Employee Well-being Report: Practices, Limitations and Case Studies

This report delves into the multifaceted concept of employee well-being, emphasizing its critical role in modern organizations. It begins by defining employee well-being, encompassing both physical and mental health, and highlights the importance of human resource management in addressing these aspects. The report explores the scope of employee well-being, covering physical, mental, financial, and social dimensions. It outlines the nature of employee well-being, including positive work culture, management structure, training and development, and work-life balance. The report then discusses the limitations of general practices, such as cost, privacy concerns, and the need for upkeep and monitoring. Despite these limitations, the report underscores the importance of well-being practices, emphasizing improved health behaviors, reduced health risks, cost savings, increased productivity, decreased absenteeism, and enhanced employee morale. Case studies of BUPA and Hilton are discussed. BUPA's global well-being program and the use of applications to promote healthy lifestyles are highlighted, and finally, the report concludes with a summary of the significance of employee well-being in fostering a healthy and productive work environment.

Employee Well-being

Table of Contents
Employee Well-being..................................................................................................................1
INTRODUCTION.......................................................................................................................3
Employee Well-being..................................................................................................................3
BUPA...........................................................................................................................................8
Hilton...........................................................................................................................................9
CONCLUSION..........................................................................................................................11
REFERANCES..........................................................................................................................12

INTRODUCTION
Employee well-being cover a wide range of concern about employees. This includes
their physical well being and their mental well-being. Human resource management of an
organisation is required to deal with and take care of well-being of employees. Employee
well-being is very important for the employees and at the same time it is equally important for
organisations. Some times these are requirements in form of legalities and other times
organisation look after well-being of their employees for the purpose of performance and
productivity enhancement. This study includes employee well-being and various aspects
related to well-being of employees and importance of employee well-being for the
organisation. Along with this scope of employee well-being and its nature and limitation of its
general practice have also been discussed in this report. Two examples of the companies
which have attempted practices for employee well-being have also been discussed in this
report.
Employee Well-being
In general well-being refers to how and what someone feels about various aspects of
the life. These aspects are health, relationship, job and other activities. This study includes
well-being in aspects of work in individuals' life. What individuals who are working for others
or those who are working for organisations' think and feel about their work, condition of work
and other aspects of the work (Bakker and Demerouti, 2018). Wise rise of the social
organisations this term is being increasingly used by people. This is because social
organisations includes well-being of all the parties which are associated with the organisation.
By the time importance of employees in organisations is also increasing, and they are being
considered resources and asset rather than liability of the organisation. This included that
organisations are more aware and concerned about well-being of their employees.
Scope of employee well-being is in various aspects of life. The scope varies in-
Physical Health
Physical health is one of the most important aspects of well-being of individual and
employee is no exception in this. This requires that company and organisations are required to
consider health aspect of their employee while they are working in the organisation (Van
Wingerden, Bakker and Derks, 2017). Considering this organisations nowadays are designed

in such way that employees can comfortably work and their health does not get negatively
affected.
Mental Health
Just liker physical health mental health of the employees is also important. This
includes that employees are stress free and does not have any type of mental pressure at work.
There are various aspect in one's job that might affect their mental health. Some of very
general are leadership and communication. This requires that leader of an employee in
organisation is good and concerned about well-being of their employees.
Financial Well-being
Financial well-being is important for having high and improved standard of life. In this
regard organisations are required to pay their employees adequately as per their work in the
organisation. Companies nowadays provide their employees with opportunities to increase
their remuneration in various manner. This is also a type in which organisations can contribute
to financial well-being of employees. This is very important for overall well-being of
employees.
Social Well-being
As a very known fact that humans are social animals, which means that all individuals
have a need of association with other individuals and groups (Bakker and et.al., 2019). This is
important when they are at their work because they spend significant time of their life at their
work. Organisations are required to maintain and arrange situation in which individuals can
socialise at their organisation. This will improve their motivation and will contribute to overall
well-being of the employee.
Nature of Employee Well-being
Positive Work Culture
Clear vision and purpose to focus and work for. This is added by positive and
favourable policies of organisation.
Management Structure of Organisation
This includes that management structure is well-defined and all knows to whom they
are required to direct and to whom employees are required to report.
Training and Development

Employees are required to train and development for employee well-being (Pawar,
2016). This is important as they are given training and development so that they can stay stress
free at their work.
Working Hours and conditions
In this organisations are required to maintain proper working condition. This is
because these are factors which contribute to stress and uneasiness of the employees.
Job security
This is another aspect of well-being of employees. This is very important for all the
employees that their job is secure and does not possess any type of risk through which they
can lose their job. In case employees are working at an organisation where their job is insecure
and they might lose their job any time. In such case they cannot be happy at their workplace
which will contribute to their stress and ultimately their well-being will be negatively affected.
Work-life balance
Employees of an organisation are not only employees. They have their own life and
associate various other aspects with it (Mäkikangas, A and et.al., 2016). This means that
organisation are required to consider work life balance of the employees so that they can
manage their overall life. In this organisations take various steps such as flexible working.
Limitations of General Practice of Employee Well-being
Its Expensive- One of the key limitation of organizing wellness program which are aimed to
increasing well-being of the employees is that they are expensive to carry out. For example
organisations are required to pay more incentives and perks to employees for their well-being.
This incurs more expenses for organisations and make it a limitation for the well-being
practice of the organisation.
It invades Privacy- Limitation of the well-being practices is that many times employees are
required to sacrifice their privacy and all the employees do not feel confident doing that.
Employees might feel like they want to keep their privacy (Aryee and et.al., 2017). For
example, in a practice for well-being of employees organisation arrange a health check up and
employees might feel that they do not want to do it, because their privacy may be harmed.

