Employee Well-being and Duty of Care in Human Resource Management

This report examines the strategic approach of human resource management to achieve competitive advantage, focusing on employee well-being and the duty of care. It explores how organizations can enhance employee performance and engagement through various HR functions, including training, development, and policy creation. The report emphasizes the importance of employee well-being, encompassing mental and physical health, and its impact on productivity, morale, and retention. It outlines factors influencing employee health, such as job design and social support, and discusses different dimensions of well-being, including physical, emotional, and intellectual aspects. The report introduces frameworks for developing employee well-being, such as 'be active, give, keep learning, connect and take notice' and highlights the role of employee participation and engagement in fostering a positive work environment. Furthermore, the report provides a case study on Unilever, illustrating its approach to employee well-being through various frameworks and initiatives. It also discusses the benefits and limitations of employee well-being programs, along with legal considerations related to the duty of care.

Managing Human
Resource

Managing human resource is the strategic approach of the company to gain the
competitive advantage in an effective manner. It is the plan of action to improvise the
performance of an employee by which the objectives and goals of an individual achieve or
accomplished in an efficient manner (Agnihotri, 2018). It refers to the different functions of
manager that has been performed in an organisation to related with the employees. It is the action
of human resource department to enhance the engagement of an employee within the company.
Human resource are the vital part of the company as they are the only one who builds or converts
the company into a brand. It is the complete process that includes providing training and
development, performance appraisals, Compensation, development of different policies for the
welfare of employees and workers, development of various strategies to retain the employee for
the longer period of time. Human resource manager perform different roles as like planning,
controlling, monitoring, implementing and directing to emphasis the performance of workforce.
This report includes the several concepts that has been followed by the manager of an
organisation and that concept is of “ duty of care”. With the help of this particular concept HR
manager brings excessive care to the employees and provides equal opportunity to all to measure
the growth and development. In addition to that, this concept has been explained with the help of
two organisation as how an employee well-being is develop and maintains by the manager.
Employee well-being relates with the mental and physiological ill health of an employee
and contains many other things as well that is much beyond the illness that is the satisfaction
and happiness of an employee within the workforce (Barbosa, 2018). It is the scheme that is used
to reduce the cost of healthcare, to motivate the employees, increases the morale of the
employees, maintains higher sustainability within the business, to improvise the productivity,
imparts effective strategies for retention. It could be used by the companies to felicitousness the
employees from the different level of mental state as from depression, emotional fall, anxiety and
many other as well. It reflects the efforts of the company to improvise the occupational health
that is the subset of the health of employee. There are different benefits of employee well-being
as it improvised the morale, builds better social networks, increases the job satisfaction, reduces
the absenteeism, enhances the productivity, builds strong engagement between the other
colleagues.
Employee well-being supports and encourage the employees to be healthy for all the
time and makes the better place to work-in (Collings, 2018). Healthy workplace is the one that

reflects the best bond between the employee and employer that collectively promotes healthy and
good health and it is also known as well-being and workplace health. There are different factors
that has huge impact on employee health as like job design that also includes the control on work
and it also reduces the pressure of work. As it is very normal that higher ranked or position
employee get more leniency in their work while new employee faced the lot of issues and
pressure to settle and manage themselves within the workforce. Thus to resolve this issue
company create roles and imparts more fluidity within the company. Provide social support that
resist the psycho- social stress of an individual as it builds the strong relationship between the
family, friends, colleagues that satisfies the basic need of an employee.
There are some differ norms of employee well-being as like spiritual, physical, social,
intellectual, and emotional. It is the experienced that is faced by the employees in terms of
happiness and prosperity and includes strong mental health. In addition to that it is the ability of
an individual to manager and recovery from the mental health (Crane, 2019). There are five
ways to develops the well-being of employees and it is founded by New economics foundations
(NEF) on lieu of foresight commission in UK. These ways are as be active, give, keep learning,
connect and take notice.
Employee well-being has broad scope to maintain the sustainability and balance within
the business environment. As every individual has a doorway of new world thus to make
connections with the new people brings positivity in the life and creates the feeling of self-worth
and happiness. Always remains active as the way an individual performs their work that gave
more power to the mental strength and well-being. Every one wants the comfort in their life and
it gave the cool place to work but a person came out from that zone new opportunities will be
developed and happens when an individual keeps learning. To support others in any way is just
like giving the old dust to the mental health of employee well-being (Denhardt, 2018). Happiness
is all what the person has at present time and if the person felt to get the happiness in future that
often builds more pressure in the mindset of the employees. Thus employee must feel happy
whatever they have in front of their eyes as pleasure is temporary while happiness will remain
fixed that helps to gain the calmness and positivity in the attitude and imparts better mental
health.
Employee participation and engagement imparts the positivity within the workforce as
much the employee get engaged within the within the different activities and task of the

