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A STUDY TO DETERMINE THE BENEFITS ASSOCIATED WITH A GOOD PERSONNEL WELFARE PROGRAM BY MARK ROSS TWENTY FIRST October 2012 CONTENTS Introduction1 Executive Summary1 Staff well being and efficiency objectives1 Procedure for assessing staff welfare2 Actions to be taken2 Connecting responsibilities pertaining to staff welfare3 Recording and maintaining personnel welfare systems4 Conclusion4 Bibliography4 i 1 . INTRODUCTION 1 ) 1 This report has been asked for simply by my manager to determine the benefits to the firm of good and well included staff well being system.

Recent figures produced by the firms Human Resources section show which the levels of sickness and absenteeism are unacceptably high. 2 . EXECUTIVE SUMMARY 2 . 1 This Record considers your five main aims: Discuss the relationship between staff welfare and organisational aims. Explain the method for evaluating staff well being. Identify the actions that must be taken by the director in dealing with an employee welfare Concern. Describe the right way to communicate tasks for staff welfare to then team. Discuss records that may be taken care of to demonstrate that staff well being is recognized.. Discuss the relationship between staff welfare and organisational goals. The relationship between staff wellbeing and efficiency objectives can be can be a bit of a balancing work but there are plenty of basic requirements we all expect when we head to work: Secure working conditions / work place (risk assessments carried out) Safety by any kind of nuisance e. g. bullying, lovemaking, racial. Very good employee relationships with people being treated with dignity and respect. Equal opportunities. Adequate induction in the company and ongoing schooling.

Some of these process’s come for a cost and given the current economic downturn many companies may want try to make cutbacks in certain areas namely regular training which is often expensive. If we are able to show our staff that we seriously care about presently there interests and personnel expansion it has been proven in research to increase the overall feeling of well-being in the place of work, this is that can increase output and reduce prices of sickness and absenteeism which in-turn leads to an optimistic effect on important thing profits. Research by Dr Kerstin Alfes of Kingston University Business School identified that:

Keeping staff happy might not be a higher priority intended for employers in the economic downturn. Although a report coming from Kingston College or university argues a contented labor force can help an organisation to achieve success and can even associated with difference between whether or not a struggling business survives the recession. one particular 4. Clarify the process to get assessing staff welfare. The process for assessing staff well being can be achieved in several methods, all are depending on an open and honest stream of connection from front-line staff up the chain of command applying well defined process’s.

Producing the chain of control clear is additionally very important therefore staff understand the correct approach to take and who to make contact with with a issue/grievance. Below are a few of the methods we already have in place to assess staff welfare: Surveys as well as Questionnaires. Advice Box’s (Anonymous). Regular performance reviews / appraisals. Near-miss and incident reporting. To work interviews. All these process’s are based on getting an understanding of how the staff feel at the office and improvements that may be needed to make points run more stable. One procedure our company hasn’t yet designed fully is known as a workplace coaching scheme.

This concept originated in the USA and looks by staff well being not only in the job place nevertheless outside that too, it recognises that many problems affecting productivity and welfare are not only work related. This counselling must be secret and understanding to the personal needs around the individual employee. 5. Discover the activities to be taken by the manager in dealing with a staff welfare issue. A manager may possibly deal with staff welfare concerns in the following ways, carefully assessing the information gathered throughout the processing of a staff well being issue and also looking into other relevant data is one of the most significant step.

We need to get to the base of the concern and require a balanced view on all the concerns raised. Actions to be taken: Subsequent of guidelines and techniques that are in place. Meetings with those focused on the specific staff welfare issue. Close evaluation of information obtained. These actions should lead to a good general picture with the staff well being issue and enable use to take those correct strategy in rectifying or placing controlling actions in place to minimize the issue. Frequently policies and procedures might need to be up to date to incorporate items we have learned from person issues.

This can be seen to be good management tool also as it displays our employees that being a company we are always ready to accept continual improvement. 2 six. Describe how to communicate obligations for personnel welfare for the team. Staff welfare responsibilities can be conveyed to personnel via notifications regular meeting appraisals Notice boards for example last accident/near miss at the moment our company gathers data upon accident reports/nears misses but it really only utilized as a tool to pass on higher administration and isn’t made widely available to staff, In prior jobs this information has been revealed knowledge and published in notice table.

I feel this is used as being a good application to show that we’re trying to reduce these kinds of figures, the same approach may be taken with sickness and absenteeism. Posting information such as days misplaced due to sickness and price to the business in having to pay for overtime, however, to cover period could show how important we take this issue. six. Discuss records that may be managed to demonstrate that staff wellbeing is supported. There are several ways that records can be maintained to compliment staff wellbeing such as almost eight. Conclusion being unfaithful. Bibliography http://www. kingston. air conditioner. uk/pressoffice/news/59/26-01-2010-a-happy-workforce-is-good-for-business. html code

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Published: 03.26.20

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