SNOC Employee Health & Wellbeing: Program Recommendations & Analysis

This report presents a case for adopting an employee health and wellbeing program at Sharjah National Oil Corporation (SNOC). It includes a stakeholder analysis, comparing primary and secondary data sources, and drawing conclusions from research. The report recommends a health and wellbeing program, referencing relevant theory and models. It uses secondary data, including local government health reports, HRIS reports, and financial statements, to identify key issues such as anxiety, sleep disorders, and stress. The analysis highlights the impact of these issues on employee productivity and organizational performance, emphasizing the importance of internal communication and employee engagement. The report recommends conducting surveys, analyzing medical records, and improving HR policies to promote a healthier work environment. It also suggests monitoring organizational characteristics and management practices that affect work-life balance.

Assignment – 5UIN - Part B
This assignment must be submitted through Online Services
Part B (A.C. 3.1 & 4.1) (2,500 words)
Based on the group work you have been involved in, and your own research, compile a report for your
own organisation’s senior managers (or for another organisation you are familiar with or been
involved with) setting out the case for your organisation adopting the concept of employee health and
wellbeing, with recommendations for a health and wellbeing programme.
Your report should:
a. Set out and compare the differences between primary and secondary sources you have used and justify your
use of these sources, and the validity and reliability of the data you have researched as an individual or as part
of the group activity.
b. Identify who the main stakeholders are that you are addressing the report to and analyse their interest and
influence in the area being investigated.
c. Using an appropriate mix of diagrammatic and narrative formats, draw conclusions from your own and the
group research and make recommendations to the stakeholders you have identified. Justify your conclusions
and recommendations by reference to the data analysis you have undertaken.
d. Compile a health and wellbeing programme for your organisation as part of your recommendations.
You should refer to relevant theory and apply theoretical models. All sources of data and information must be
appropriately referenced and be contained in a bibliography or reference list. You must indicate in the reference
list/bibliography what sources were your own contribution to your report and which came from the group activity.
You can draw upon the research conducted during the group activity but you must also show that you have been
able to research further on your own and provide evidence of doing this.
Report format:
Your report should follow a structured report format:
 Title page
 Executive Summary
 Introduction and theoretical context
 A stakeholder analysis
 Research methodology – justification for primary and secondary methods
 Data analysis – findings from the research
 Conclusions
 Recommendations
 Bibliography/References list
 Appendices:
 Implementation plan
 An employee health and well-being programme
 Please also comment on how you will transfer the new knowledge and skills gained during this
assignment into working practices. You may also use this reflection for your CPD.
 You should also include 3-5 references from up to date and relevant sources in order to support
your findings. This assignment must be submitted through Online Services
Guidance
To stay within the word count requirements, you will not be able to provide as much detail as you would
realistically be expected for a report of this nature. What you are expected to do is produce an abridged report that
could be expanded to a full version. To help you achieve this, you should work within the template boxes below,
which provides specific guidance on each requirement.
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Assignment – 5UIN - Part B
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NAME: Mohammed Alhaddi COHORT: HRM13D
COMPANY: Sharjah National Oil
Corporation
WORD COUNT 2150
Title page – include your name and title (as appropriate) – CIPD number – Title of the report – word
Sharjah National Oil Corporation (SNOC)
Mohammed Alhaddi – HR Manager – CIPD Number: 51962683
SNOC Employee Health and Wellbeing
Executive summary – overview of your report (approx. 300 words – not included in word count)
The concept of workplace wellbeing ensures the safety, satisfaction and engagement of the employees. The
wellbeing of workers also determines the long-term effectiveness and success level of the organization. In
this study the components of developing workplace wellbeing considering internal communication,
focusing on development and learning has been discussed under the light of Sharjah National Oil
Corporation and its organizational structure. The stakeholder’s analysis has been done in this report that
comprises of employers, employees, senior management, line managers, Human resource specialists, union
representatives, hospital authorities, communities, and families.