company that much productivity and profitability gained by the company. It also enhances the
performance of an employee as well as much people get trained that much they gave back to the
company (Drabik, 2018). It also create the competitive environment within the business in which
everyone wants to be perfect and perform maximum work. This has been developed by the
manager of the company by which they create that surround by provide adequate appraisals,
promotions and rewards to the employees as per their annual performance. It also helps in
retention of employees as much the people get satisfied with the job culture they always work
with the company and be with them as much they can. Employees engagement builds strong
connection within the employees by which they could easily connect with others and positive
involvement brings equal opportunity for all. Thus employee keep working with and for the
same company for the longer period of time (Hossen, 2018).
Employee well-being shows the nature of the company toward their employee and it has
direct effect on the working-culture of the business. It reflects the behaviour of both the company
and the employees as well towards the each other and shows the sort of respect and responsibility
that they feel to raise the working standard of an organisation. It generates the sense of
belongingness as company fulfils the basic need and demand of the employee on the other hand
company also get the best workforce that performs all the task in an effective manner. It also
brings more creativity within the working-culture as manager brings different and creative idea
to engage the employees and to retain them for the longer period of time. It also brings and
builds the social connections as the people get connected to each other that creates optimistic
and harmonious situation to work-in (Pandey, 2018). It enhances the security and safety of the
employee for the future by providing rewards, perks, bonus, insurance, relaxation on working
hours etc.
There are some applications as well of employee well-being as it helps to reduces the
loopholes of the business. The manager always keep maintain all the record of employees as per
their performance that has been used at the time of appraisals. It removes the preferences that has
been generated on the basis of individual likeliness and provides equal opportunity to all to
measure the success and growth. It has been used to develop the personality of an employees
as it enhances the working-culture because company provides accurate training and development
to increase the skills and knowledge of the employee (Paul, 2019). It also raises the

productivity of the business because employee keep works in more effective and efficient
manner.
There are some limitations also as sometime it is difficult for HR to manage and
develops the relevant strategies to enhance the involvement of all the employees (Key
Disadvantages of Employee Wellness Programs, 2019). It is more time consuming and costly
process because HR have to develop those strategies that covers all nature and behaviour of all
the employee. It disturb the privacy of some of the employee as it not necessary that everyone
has that free behaviour to get interact with other with that much easiness. People must have
introvert personality as well as they get hesitation to get interact with others (Perdikis, 2019). It
also troubled the employees as well because it is not mandatory that every one works with same
attitude people must have different qualities and more engagement might irritate them and they
get bored by the company.
There are legal consideration also as HR manager ensures the “ Duty of Care” and with
that it is mandatory as per the legal formats that employee get security and safety for the future.
It has legal obligation on the employees as well as manager of the company as both maintains the
well-being within the company that gave more profit to all. It builds more positive environment
that encourage both to develop the better working-culture. Duty of care reduces the negativity
and down sides of the company and provides more opportunity for the business to measure long
time attainment and development (Riccucci, 2018).
To discuss the well-being one of the company is “Unilever” and it is established in 1929
and it is the British Dutch transnational consumer goods with headquarter in Netherlands,
London, UK. Unilever's deals with different goods and services as like personal care, foods and
beverages, beauty products, ice creams, cleaning agenst and many other all across the world. As
per the record of 2019, Unilever's works in 190 countries with 155000 employees and delivers
the best services to their customers. They are known for the business that works with ethics and
treat their employees as they are most important and required part of their company. They also
works as for corporate social responsibilities because they has higher revenues thus they works
to develop and emphasis the society and raises the living standard of all the citizens that live in a
particular society.
Unilever's deals with the different product and services that promotes the better and
secure health and wealth by providing proper nutritions to the customers. As in today's scenarios

