21ST October 2012
Staff welfare and organisational objectives1
Process for assessing staff welfare2
Actions to be taken2
Communicating responsibilities for staff welfare3
Recording and maintaining staff welfare systems4
1.1 This report has been asked for by my manager to determine the benefits to the company of good and well integrated staff welfare system. Recent statistics produced by the companies Human Resources department show that the levels of sickness and absenteeism are unacceptably high.
2.1 This Report considers 5 main objectives:
Discuss the relationship between staff welfare and organisational objectives. Explain the process for assessing staff welfare.
Identify the actions to be taken by the manager in dealing with a staff welfare Issue. Describe how to communicate responsibilities for staff welfare to then team. Discuss records that may be maintained to demonstrate that staff welfare is supported.
3.Discuss the relationship between staff welfare and organisational objectives.
The relationship between staff welfare and organisational objectives can be can be a bit of a balancing act but there are many basic requirements we all expect when we go to work:
Safe working conditions / work environment (risk assessments carried out) Safety from any kind of harassment e.g. bullying, sexual, racial. Good employee relations with people being treated with dignity and respect. Equal opportunities.
Adequate induction into the company and ongoing training.
Some of these process's come at a cost and given the current economic downturn many companies may want try and make cutbacks in certain areas namely ongoing training which can be expensive. If we are able to show our staff that we really care about there interests and personnel development it has been shown in studies to increase the overall feeling of well-being in the work place, this is proven to increase productivity and reduce rates of sickness and absenteeism which in-turn leads to a positive effect on bottom line profits.
A study by Dr Kerstin Alfes of Kingston University Business School found that:
Keeping staff happy might not be a high priority for employers in the economic downturn. But a report from Kingston University argues that a contented workforce can help an organisation to succeed and can even make the difference between whether or not a struggling company survives the recession.
4.Explain the process for assessing staff welfare.
The process for assessing staff welfare can be achieved in several ways, all are based on an open and honest flow of communication from front-line staff up the chain of command using well defined process's. Making the chain of command clear is also very important so staff know the correct approach to take and who to contact with any given issue/grievance. Here are some of the methods we currently have in place to assess staff welfare:
Surveys / Questionnaires.
Suggestion Box's (Anonymous).
Regular performance reviews / appraisals.
Near-miss and accident reporting.
Back to work interviews.
All these process's are based on getting an understanding of how the workforce feel at work and improvements that may be needed to make things run smoother. One process our company hasn't yet developed fully is a workplace counselling scheme. This concept originated in the USA and looks at staff welfare not only in the work place but outside it too, it recognises that many...