The data collection method of this report is secondary. The data has been collected to provide the brief
discussion on current workplace conditions and health of employees while focusing on case studies and
evidence-based work. The Human Resources Information System has been also collected to understand the
employee engagement and the turnover rate. The comparison between the 2016 and 2017 company report
has been done to understand the concerns of the employers and employee about their financial health in
the current scenario.
From the secondary data analysis it has been found that Anxiety, sleep disorders, and stress are vital signs
that indicate that employees are having lack of healthy atmosphere and wellbeing. It has been also found
that mental health of the employee consists of stress, depression with optimum psychological, physical and
social wellbeing of employees. The Expense of employee compensation includes cost of medical, cost of
sick pay, compensation and administration costs.
It has been recommended that, employers should conduct surveys and analyse the medical records of
employees and understand their problems and the extent. Employers can monitor the organizational
characteristics such as values, workplace culture, and management practices that can hinder work life
balance as well as the work environment. At the same time, The HR policies should focus on improving the
communication at workplace while allowing the participation of employees, policies concerning consulting.
Introduction and theoretical context of the topic (approx. 300 words)
Guidance:
Provide an outline of what you would include here in a full report. This may be presented as a series of
bullet points/statements as long as it is clear how these can be expanded to a full version.
Workplace wellbeing refers to all the aspects related to working life of employees, from the safety and
quality of the workplace environment, to employee satisfaction and the climate at workplace. The aim of
workplace wellbeing is to ensure the safety of employees, if they are satisfied, and if they are engaged at
work. The wellbeing of workers is crucial to determine the long-term effectiveness of the organization
(Anitha, 2014). The general wellbeing and health of an employee can be directly related to their overall
productivity (Faragher, Cass and Cooper, 2013). In the current scenario, organizations are recognizing the
increasing need for wellbeing of their employees. There are many progressive organizations believe that
their employees are their most important resources and that is the main reason of appreciating their
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Assignment – 5UIN - Part B
This assignment must be submitted through Online Services
wellbeing. On the contrary, many organizations have started focusing on the fact that wellbeing issues as
they previously were paying lesser attention towards needs of their employees. Stress management and
wellbeing issues are within the overall duty of employers that they owe to their employees. There are
potential issues that can affect the wellbeing of an employee and lack of recognizing these issues can lead
to an unsatisfied employee (O’neill and Davis, 2011). Workplace problems such as stress, conflict, bullying,
mental health issues demand the attention of employers. Internal communication and focus on
development and learning is a must for any organization to make its workplace more satisfying and decent
place. The growing trend shows that employers are adopting global health promotion policies to cover
issues concerning specific health problems affecting employees. Understanding the risks to employees in
relation to wellbeing and stress is increasingly important responsibility for modern employers (Baum,
2016).
Stakeholders identified and why (approx. 200 words)
Guidance:
Provide a summary stakeholder analysis – identify level of interest and influence on the project
Current organizational life often includes reduction in workforce, change in work patterns and increased
levels of uncertainty. A poorly handled organizational change can be a cause of stress in the workplace. It is
the responsibility and in the interest of the employer to manage the pressure to minimize the impact on
productivity. Managers who adopt good practice principles can handle the complexities of maintaining
wellbeing in the workplace. In order to maintain healthy working environment, the enlistment of internal
and external stakeholders is must to work together. This will facilitate a strategic approach to provide
support and wellness programs and generate awareness. Stakeholders often comprise of employers,
employees, senior management, line managers, Human resource specialists, union representatives,
hospital authorities, communities, and families. Employers should be involved in local and at national level
programs and projects that are designed to promote wellbeing and health of employee. Employers should
create a supportive environment in workplace by ensuring physical safety, healthy food, and physical
activity. Civil authorities and communities ensure that government and employers are held accountable for
the employee health and safety. Trade Unions ensure awareness among members of the benefits of
healthy living. Employees can themselves take part in workplace health improvement programs (Clarke and
Hill, 2012).