people are more aware about their health and ensures that they take those products only that are
more healthier (Rodríguez-Sánchez, 2020). Thus Unilever always prevents those product and
services that are more healthy for the users by which fitness level will be maintains. In 2014,
Unilever spread more awareness in the people related to the mental and physical health of the
users (Unilever's well-being framework, 2020). Unilever uses different frameworks to imparts
employee well-being within the business by which various precautions has been taken by the
company to procure the mental illness and other issues related to the health of the employee.
Physical well-being framework is the one in which company spread more consciousness in the
workforce related to the several aspects that relates with the health as like do not smoking, take
proper sleep of 8 hours, manage works and do not take much pressure. Another one is
purposeful framework in which company has complete focus to satisfy and fulfil the need and
demand of the employee in order to gain the best performance and to gain the effective outcome.
Emotional well-being is also be another factor in which company focus to provides the balanced
and equal environment for all to measure the success and growth. In addition to that Mental
wellness framework states that company provides an easy surround to work in that enhances the
potential of all the individual that upraised the ability of all the employees.
These strategies has been used by the Unilever to develop the better environment that
provide equal opportunity to all to get the success and growth. On the other hand Unilever has
the management department named as “agile working” that improvised the working-culture of
the company by which they achieve the target and goal in an effective manner (Syed, 2019).
The another one example of employee well-being is of Tesco plc that is the largest
multinational retailers of groceries and merchandiser with the headquarter in Welwyn,
Hertfordshire, UK. The company was founded in 1919 by Jack Cohen and have 6800 number of
shops in 2019. Tesco deals with different products and services as like clothes, books,
telecommunications, furnitures, toys and many more. Tesco works in different segments as like
convenience shops, supermarkets and hypermarkets. According to the statistics of 2019, Tesco
has around 450000 number of workers and works collectively by which company gains their
objective within the certain period of time and in easiest manner. For to manage the employee in
an effective manner Tesco must applies different strategies and conduct different programmes to
support the well-being within the business (Vaiman, 2018). That further helps to build the
morale and confidence within the employees to resolve the different issues related to mental

health. It raises that confidence in the employee by which they perform their work in better way
and measure more and more success within the particular time duration.
Tesco has major focus to manages and balanced the health and illness of the employee by
satisfying the basic need and demand of the company. Company provides flexible working hours
for the employees as per the different conditions and emergency. Tesco works on much larger
scale and works in different countries thus there employees also has wider diversity. Thus
company provides adequate well-being of the employees and creates healthy choices to work-in.
Thus HR manager performs different strategies to balance the workforces within the company by
which they work with more enthusiasm. Manager ensures that employees get the best platform to
measure the success and no one feel pressurised while working and work with free behaviour.
HR manager performs and develops different strategies to satisfy each and every individual that
are linked with the company that emphasis the performance and profitability of the business.
Tesco adopts different friendly and flexible policies to work in free manner, provides
career break as per the requirement and demand of the condition, also looks for child nativity
to swap the working shifts of the employee (Wass, 2019). In addition to this, HR manager builds
and develops different strategies by which people get more easiness while working as like Back
to support as if someone is not able to work for the certain period of time then they get the
flexibility to join whenever they want. Employee well-being strategies of Tesco includes Free
counselling to the employees and provides different opportunity to enhance the performance and
growth within the certain period of time. Tesco also provides vouchers to the children in the
summer or winter breaks and conduct different events as like eye and health check-up. That also
includes the family members of the employees that raises more loyalty and belief of an employee
towards the services that is offered by the company. Tesco also has its own website named as
ourtesco.com in which employees are free to provide and share their personal feelings as if
someone wants to quit smoke and drink then they post that and company further provides
different guidance to resolve their issues. Tesco has its club named as “Quit Club” in which
different problems of the employee get resolved with required counsel (A healthy workforce: the
employers taking staff well-being seriously, 2020).
In addition to that, Tesco also provide awareness about the education and other basic
need as well like health related issues, provide advice for different problems, supply health and
first aid box to all. These would reduces the retentions rate of employees and there long

sustainability and balanced conditions within the company. It reduces the early retirements that
would be occur due to different health issues. HR manager of Tesco monitors and control these
strategies and then try that same issues wouldn't generate again and again. Manager always
ensures that each of the employee get satisfied with the company and take less leaves and works
with more enthusiasm (Khandelwal, 2019).
Tesco builds and implement new strategies on continuous basis as per the requirement
and demand of the workforce. Tesco conducts and provides the Gym passes by which employee
will keep remain more flexible and has strong mental and physical health. As much people get
freeness and cool environment to work in that much new ideas has been generated by which
company get the effective outcome that helps to reach the success for the longer period of time.
Tesco also performs Health charity to develops more healthy and wealthy environment and that
has been done to promote the better today that makes the brighter future (Magpili, 2018). With
the help of these factors Tesco gain the wider success in their diversified business.

CONCLUSION
It has been concluded from the above report that employee well-being is most important
for the company to measure the growth and development in an effective manner. All the
company must apply different strategies to gain the competitive advantage within the specified
period of time. Employee well-being works to reduce the mental and psychological issues that
has been generated by feeling pressurised. In includes the detail description of well-being as its
scope, nature, limitations and characteristic that will be used to gain the success in efficacious
way. In addition to that manager performs “Duty of care” with legal consideration to avoid the
negativity from the workplace. This report also includes the example of two different
organisation that are the largest companies that forms different strategies to motivate the
employees.

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