HR Report: Employee Well-being Analysis of Tesco and M&S

This report delves into the critical aspects of human resource management, emphasizing the significance of employee well-being in the workplace. It defines employee well-being, outlining its scope, nature, and limitations, while also exploring the duty of care that organizations have towards their employees. The report provides examples of employee well-being initiatives from Tesco and Marks & Spencer, analyzing how these companies implement programs to support the physical and mental health of their workforce. It covers topics such as wellness programs, physical work environments, mental health investments, and employee recognition. Furthermore, it addresses the limitations of such programs and the importance of creating a safe and healthy working environment. The report highlights the role of management in fostering a positive work-life balance and supporting employees through training and development, ultimately aiming to improve overall organizational productivity and employee satisfaction.

Managing Human
Resources

Introduction
Managing human resources is a systemic process of an organisation that is concerned to
engage the manpower and offer them appropriate working environment to conduct routine
operations systematically. It is a part of management processes which is concerned to develop
the skills, knowledge, creativity, aptitude, potential and performance of personnel in order to
maintain commitment and attain long term objective successfully (Buller and McEvoy, 2012).
The basic purpose of management is to enhance the chances of job satisfaction that creates
synergy amongst working staff and led to the situation of employee well-being. Thus, both
employee as well as company works on common platform to accommodate personal and
organisational requirement.
To better define the report Tesco as well as Marks and Spencer company has been
selected which is a part of retail industry and offer diverse offering that means food items and
apparel within same platform. These company immensely focuses on employee's well being by
offering them right condition and circumstances to work which finally helps to enhance footfall
of company. This report cover topics like define employee well-being within workplace
including its scope, nature and limits. Application of the examples of different organisations that
together attempt to take Employee Well-being initiatives.
Definition of Employee Well-being, its scope, nature and limits in general practice
Employee well-being simply refers to the happiness and prosperity experience that
enhance the ability of an individual to perform task with full specialisation and discover methods
to manage the stress effectively. Initially, the organisation used to just focus on their objective
and employees were not considered as an asset of organisation. Due to which rather than
understanding employee's emotions or promoting them to participate in decision making process
they were just delegate the responsibility to perform monotonous task. With change in era and
increase in competition employees are considered as one of the most essential factor of
production whose efforts helps in successful implementation of actions (Chang-Richards and et.
al., 2015). This promote the manager to balance out work by maintaining the psychological and
mental state for the well-being of employee. The supportive nature of employment well-being
encourages the actions of an employer or organisation to enhance the commitment of staff in
order to flourish the business operation. Along with that it involve training and development

session that helps an organisation to nurture the culture and support while dealing with the issues
associated with health and well-being of personnel. This further raises overall productivity of an
organisation by lower downing the chances of high turnover rate (Holmqvist and Spicer, 2013).
The multinational organisation in order to sustain its global image and maintain employment
relationship takes initiative to develop wellness programme that encourages employee to
maintain perform physical activity to maintain their health and reduce the chances of stress.
Thus, the activities and initiative which is performed by an organisation for better
implementation of operations for employee well-being are determined below:
The organisation can run various wellness programme and seminars that help employees
to take desirable initiatives in terms to opt for healthier eating and exercise options in order to
remain physically or mentally fit. To successfully carry out wellness program an organisations
needs to overview that employees need to value desirable initiatives which leads to smooth
business processes. Further, as an organisational constantly function in dynamic environment so
to survive in competition environment it goes through immense pressure and need to bring
transition by updating skills and knowledge of employees. Additionally, to refresh and revitalise
the energy of staff organisation needs to support the well-being of staff by organising dance
competition, throw fitness challenges and organise yoga or meditation classes. Such initiatives
review the efforts of employees in order to optimise their performance and carry out task
successfully.
Workplace well-being encompasses the role of both physical as well as mental state
which needs to be maintained by an organisation to support the efforts of overall workforce.
Physical well-being involve modifying offices design like access to natural sunlight to carry out
sustainable performance (Daley, 2012). Based on the report of “The World Green Building
Council” it is advisable to design offices in such a manner which encourages the morale of
overall staff and widen up overall firm's productivity (Workplace well-being checklist, 2020).
Here focus is given to improve the lifestyle of overall workforce by promoting greenery, intake
nutritious food and do regular exercises in order to successfully leads their life and
simultaneously raises overall productivity.
Scope of Employee wellness programme: Nowadays the employee wellness
programme have immensely become popular these days which is opted by most of companies.
The reasons of wide scope of programme are discussed below:

Physical work environment: To maintain employee well-being it is vital for an
organisation to provide collaborative space as well as appealing environment for employees to
work creatively. Generally the company offer open spaces that appeal the interest of employees
in terms to promote favourable changes successful.
Physical health investment: As employees most of the hours within workplace to
achieve their target so in return it is the responsibility of organisation to take wellness initiative
and focus to empower the health of employees (Scope of employee wellness, 2016). It basically
involve the educational resources that spread awareness amongst employees to lead their lives
healthy and active.
Mental health investment: Employer needs to be sensitive enough in terms to maintain
the psychological demand within workplace for the well-being of employees. As the healthy
mind of employee remains active and encourages them to make effective use of resources.
Therefore, taking physical and mental initiatives maintain employer employee relationship which
landed up in gaining organisational success.
Employee recognition: Recognition is carried out either in form of reward or
appreciation which help to motivate the workforce in terms to carry out their job or task role
effectively (Tiwari, 2013). Maintaining employment relationship is a successful part of well-
being that help employer to find creative ways in term,s to carry out their task.
Limitations:
Positive reinforcement leads to build healthier lifestyle of employee as they get monetary
or non monetary benefits which leads to the well-being of physical and mental state. Such
reinforcement can only be accessed by those employees who explicitly perform their task in
terms to attain predetermined objective (Morley, Heraty and Michailova, 2016). The employer
for better performance carry out inclusion of healthy practices which may not necessarily opted
by some employees sincerely thus affect their mental health leads to increase in stress and
conflict. Thus, it makes the task of employer complicated to manage the whole human resource
sincerely.
Employer cannot control the actions of employee after their duties or working hours gets
completed. This determine any misconduct which takes place after business can immensely
affect the physical and medal health of an individual. Thus, such performances even affect the
actions of staff in terms to carry out their operation effectively. For instance, smoking and

consumption of alcoholic is injurious to the health of employees which can affect their mental
and physical health. Thus, until the person is determined enough, employer initiative to run well
programme cannot give fruitful result.
Duty of care determine core responsibilities of an organisation in terms to maintain the
physical health, well being as well as safety of employees. The purpose of such legal perspective
is to provide workplace that significantly function to protect the welfare of team members. Like,
within UK as per local authorities health and safety law needs to be regulated to minimise risk
factor for staff. There are certain duties or responsibility of manager in context to maintain Duty
of care for the well being of employees (Sauser Jr and Sims, 2013). The internal or physical
working environment of an organisation needs to be safe as well as healthy for personnel. It is
basically the legal responsibility which needs to be abide by all organisation irrespective of their
size and scope. Rather than just focusing on task it is the responsibility of manager to maintain
the effective relationship with their employee. Thus, manager must ensure that all the necessary
information gets timely transmitted to employee. Along with that they ned to work for
reasonable working hours and get adequate rest breaks in between their performance. Moreover,
focus needs to be given in terms to provide appropriate training and development session to
share desirable knowledge with the objective to enhance overall performance of personnel.
Along with that roles needs to be allocated by personnel on the basis of job description as well as
skill of employees. Additionally, the employee need not to be overburdened with diverse
responsibility (Sauser Jr and Sims, 2013). Further, encourage the suggestion from employee
which acts as an opportunity for an organisation to modify the operations of company. Similarly,
the manager need to provide constructive feedback and reviews to their staff with the border to
improve their performance and gain immense success.
Therefore, it is prominent for an organisation to maintain work life balance by offering
desirable working condition to employees. Along with that measures are taken to enhance
working condition of personnel by offering them desirable opportunity to exploit opportunity and
function effectively. Application of well-being programme enhances the performance of
employee by supporting mental state which helps to derive out best possible result for
sustainable functioning of entity.

First example of an organisation's attempt at Employee Well-being initiative
Tesco is the multinational grocery outlet that cater global market through physical store
as well as online platform. The headquarter of company is in UK and offer diverse offering to the
customer under one roof. Being global brand the company hire inclusive and diverse workforce
provide them training in order to successfully attain predetermined objective. The main objective
of company is to explicitly perform their actions by enhancing the skill of their workforce and
maintain employment relationship. The internal manager of company takes immense initiative to
maintain employment well-being for which various programme are designed (Tesco's employee
'health pledge' met with scepticism, 2017). The initiatives of Tesco helps to enhance job
commitment by supporting mental and physical health of workforce that leads to maintain
sustainable work life balance. Some of the initiatives taken by Tesco company in favour of their
employees are discussed below:
Health initiative was taken by the manager of Tesco company, under which they invite
overall employees and make them understand regarding the essence to remain physically fit. This
led employee to focus on their personal fitness, consume balanced diet as well as take quality
sleep. Such initiatives reduces the chances of illness, anxiety, fatigue and many more which
promote staff to remain active throughout the day. Respective initiative is practised regularly so
that Tesco company can build the team of healthy workforce that are desirable enough in
manage their performance effectively.
Tesco is well recognised company due to which it abide by social responsibilities
effectively like it carry out the actions in such a manner it can safeguard the interest of their
employees effectively. It assist company to retain potential workforce as well as attract talent
staff to effectively fill up vacancy (Varma and Budhwar, 2013). The company has collaborated
with healthcare institution like Nuffield Health that is responsible to carry out free routine check
up of staffs. This motivate the staff to perform free health check ups such blood pressure check
ups, assessment of Type 2 diabetes patient and remain updated about their health. Additionally,
retail giant offer free vegetables as well as fruits to their shop floor staff so that they does not
comprise their health for the sake of money. Therefore, this assist local resident to leads
nutritious life and further support healthy bind as well as mind.
The internal manager of Tesco manager immensely focuses to improve the health of
employee by taking vital initiatives by consuming healthy food as well as beverages. For this the