Research methodology (approx. 200 words)
Guidance:
Include two tables:
Table 1 – Primary methods (method/justification for using)
Table 2 – Secondary methods (method/justification for using)
Construct Table 1 based on a scenario where you would actually conduct the research even though you
will not be doing this. Your analysis below will be based entirely upon secondary methods/sources.
Table 1 – Primary methods (method/justification for using)
Employee satisfaction survey The Employee satisfaction survey was used to measure the
overall satisfaction of existing employees in an organization.
The survey contains research-based questions that also
measure the drive employee engagement and their level of
satisfaction in the organization. The questions contain open-
ended questions to know employee responses.
Interviews with Employees and Lower
management
The interview conducted with the employees were face-to-
face conversations on their workplace environment, safety
and health measures taken, promotional activities on health
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Assignment – 5UIN - Part B
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benefits, measures taken to retain employees and improve
overall productivity of employees.
Table 2 – Secondary methods (method/justification for using)
In order to complete the research following secondary data were used.
Local Government UK Health &
Wellness Report
The data gathered from the report provides the brief on
current workplace conditions and health of employees with
focus on case studies and evidence-based work. The focus
lies on employed individuals with poor health conditions at
workplace
HRIS Report The Human Resources Information System helps to
understand the employee turnover rate through turnover
reports. It will help ascertaining the factors that may be
causing employee turnover.
Sales and Financial Reports (2016 vs
2017)
The comparison between the 2016 and 2017 reports state
that employees are more concerned about their financial
health in the current scenario.
HR Dashboards HR Dashboards are useful in focusing on areas that the
strategic plans showcase as the main areas of future growth.
Data analysis and findings (approx. 1000 words)
Guidance:
This will be based entirely on secondary research. This section should be written in full, drawing upon the
group research, but you should also build on this with your own research. You should include 2 – 3
graphical representation of data, and you should include 3 – 5 references.
There is one element missing: the brief clearly states that you must present the data you have
collected in ‘an appropriate mix of diagrammatic and narrative formats’. You have not included
any charts, graphs, pie charts or tables. This is also clearly stated in the task box headed ‘Data
analysis and findings’. You need to add at least 3 visual formats here, and comment on them. (150
words)
Anxiety, sleep disorders, and stress are vital signs that indicate that things are not well. It is natural for an
individual to extend these issues into their workplace which means these issues can affect their overall
productivity. When employees are suffering from such issues it is obvious that their performance within the
organization will substantially reduce. Individual performance is often linked with their mental condition
and ultimately affects the organization. At the end of spectrum of mental health, the employee will be
stressed, depressed with optimum psychological, physical and social wellbeing of employees. Although the
wellbeing of employees is an important topic for any organization, it can still be a taboo for many of them.
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Assignment – 5UIN - Part B
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Fig 1: Data for mental illness of employee
(Source: Created by Author)
This is because employees are reluctant to discuss about their mental condition with their employers and
they might not be equipped to resolve the issues (Fischer, 2014). Denial situations like these lead to poor
performance of both employees and organization. Today’s organizational life often includes making
changes in the working patterns, workplace reduction, and exceeding levels at uncertainty of situations,
and for employees such changes can adversely affect their wellbeing. Employees should manage such
pressures that significantly impact their productivity. Building a logical business case for wellness
interventions is the foremost starting point. In order to build a business case, the analysis of cost of the
health issues are needed to be included (Mowday, Porter and Steers, 2013). Employers can balance the
cost on these issues with initiatives that include health promotion, prevention initiatives and health
education. The concern of wellbeing of employees in the workplace should be raised by the first line
managers which needs to be made aware to the senior management.
