WELFARE MANAGEMENT PROGRAMME Welfaremanagement advice
Following our now established tradition of featuring advice on the management of companies, both large and small, we now highlight the importance of welfare management within the workplace.
We introduce Gill Main from Turnkey Solutions who has been advising on this subject for approximately 30 years. She joins our formidable advisory team to help you achieve much more for your company within this exciting industry. Gill’s first introductory article gives us an insight into why it is necessary to grasp this area of management for the benefit of productivity in the workplace.
You will find a detailed list of future articles later in this introductory piece.
After nearly 30 years as a people developer in the corporate world for both larger organisations and the SME sector, Gill is in a unique position with a raft of knowledge, understanding and expertise which is relevant for businesses of today.
Wellbeing is now recognised as an essential within the management of staff and Gill’s experiences over the years has been very focused and pragmatic in business, leadership, management and in general, trainer and developer of people this is in conjunction with her life coaching & hands on health therapeutic practices.
Wellness Definition “THE TERM ‘WELLNESS’ REFERS TO PROGRAMMES DESIGNED TO IMPROVE THE HEALTH &WELLBEING OF EMPLOYEES (AND THEIR FAMILIES) IN ORDER TO ENHANCE ORGANISATIONAL PERFORMANCE & REDUCE COSTS.”
Bucks Global Survey – Health &Wellbeing
COMMON SENSE APPROACH – GILL’S PERSPECTIVE
In organisations people are a vital resource – I would say the most vital resource and like any other, needs to be looked after and maintained in order to get the best from it and for it to be able to respond and cope with the demands that we place on any resource. We have preventative maintenance programmes for our machinery and equipment so why not preventative maintenance for our people resource?
UNDERSTANDING
I do hear a number of individuals from organisations who say they do not have time to do these ‘niceties’ with their people in the workplace as they are all busy rising to the challenge of what is happening at work – either positive because of expansion or negative because we are facing our toughest challenges ever regarding business.
PROVEN INFORMATION
The jury is no longer out when it comes to the business world recognising the value of applying some effort into wellbeing approaches. There is now so much proven information that there is both a tangible and intangible return on investment. Why else would the majority of the FTSE 100 companies have it as an Agenda item at Board Level?
(Reference PriceWaterhouseCoopers Building the case for wellness 4th February 2008.) In this Report it indicates “a cost benefit ratio of £4.17 for every £1 spent on wellness initiatives.” Hewlett Associates estimate from research that the” ROI is £3 for every £1 spent” and Nominet found the “ROI from increased productivity and reduced absenteeism yielded £6.20 for every £1 spent.” The ROI clearly depends upon the wellness intervention.
The PWC Report in its findings suggests that “employers in the UK have not in general considered it their role to improve the health and wellbeing of their employees. While they may believe that a healthy workforce is a key to their success, they have been slow to act.”
Whilst Health and Safety is focused on the prevention and managing risk situations and accidents, an evolving health and wellbeing strategy is underway with organisations being required to be much more pro-active regarding the ‘holistic’ health of their workforce.
OBJECTIVE RESEARCH
I have personally spent over 6 years researching the subject area and have found that the benefits far outweigh the costs. If we look at the bigger picture, we will see that the wellbeing agenda is about change at a much higher level than just within the business at micro level.
WE LIVE IN AN EVER CHANGING WORLD
We are living longer and will be required to work for longer. Increased health costs, diminishing pension pots, and raising of retirement ages. “The Shape of Things to Come” compiled by The Economist in 2003 is a very sobering read indicating trends in the coming years of what may come, based upon what has been and now is being seen in the health of our nation.
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www.windenergynetwork.co.uk
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