expert as well as manager communicate productive strategy in order to effectively improve the
healthcare of their staff. The constant efforts of employer has encouraged employees to
effectively perform their roles as well as responsibility successfully.
The consistent effort of company has supported the mental health of employees by
offering them desirable environment to function. Along with that the performance appraisal
programme helps to offer immense growth opportunity to employees which helps them to derive
out job satisfaction and maintain the mental health of staff (Tesco partners with UK health
charities to highlight workplace health programme, 2018). Further, Tesco company run
communication campaign for which they haver formed partnership with national health
campaigns. The role of pharmacists is to support the staff by preventing them from any major
diseases like cancer, heart or circulatory diseases. This develop insights for employees and help
to manage their life successfully as it is a useful way to tackle any health challenges faced by the
people of UK.
Thus, these are some of the ways by the manager of Tesco company makes immense
efforts in terms to promote the mental and physical health of their workforce. The partnership of
company with various health care institution helps their workforce to gain insight and maintain
their health. This promote the interest of employees in terms to share desirable relationship with
their employee and remain encouraged in order to perform their task successfully.
Second example of an organisation attempt at Employee Well-being initiatives
Marks and Spencer is the multinational retailer that is recognised globally for its supreme
quality of products that include apparel, home décor item as well as food products. The
headquarter of company is in United Kingdom and the company undergo with deep market
research. This helps to gain relevant information and bring successful modification with to
incorporate better functioning. The manager of company immensely give priority to the well-
being of their employees because it helps them to perform desirable actions successfully
(Wellbeing & Employee Engagement, 2014). Certain initiatives that were taken by Marks and
Spenser company to promote the physical and mental health of existing employee are determined
below:
The manager of Marks and Spenser company critically function to maintain employee
engagement by performing various health programme. Such programme assist employees to
consider their health as a priority and take necessary actions in order to lead their life

successfully. This further maximises the effort of employee as they participate in various
programme like BIKE 24 charity challenge, weight loss challenge etc. Initiatives of launching
such activity revitalises the energy of staff and make them active enough to carry out their
routine task successfully. These programme has effectively controlled the turnover as well as
absenteeism rate of employee caused due to sickness. The company has it's well being website
that look after the personal fitness of employees and comprises of different steps like drink more
water and perform weight management exercises which is carried out successfully.
The company has presence in both developing as well as developed parts of the country
due to which it have launched various wellness programme for the local residence of different
country. Some of the programmes like Greek EAP offer unique solution to staff in terms to
improve their health criteria (M&S to roll out staff well-being initiatives, 2014). Thus, such
programme has gained immense attention in terms to enhance job satisfaction amongst
workforce.
The company has successfully managed nutritious labelling on its food items all over UK
so that the staff can effectively maintain healthy eating practices. This offer healthy service as
well as policies for staff which involve promoting exercises, maintaining healthy eating practices
and spread health awareness. The employer need to overview that all the initiatives or practices
are effectively practised by employee to enhance engagement rate of employee.
Marks and Spenser has effectively prepared Plan A report that involve all the detail
information to perform employee engagement and maintain well-being of employees. These plan
A involves all the essential information which need to be transmitted by employer and
accompanied by employee to systemically maintain stability. It include annual weight loss
challenge that helps to maintain desirable eating habits to take adequate nutrition and reduce the
weight under which over two thousand people have participated (Wapshott and Mallett, 2015).
Additionally, under marathon and any other physical activity like Bike 24 which is a cycle
marathon around four thousand people have participated which is considered as a healthy
exercise to maintain the interest of employee.
Hence, programmes like Plan A have effectively motivated the employee to maintain
their health and effectively work in favour of company. This develop the healthy work that can
effectively manage the overall tasks of company successfully.

CONCLUSION
From the above report it has been determined that Employee well-being is an essential
part of an organisation which is concerned to maintain the health as well as safety of manpower
by establishing adequate relationship in order to incorporate desirable performance. As well-
being has wider scope due to which most of the successful organisations function to derive out
mental fitness of employees by managing conflict, reducing chances of anxiety and offering
flexible working environment (Zhang and et. al., 2012). This helps to attract and retain
employees due to which they remain motivated and maximise their potential in order to produce
favourable result. Thus, the employer needs to consider diverse factors such as degree of control
over work, provide clarity about responsibilities, run training programme to handle varieties of
task. Therefore, this helps to produce desirable result by managing interpersonal with human
resources and derive out best possible result to maximise overall profitability successfully.

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