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Assignment – 5UIN - Part B
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Fig 2: Benefits of mental health disability
(Source: Created by Author)
The cost of ill-health of employees will include cost of medical, cost of sick pay, compensation and
administration costs. The cost benefits of the initiatives will include enhanced productivity, reduced costs
from frequent absenteeism, improved safety measures within the workplace, damages payments, reduces
costs of medical cover, and measures to motivate and retain employees (De Neve, Diener, Tay and Xuereb,
2013). Research says that the source of mental health issues is due to their personal circumstances,
individual ability, family issues, their physical environment, organizational culture and values of the
organization. It is in the interest of employers to bring in interventions which will help to understand the
issues faced by employees and address them through employee assistance programs that provides
counselling. The work design can be improved to prevent or reduce potential workplace risks.
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Assignment – 5UIN - Part B
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Fig 3: Pie chart for cost of ill health of employees
(Source : Created by Author )
Approaches to employee wellbeing
Researches state that the management of any organization must be proactive in adopting policies to
improve employee safety and wellbeing (Hymel, et. al., 2011). Employers can conduct surveys and analyse
the medical records of employees and understand their problems and the extent. Employers can monitor
the organizational characteristics such as values, workplace culture, and management practices that can
hinder work life balance as well as the work environment. The HR policies should focus on improving the
communication at workplace; allow participation of employees, policies concerning consulting them will
help recognizing the potential impact of work on employee wellbeing. Management practices should help
in framing training and health programs that help in promoting wellbeing of employees. As per the Local
Government UK Health and Wellness Report, the annual cost incurred due to sick leaves and work related
issues stands approximately to 100 billion pounds. 23.2 per cent of UK’s working population is affected by
various health related issues and there are several claims relate to insufficient benefits provided to
employees in the workplace. The report suggests services available to help employees that support them
financially such as Access to work for the disabled, New Work and Health Program for long-term
unemployed individuals (Local Government Association, 2016). The HRIS reports help in improving people
management in organizations. It helps in identifying the reasons behind employee decreased productivity
and ultimately leaving the company. The reports also identify the average turnover rate in an organization.
Human Resource Dashboards present the employee data in a more meaningful way and helps in saving
time of HR Managers. Dashboards are efficient in maintaining internal communication in an organization
(Buzko, et. al., 2016).
HR Dashboards adds value to an organization by measuring its progress, maintaining relationships,
monitoring the workforce, the costs involved in employee retention, providing benefits to high performing
employees, analyse factual data to understand the current challenges and improve the hiring process.
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Assignment – 5UIN - Part B
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Keeping the employees motivated and boosting their morale is directly linked with their engagement in
organizational activities that improves their overall productivity. Dashboards help in strengthening the
process of on boarding employees and maintaining their individual records. Surveys and dashboards gather
relevant information that helps identifying the growth problems of employees and how managers can take
measures within a reasonable timeframe. The Sales and Financial reports state the need for employees to
take their financial decisions. The challenge of managing the financial wellbeing of employees is a growing
issue which is driven by increasing costs of benefits for employees. A poorly managed financial condition of
employees by their organizations can hinder their performances. Majority of employees are worried about
their financial positions and negatively impacts their ability to concentrate at work. 30 per cent of
employees are unable to take prior financial decisions. Higher level of absenteeism can be lead to damage
in productivity and the total estimated cost is more than 8.4 billion dollars in a year (CIPD, 2017). Employers
can check the fairness in their current pay policies which will provide opportunities for its employees to
develop and progress in their careers. Employee financial issues can be addressed by conducting employee
surveys about their existing offered benefits and required changes.
Conclusions (approx. 250 words)
Guidance:
These can be listed as bullet points – but you should include brief comments on your level of confidence in
each conclusion. Ensure that all conclusions can be cross-mapped to the analysis.
