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

A describe TO DETERMINE THE BENEFITS OF A GOOD STAFF WELFARE SYSTEM BY MARK ROSS 21ST October 2012 CONTENTS Introduction1 Executive Summary1 round offbeat and organisational objectives1 military operation for assessing round well-being2 Actions to be taken2 Communicating responsibilities for supply welf be3 Recording and maintaining lag welfargon systems4 Conclusion4 Bibliography4 i 1. INTRODUCTION 1. 1 This report has been asked for by my manager to check out the benefits to the go with of good and well integrated ply welf be system.Recent statistics produced by the companies Human Resources department evidence that the levels of sickness and absenteeism are unacceptably high. 2. decision maker SUMMARY 2. 1 This Report considers 5 main objectives Discuss the kinship in the midst of ply welfare and organisational objectives. Explain the process for assessing staff welfare. call the actions to be taken by the manager in dealing with a staff welfare Issue. Describe how to communicate responsibilities for staff welfare to thus team. Discuss records that whitethorn be maintained to lay out that staff welfare is supported. . 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 effective working conditions / work environment (risk appraisals carried out) Safety from any kind of worrying e. g. bullying, sexual, racial. Good employee relations with people being treated with dignity and respect. get even out opportunities. Adequate induction into the company and ongoing training.Some of these processs come at a personify and accustomed 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 inter ests and personnel development it has been shown in studies to increase the overall feeling of well-being in the work place, this is prove to increase productivity and reduce rates of sickness and absenteeism which in-turn leads to a tyrannical effect on bottom line profits. A study by Dr Kerstin Alfes of Kingston University Business School found thatKeeping staff skilful might not be a high priority for employers in the economic downturn. But a report from Kingston University argues that a cheerful workforce can help an organisation to succeed and can even make the difference between whether or not a seek company survives the recession. 1 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 rude and honest flow of communication from front-line staff up the bowed stringed instrument of command using well defined processs.Making the chain of command clear is withal very all-important( prenominal) so staff know the correct show up 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 Boxs (Anonymous). Regular military operation reviews / appraisals. Near-miss and accident reporting. Back to work interviews. All these processs 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 hasnt yet developed fully is a workplace management scheme.This excogitation originated in the USA and looks at staff welfare not only when in the work place but outside it too, it recognises that many problems bear upon productivity and welfare are not only work related. This counselling must be confidential and empathetic to the personal needs on the one-on-one employee. 5. Identify the actions to be taken by the manager in dealing with a staff welfare iss ue. A manager may deal with staff welfare issues in the following ways, closely assessing the info gathered during the processing of a staff welfare issue and as well as looking into other relevant knowledge is one of the most important step.We need to get to the bottom of the issue and take a equilibrate view on all the concerns raised. Actions to be taken Following of policies and procedures that are in place. Meetings with those concerned with the specific staff welfare issue. Close assessment of information gathered. These actions should lead to a good overall picture of the staff welfare issue and allow use to take the correct approach in rectifying or putting controlling measures in place to asperse the issue. Often policies and procedures may need to be updated to incorporate things we have learnt from individual issues.This can be seen to be good management tool also as it shows our employees that as a company we are always open to continual improvement. 2 6. Describe h ow to communicate responsibilities for staff welfare to the team. Staff welfare responsibilities can be communicated to staff via newsletters regular meeting appraisals mark off boards eg last accident/near miss currently our company collects entropy on accident reports/nears misses but it only used as a tool to pass onto higher management and isnt made freely functional to staff, In previous jobs this information has been made public knowledge and make on notice board.I feel this can be used as a good tool to show that were striving to reduce these figures, the alike(p) approach could also be taken with sickness and absenteeism. Publishing information much(prenominal) as days lost due to sickness and cost to the company in having to pay 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 welfar e 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