company. To prevent disease,
the management team of this company conducts disease prevention programs in India and other
countries. Through the digital channel, this program is conducted. This program aims to prevent
disease and enhance awareness about the disease.

7MANAGING HUMAN RESOURCES
To enhance capability and efficiency, PepsiCo developed 14 colleges within PepsiCo
University. In 2018, more than 990,000 learning completions happened (PepsiCo, Inc. 2020).
This initiative is taken by this company to endorse the idea of learning and development. For
talent engagement and growth, this company uses a holistic approach. So it can be said that this
company aims to utilise the workforce appropriately. Transforming the workforce as the most
efficient workforce will help this company to accomplish the business goal.
Question 3:
Employee wellbeing initiatives of Coca-Cola:
Just like PepsiCo, Coca-Cola is a global corporation of the USA. This company do its
business in the food and beverage industry (Coca-cola.ie 2019). Headquarter of this company is
situated in Atlanta, Georgia. In this part, the wellness initiatives taken by this company will be
analysed. Philosophy of this company is to keep its employees as much healthy and happy as
much possible. Several initiatives are taken by this company to treat the employee of Coca-Cola.
This company is interested to support the employee to grow and have a rewarding working life.
by analysing the attitude of this company towards its employee it can be said that employee
wellbeing initiatives of Coca-Cola prioritises three issues which are excellency in the
performance, develop the ability and skills for the improvement, and support the employee to
move forward towards the career goal (Coca-cola.ie 2019).
To help the employee to become an excellent performer the management team of Coca-
Cola offers several training and development programmes like on-the-job learning, feedback,
training, and coaching. According to the senior executive of this company, those employees, who
are working with the company, have the ability to utilise the resources for the improvement of

8MANAGING HUMAN RESOURCES
themselves. This company will support the enthusiastic employee to build their carrier. However,
besides being target-oriented, an employee of this company should have fun in their life to
maintain work and life balance. This company is interested to transform the workplace, which
will inspire and motivate the employee to perform their best (Coca-cola.ie 2019).
An efficient and engaged workforce is a significant resource for this company. The
success of Coca-Cola relies on the committed, engaged and motivated employee. By providing
them importance, this company wants to feel them that they are not only important but also a key
player to accomplish the business goal of this company. To understand the level of engagement
of different employee the manager of this company uses several different ways. The employee
survey is conducted by this company to get a clear idea about the engagement level of the
employees (Coca-cola.ie 2019). Constructive dialogue with the employee is done by the manager
to understand the engagement level of the employee. These methods help this company to realise
whether employees are satisfied with their working life or not.
To support the employee to build the carrier this company offers training and
development programme for the employee. Not only that this company invest a huge amount of
money for the development of the company, which will help this company to retain the best
employee. This investment will strengthen the key parts of the business performances of Coca-
Cola. To make an efficient workforce, Coca-Cola offers internal talent management, employee
improvement strategy, employee performance management and leadership improvement plan for
the managers (Coca-cola.ie 2019).
By providing a safe and healthy and fun worthy workplace, this company motivated the
employee to perform their best. ‘Great place to work’ program is launched by this company,
which prioritise summer hours, gym membership, a learning allowance, cycle-to-work scheme,

9MANAGING HUMAN RESOURCES
flexible work schedule, a green allowance, and catered lunch (Coca-cola.ie 2019). Through
Coca-Cola Ireland, this company allows the employee to participate in community development
programs.
To ensure a happy, active and healthy lifestyle, the management team of this company
takes several initiatives like a learning allowance, memberships, opportunity to participate in the
community sports, and healthy living programs (Coca-cola.ie 2019). To promote the significance
of maintaining a healthy and balanced diet, this company conducts ‘Move Week at the office’,
which is a week full of fun activities.
Efficient employees are key to achieve business objectives. To attract the best candidate
and retain the best candidate, the management team of this company offers competitive benefits
and other benefits. Employees of this company get the benefits of additional holidays, pension,
healthcare, and put together benefits. Rewards programs are conducted by Coca-Cola to
appreciate the best performers (Coca-cola.ie 2019).
Open and inclusive is the characteristic of the workplace of this company. In the
workplace of this company, every employee is treated fairly. A diverse workforce is prioritised
by this company. The vision and core values of Coca-Cola prioritise the concept of diversity.
Employees from various background with different experience and knowledge help this
company to get an extra advantage for Coca-Cola (Coca-cola.ie 2019). The employment policy
prohibits any kind of discrimination and endorses equal opportunity and fair treatment for every
employee regardless of their age, gender, ethnic background.
In 2014, this company announced its human rights policy. Employees of this company,
bottling partners and suppliers of this company will be treated equally and fairly according to the

10MANAGING HUMAN RESOURCES
‘Human Right Policy 2014 of Coca-Cola’ (Coca-cola.ie 2019). So it can be said that the
management team of Coca-Cola is interested to implement employee wellbeing programs to
support the employee.

11MANAGING HUMAN RESOURCES
References:
Banfield, P., Kay, R. and Royles, D., 2018. Introduction to human resource management.
Oxford University Press.
Coca-cola.ie, 2019. Coca-Cola Employees | Training & Development | Coca-Cola IE. [online]
Coca-cola.ie. Available at: <https://www.coca-cola.ie/about-us/our-people> [Accessed 18 March
2020].
Coca-cola.ie, 2019. Human Rights Policy. [online] Coca-cola.ie. Available at:
<https://www.coca-cola.ie/about-us/human-rights-policy> [Accessed 18 March 2020].
Dall’Ora, C., Ball, J., Recio-Saucedo, A. and Griffiths, P., 2016. Characteristics of shift work
and their impact on employee performance and wellbeing: A literature review. International
journal of nursing studies, 57, pp.12-27.
Demerouti, E., Van den Heuvel, M., Xanthopoulou, D., Dubbelt, L. and Gordon, H.J., 2017. Job
resources as contributors to wellbeing. The Routledge companion to wellbeing at work, pp.269-
283.
Garrad, L. and Chamorro-Premuzic, T., 2016. The dark side of high employee
engagement. Harvard business review, 16.
Johri, R. and Misra, R.K., 2014. Self-efficacy, work passion and wellbeing: A theoretical
framework. IUP Journal of Soft Skills, 8(4), p.20.
Molineux, J., Mirshekary, S. and Scarparo, S., 2015. Developing individual and organisational
work-life balance strategies to improve employee health and wellbeing. Employee
Relations, 37(3), pp.354-379.

12MANAGING HUMAN RESOURCES
PepsiCo, Inc., 2020. Talent. [online] PepsiCo, Inc. Available at:
<https://www.pepsico.com/sustainability/talent> [Accessed 17 March 2020].
Pepsico.com, 2019. Employee Well-Being. [online] Pepsico.com. Available at:
<https://www.pepsico.com/docs/album/esg-topics-policies/employee-well-being.pdf?
sfvrsn=ba4c90d0_6> [Accessed 17 March 2020].
Robertson, J. and Barling, J., 2014. Lead well, be well: Leadership behaviors influence employee
wellbeing. Wellbeing: A Complete Reference Guide, pp.1-17.
Vakkayil, J., Della Torre, E. and Giangreco, A., 2017. “It's not how it looks!” Exploring
managerial perspectives on employee wellbeing. European Management Journal, 35(4), pp.548-
562.
Wright, H. 2015, "Employee wellbeing is about the proof", Occupational Health &
Wellbeing, vol. 67, no. 12, pp. 14-15.