The concept of a sound workplace has been a vital part of every office culture since ages, but many
organizations fail to understand the emergence of creating a healthy and safe environment for its
employees. Wellbeing can mean different to different people. Wellbeing can involve physical wellness,
emotional wellness and feeling of happiness that comes within and engagement in working place. The
overall wellbeing of employees depends on putting constant efforts to uplift their motivation. It is
important to implement plans that will encourage and support employees and recognize their
contributions towards organization. As there is a strong connection between a healthy working
environment and a satisfied employee, it is important for organizations to make employees feel
appreciated at work. Employees who are physically and mentally stable are able to be committed to their
work as they are willing to take an extra mile to get rewarded for their work. Organizations should focus on
the mental health of employees to expect fewer missed days of work and reduce the costs involved in
implementing wellness programs. A supportive environment emphasizes on wellness to create happier
teams of employees. Despite the prevailing issues, benefits such as enhancing leadership qualities,
retirement options, competitive pay and employee retention programs will encourage employees to stay
for a longer run in the organization. These benefits allow employees to be more productive and add to a
positive workplace environment.
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Assignment – 5UIN - Part B
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Recommendations (approx. 250 words)
Guidance:
These can be listed as bullet points/statements
Organizations should always understand the importance of having a team of good employees and it
requires putting proper planning in place to encourage employee wellbeing. It is recommended to be
supportive and provide customized feedback to employees. The use of HR Software solutions will ensure
the proper organization of employee records and are easily accessible. Constructive feedbacks ensure
recognition of employee efforts and necessary changes required to improve the performance. Employees
can be offered with options or flexibility to work from home and work from other job sites. The working
hours can be made flexible according to the suitability of employees. Remote schedule management and
biometric timekeeping can provide greater flexibility at any workplace setting and help employees to
achieve work-life balance. Recognizing the employee milestones and keeping a track of their personal
details can often be difficult. This can be achieved by maintaining the HR software to keep a track of
employee information. This can be an informal but yet effective step towards managing the workforce. The
management can undertake the needs analysis to profile health issues and address the needs within a
specified timeframe. A safe and healthy working environment is one that recognizes and embraces its
employees for their contribution, skills and hard work towards the organizational development. When an
organization aims at adopting leadership and provides relevant tools to encourage a flexible work
environment, it is certainly going to reap the rewards of productive and engaged workforce.
Appendix: Implementation plan (not included in word count)
Guidance:
Include key actions – responsibilities – a realistic timeline (300 word)
Action plan
Activity Involved personnel Purpose
Communicating with
stakeholder
Employees, senior
management, line managers,
Human resource specialists,
union representatives, hospital
authorities
Communicating, developing the
sense of urgency for Continuing
Professional Development
Identifying needs Senior management,
Employees,
Identifying the core health and
wellbeing related factors that
need to be assessed and
empowered through
professional development
Setting up objectives Employees, senior
management, line managers,
Human resource specialists,
Setting up the planning for the
Continuing Professional
Development or CPD program
including the objectives and
accommodation plan.
Making budget plan Employers, senior
management, line managers,
Making financial estimation for
the event based CPD plan,
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Assignment – 5UIN - Part B
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Human resource specialists which would include the
payroll, transportation, rents
and other expenses
Forecasting and promotion Senior management, line
managers, Human resource
specialists
The flyer will be distributed
within the workforce
mentioning the date, time,
place and the purpose of the
program
Arranging and facilitating
provisions
Employees, senior
management, line managers,
Suppliers
Communicating with suppliers
for the event and arranging all
the necessary components for
the program at the chosen
premise
Job role allocation Employees, senior
management,
The job role of the members
who are conducting the
program from the management
side will be decided
Executing the CPD plan Employees, senior
management, line managers,
Human resource specialists,
union representatives, hospital
authorities
The CPD program will be
executing with appropriate
monitoring and controlling
operation.
Feedback and Evaluation Employees, senior
management, Human resource
specialists,
The feedback from the
employees will be collected to
evaluate the success rate of the
CPD program.
Responsibilities
Personnel Responsibility
Employers Funding the CPD program after acknowledging the
implementation plan through reviewing the purpose and
objectives of the program
Management team Managing the stakeholder integrity and ensuring the cooperative
process and coordination.