It requires Upkeep- This means that for organizing and undertaking well-being practices
organisation requires a separate team to look after and manage these practices. This is a
limitation that organisation need to employ and have people for this purpose and what they are
required to find out is what they can do for this purpose and what is working and what not and
what they can try which is new for the employees and can contribute in their well-being.
Every Practice is not for Everyone- this means that organisation undertake various practices
for the purpose of well-being of employees. In this all the activities and practices are not for
every employee of the organisation. For example, some employees are already following a
practice of healthy living and healthy eating. This means that in case organisation organise any
type of wellness program in such case those employees might not opt for the wellness
program.
Tracking and Monitoring- Only organisation of well-being practices and programs is not
enough along with that they are required to track their result and monitor the practices. This is
a time-consuming practice and requires efforts (Haynes, 2017). In this they are also require to
identify effect of that practices on the organisation in various aspects like increased
productivity and improved performance of the employees.
This discussion suggests that definitely well-being practices which after all these
limitations are organised by organisation must be having some element which make it
important. The importance of well-being practices is as follows-
Improved health behaviour of Employees
Through well-being program organisation can improve health behaviour of employees.
This avoid any type of effect that health of employees can have on the work and performance
of employees. Employees when have improved health than their mental health also remains
good and favourable.
This is important as unhealthy behaviour leads to health risk this leads to Chronic disease
and health care cost. To avoid all this cost and impact of unhealthy behaviour on the health of
employees it is important that organisation employ well-being practices.
Reduce Health Risk of Employees

Well-being program and practices are organised by organisation but employees are the
ultimate beneficiary of the program this is because well-being program which include wellness
program reduce health risk of the employees (Roslender, Monk and Murray, 2020). Some
chronic disease like heart disease have less chances to attack the health of the employee.
Reduce cost of Health Care
Cost of the organisation reduce when they organise well-being practices. This is
because this reduces chances of health risk and any chronic risk in long term. This reduces
cost of organisation and cost of employee which may incur in treatment of disease. This is
another importance of the well-being program and practices. Here it can be said that expense
of well-being programs is also a cost for organisation but the cost of well-being and wellness
program is very less than cost of treatment.
Contribute to Productivity
Healthy employees lead to better output and their improved performance lead to
increased productivity. This is why it is important that organisation organise well-being
practices. Unhealthy employees will also reduce productivity as they will not be able to
perform as required. The cost of presenteeism which means physically being at work but not
working. Cost of this is around 2 times higher than cost of health care.
Decrease Absenteeism
Employees when are healthy chances of absenteeism reduces. This is because health
issues are one of the significant reason which lead to absenteeism. In an other situation when
employees are healthy they will not take leave and chances of absenteeism reduces. This is
also beneficial for the organisation (Guthrie, Addiss and Leonard, 2019). This contributes to
productivity and later this result in profitability of the organisation.
Help and Build High morale of employees
Such practices which are good for health of employees and are aimed at their wellness
increase and improve morale of the employees. This is why employees actively participate in
the activities of the company and its practices. They willingly perform better and improved.
This also improve chances of retention and attract competent employees for the job in the
organisation. Increased awareness of people for their health and wellness is also a factor that
organisations which focus on well-being of employees are attraction for competent employees.

BUPA
Bupa, British Multinational healthcare provisioning and multi-insurance group.
Founded in 1947 and headquartered at London. England. Products which are provided by the
company are Health Insurance, Care Homes, Health at work services, hospitals, dental clinics
and health assessment.
As the company is health care company makes it very obvious that company have very
good knowledge how important it is for company to have healthy employees and well-being of
employees at organisation (Dardeer, Tag-Eldeen and Salem, 2017). Effect that healthy
working environment can have on employees is very well-known to Bupa. Bupa is helping
others to achieve their health goals and potential of their health along with this Bupa invest lot
of energy and efforts to take care of the health of its employees. One of the core activity of
Bupa's well-being activity is Global Well being program “Smile”. This program has several
components including performance energy initiatives, this has been developed by Bupa with
the help of clinical psychologist to help people so that they can manage their energy at their
work, feel more controlled at their workplace and are able to deal with work pressure.
In this well-being program of the company also depends on the country as well. For
example in UK company have developed an well-being application this application facilitates
nutrition, personal fitness, mindfulness and relaxation goals. This application of Bupa also
gathers data so Bupa is better placed to pinpoint health concern of its employees.
This application gives nudges and reminders so that employee can maintain healthy
life style and keep in track with healthy behaviours like drinking water during the day. In this
manner Bupa ensures that its employees are following healthy practices.
Other service of Bupa includes offering mental health elements of this includes “Healthy
Minds” which support mental well-being of the employees and this advice in many areas like,
coping with bereavement, stress management and legal advice.
Other than this Bupa also offers other health initiatives like heart health check-ups and
local well-being events and workshops.
This suggests that Bupa considers that well-being of its employees is very important
for the Bupa. Employees are very important for the well-being of Bupa and company (Hilton
and et.al., 2019). Such initiatives of the company can also be used by other companies for the
well-being of the employees. This is useful for both in case employees in the organisation are

