A Report to Determine the Benefits of a Good Staff Welfare System

A REPORT TO deposit THE BENEFITS OF A GOOD STAFF upbeat SYSTEM BY MARK ROSS twenty-first October 2012 CONTENTS Introduction1 Executive Summary1 Staff social upbeat and organisational objectives1 Process for esteeming rung wellbeing2 Actions to be walk outn2 communication responsibilities for cater wellbeing3 Recording and maintaining ply eudaimonia systems4 Conclusion4 Bibliography4 i 1. INTRODUCTION 1. 1 This composition has been asked for by my manager to determine the benefits to the federation of good and well integrated rung eudaimonia system.Recent statistics produced by the companies Human Resources incision tell that the levels of unsoundness and absenteeism are intolerably high. 2. EXECUTIVE SUMMARY 2. 1 This describe considers 5 main objectives Discuss the race between faculty welfare and organisational objectives. formulate the process for assessing round welfare. Identify the actions to be interpreted by the manager in visioning with a staff welfare Issue. Describe how to communicate responsibilities for staff welfare to then team. Discuss records that whitethorn be maintained to demonstrate that staff welfare is supported. . Discuss the relationship between staff welfare and organisational objectives. The relationship between staff welfare and organisational objectives brook be flock be a bit of a balancing act lone(prenominal) if on that point are many basic requirements we exclusively expect when we go to endure practiced working conditions / work environment (risk assessments carried out) resort from any kind of harassment e. g. bullying, sexual, racial. unspoilt employee relations with people being hardened with dignity and respect. Equal opportunities. Adequate noesis ableness into the party and ongoing culture.Some of these processs come at a cost and given the underway economic downturn many companies whitethorn want try and make cutbacks in certain areas namely ongoing training which can be exp ensive. If we are able to fancy our staff that we really fretfulness about there interests and personnel outgrowth it has been shown in studies to increase the overall looking at of well-being in the work place, this is prove to increase productivity and reduce pass judgment of unhealthiness and absenteeism which in-turn leads to a positive timbreing on bottom line profits. A study by Dr Kerstin Alfes of Kingston University moving in School found thatKeeping staff happy might not be a high priority for employers in the economic downturn. But a comprehend from Kingston University argues that a contented men can help an organisation to come and can even make the disparity between whether or not a struggling company survives the recession. 1 4. rationalize the process for assessing staff welfare. The process for assessing staff welfare can be achieved in some(prenominal) ways, all are found on an open and honest prey of communication from front-line staff up the ran ge of command using well delineate processs.Making the chain of command clear is in like manner very of the essence(predicate) so staff know the correct orgasm to take and who to contact with any given subject area/grievance. Here are some of the methods we before long progress to in place to assess staff welfare Surveys / Questionnaires. Suggestion Boxs (Anonymous). constant performance re ideas / appraisals. Near-miss and accident reporting. Back to work interviews. All these processs are based on getting an understanding of how the workforce shade at work and improvements that may be needed to make things run smoother. adept process our company hasnt yet substantial fully is a workplace direction scheme.This concept originated in the USA and looks at staff welfare not whole if in the work place but outside it too, it recognises that many problems affecting productivity and welfare are not only work related. This counselling must be confidential and empathetic to the personal require on the individual employee. 5. Identify the actions to be taken by the manager in dealing with a staff welfare bulge out. A manager may deal with staff welfare tax returns in the pursuit ways, closely assessing the information gathered during the treat of a staff welfare issue and as well as looking into other germane(predicate) information is one of the most important step.We need to get to the bottom of the issue and take a balanced view on all the concerns raised. Actions to be taken Following of policies and procedures that are in place. Meetings with those implicated with the specific staff welfare issue. bordering assessment of information gathered. These actions should lead to a good overall picture of the staff welfare issue and allow purpose to take the correct approach in rectifying or putting controlling measures in place to minimize the issue. Often policies and procedures may need to be updated to incorporate things we have learnt from indivi dual issues.This can be seen to be good management cock also as it shows our employees that as a company we are always open to persistent improvement. 2 6. Describe how to communicate responsibilities for staff welfare to the team. Staff welfare responsibilities can be communicated to staff via intelligence agencyletters regular coming upon appraisals Notice boards eg last accident/ contiguous miss currently our company collects info on accident reports/nears misses but it only used as a tool to pass onto higher management and isnt do freely available to staff, In anterior jobs this information has been made public knowledge and published on notice board.I feel this can be used as a good tool to show that were striving to reduce these figures, the same approach could also be taken with sickness and absenteeism. Publishing information such as days lost due to sickness and cost to the company in having to buckle under for overtime to cover time could show how important we take this issue. 7. Discuss records that may be maintained to demonstrate that staff welfare is supported. There are several ways in which records can be maintained to support staff welfare such as 8. Conclusion 9. Bibliography http//www. kingston. ac. uk/pressoffice/news/59/26-01-2010-a-happy-workforce-is-good-for-business. html