Human Resource Specialist Developing the health and wellbeing program plan aligned with
the workplace health and safety measures and necessities.
union representatives Representing the opinions of employees regarding CPD plan and
finding out potential conflicts.
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Assignment – 5UIN - Part B
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Hospital Authorities Making the CPD plan and development procedure aligned with
the corporate rules and healthcare related rules and regulation.
Employees Taking part of the system as a valuable participant for showing
interests and finding out needs of assessment.
Timeline
Activities 1st Wk 2ndWk 3rdWk 4th Wk 5th Wk 6th Wk 7th Wk 8th Wk 9th Wk
Communicating
with stakeholder
Identifying needs
of assessment
Setting up
objectives
Making budget
plan
Forecasting and
promotion
Arranging and
facilitating
Job role
allocation
Executing the
CPD plan
Feedback and
Evaluation
Appendix: Health & wellbeing programme (not included in word count)
Guidance
Provide a top level summary programme
(Appendix and Guidance 300 word)
 An audio-visual presentation will be shown to the employees regarding the necessity of health and
wellbeing of the employees while considering the values of employees for any organisation.
 Health care professionals, Human Resource Managers will give lectures on employee health policies
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Assignment – 5UIN - Part B
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and the process of ensuring wellbeing in everyday life.
 Successful personnel of the organisation will shares their values and experience regarding the effect of
ensuring health and wellbeing
 Another audio-visual presentation has been shown by a healthcare specialist to describe the process of
maintain health and wellbeing
 After the program the meals and beverages will be delivered to the participants and the hosts
 After 10 days, survey and interview session will be conducted to measure the effectiveness of the
program. Through the survey result the company can also develops their next phase of evaluation
procedure
Bibliography/Reference list (not included in word count)
Ensure that every reference included here is sign-posted in your report
 Anitha, J., 2014. Determinants of employee engagement and their impact on employee
performance. International journal of productivity and performance management, 63(3), p.308.
 Baum, F., 2016. The new public health (No. Ed. 4). Oxford: Oxford University Press.\
 CIPD, 2017. Research report. [pdf] Available at: <https://www.cipd.co.uk/Images/financial-well-
being-practical-guidance-report_tcm18-17440.pdf> [Accessed 11 December 2018]
 Clarke, M.A. and Hill, S.R., 2012. Promoting employee wellbeing and quality service outcomes: The
role of HRM practices. Journal of Management & Organization, 18(5), pp.702-713.
 De Neve, J.E., Diener, E., Tay, L. and Xuereb, C., 2013. The objective benefits of subjective well-
being.
 Faragher, E.B., Cass, M. and Cooper, C.L., 2013. The relationship between job satisfaction and
health: a meta-analysis. In From Stress to Wellbeing Volume 1 (pp. 254-271). Basingstoke: Palgrave
Macmillan.
 Fischer, E.F., 2014. The good life: aspiration, dignity, and the anthropology of wellbeing. California:
Stanford University Press.
 Hymel, P.A., Loeppke, R.R., Baase, C.M., Burton, W.N., Hartenbaum, N.P., Hudson, T.W., McLellan,
R.K., Mueller, K.L., Roberts, M.A., Yarborough, C.M. and Konicki, D.L., 2011. Workplace health
protection and promotion: a new pathway for a healthier—and safer—workforce. Journal of
occupational and environmental medicine, 53(6), pp.695-702.
 Local Government Association, 2016. Health, work and health related worklessness. [pdf] Available
at: <https://www.local.gov.uk/sites/default/files/documents/health-work-and-health-re-904.pdf>
[Accessed 11 December 2018]
 Mowday, R.T., Porter, L.W. and Steers, R.M., 2013. Employee—organization linkages: The
psychology of commitment, absenteeism, and turnover. Cambridge: Academic press.
 O’neill, J.W. and Davis, K., 2011. Work stress and well-being in the hotel industry. International
journal of hospitality management, 30(2), pp.385-390.
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