healthy and does not have any disease and illness. They will have more focus on work and will
put their more energy for work. This increase productivity of the employees and profitability
of the organisation.
This type of initiatives and programs by the company also increase its goodwill and
reputation for employing such programs which are focused at well-being of employee.
Employees also have motivation and morale for staying in the organisation. Bupa ensures that
through its health and well-being program employees are generally happy and healthy at their
workplace, and they bring very best to the workplace.
Activities of Smile a program of Bupa are tailored across the globe and have a common
element which is performance energy program.
This program of Bupa and health and well-being initiatives of the company are also part of its
corporate social responsibility (Axtell and et.al., 2018). Bupa focus on letting people be
themselves and valuing their uniqueness brings huge benefit to Bupa and its customers.
In its well-being program Bupa also promote its inclusive diversity, this helps all the
employees to feel good and inclusive, and they can give their benefit to Bupa in form of their
performance.
Hilton
There is another company which have included and focused on the well-being of its
employees and their health. This company is Hilton. Hilton is American Multinational
Hospitality company, founded in 1919 and headquartered at McLean, Virginia, U.S. This is
brand which is multinational and employs around 169000 employees across the globe.
Hilton have considered that well-being of employees is very important for growth and
productivity of the employees (Wu, Rafiq and Chin, 2017). Unless employees of a
organisation are performing well company cannot grow and increase its profitability and
growth and existence of Hilton in all over world is an example of efficiency of the employees
and their well-being which motivate employees to perform.
Considering all this Hilton focus on well-being of mind, body and spirit. For this
purpose Hilton became one of the first hospitality company to associate and partner with
Ariana Huffington's Thrive Global start-up. This claim to help world's leading enterprise
unlock their potential and create sustainable peak performance cultures in the company. In this

Hilton manifested itself through the “Thrive@Hilton” this was launched in 2017 and started
amongst others wellness corporate training.
This initiative at Hilton is aimed at everyone in the business of Hilton. Through this Hilton
ultimately helps its team members feel more resilient, focused and optimistic about their work
in the company. This initiative led to whole host of initiatives for health and well-beings
which includes health-oriented pop-ups, wellness days and flu clinics.
In this in initiative employees at the Hilton are provided a self guided e- learning course by
Ariana Huffington this course supports the mind pillar of mind, body and spirit model. This
cover subjects like yoga, mindfulness and meditation (Jones, Molitor and Reif, 2019). These
are regularly explored and directors are provided with in-person global training from experts
of Thrive Global.
There is also an “Give a Dream, Leave a Dream” this is a month long sabbatical which
gives team members who have have completed five or more years of service for Hilton. This
is a chance to be chosen for either philanthropic work or to explore new interest new interest
or achieve a personal goal of employee.
This is a program of Hilton and focus on overall well-being of employee. The month
long sabbatical which is given to employee who has completed five years of service is a very
influential motivation for employees to retain in the organisation and work for Hilton. This is
included by well-being program in form of Thrive@Hilton. This ensures that employees are
happy at workplace and are able to perform to their best possible potential.
Healthy employees also have high morale and motivation and through this employees
become a centre of attraction for those who are competent and look for opportunity to work in
organisation that provides chance of living dreams with a career. This also improves goodwill
and attract competent people towards Hilton (Hall and et.al., 2017). Through this Hilton have
managed to increase its productivity and profitability.
Some other programs concerned with well-being of employees at Hilton are-
in this those executives which are continuously under stress have higher risk of ailment.
Wellness programme for them includes-
 Consultation for wellness.
 Consultation with Yoga Instructor.
 Interactive session with lifestyle consultants.

 Consultation to understand post-program lifestyle habits for sustainability.
 Detoxifying health cuisine.
This way Hilton is doping many efforts for the well-being of its employees so that they can
put their most potential energy to their work and bring back all the good to Hilton.
CONCLUSION
On the basis of above analysis it can be concluded that employee well-being is
important for both employee as well as for employer. In context of work employee well-being
refers to a situation when employee is feeling good about their job, is happy being at
workplace and is able to perform best for their respective role in the organisation. This is a
ideal situation of employee well-being. Though well-being programs of companies are very
important and beneficial for the employee and employer but employer may feel some
limitation of the well-being programs, such as cost associated and inclusion of all the
employees is in question. The importance of well-being programs can be understood from the
example of Hilton which run Thrive@Hilton for the wellness of the employees. Programs of
Bupa have also been discussed in this report for well-being and wellness of their employees
and their health for personal and organisational benefit.

REFERANCES
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