Employee Wellbeing – Are Organizations Addressing it the Correct Way?

Anamika Chakraborty, Monoshree Mahanta
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Abstract

Work is a fundamental aspect of life. Employees spend much of their waking hours at work with an average of around 9 hours per day and 48 hours per week. With the amount of time the workforce spends working, it is not surprising that work relates significantly to overall well-being and life satisfaction. One key aspect of wellbeing that work affects is stress and it has several significant health-related consequences. With the high turnover in most organizations and with many organizations giving excellent employee benefits, it has become imperative to provide employees with reasons to stay.Many researchers have linked performance with wellness. Studies have indicated that there are many high levels of organizational productivity loss which are directly linked to workplace stress and a lack of employee wellness.  Employees who aren’t well physically or mentally won’t be able to work to their full potential. Wellbeing affects an employee’s ability to creatively solve problems. It also influences their attitude to work, and their relationship with co-workers and it affects their health as well. It is a key issue that organizations are trying to address. Large numbers of employers have adopted workplace wellbeing strategies and are relating them to HR objectives. The focus on employee wellbeing has never been more crucial than it is today.The question is - What is the goal of wellbeing programs in organizations? How do employees perceive such programs? Is it able to address both the male and female workforce? Are the programs effective? Is it backed by data? In our study, we try to answer these questions. Our empirical study seeks to identify the stress factors for employees and assess the wellbeing programs of organizations to find out whether they are able to address the stress-inducing factors. We also try to find the scope of HR analytics in making the wellbeing programs effective, thus enhancing employee wellbeing. 
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员工福利——组织是否采取了正确的方式?
工作是生活的一个基本方面。员工醒着的大部分时间都花在工作上,平均每天约9小时,每周48小时。随着劳动力花费在工作上的时间的增加,工作与整体幸福感和生活满意度之间的关系也就不足为奇了。工作影响幸福感的一个关键方面是压力,它有几个重大的健康后果。随着大多数组织的高流动率和许多组织提供优秀的员工福利,为员工提供留下的理由变得势在必行。许多研究人员将表现与健康联系起来。研究表明,有许多组织的高水平生产力损失与工作压力和员工健康状况的缺乏直接相关。身体或精神状况不佳的员工将无法充分发挥他们的潜力。幸福感会影响员工创造性地解决问题的能力。这也会影响他们的工作态度,影响他们与同事的关系,也会影响他们的健康。这是组织试图解决的一个关键问题。许多雇主已经采用了工作场所福利战略,并将其与人力资源目标联系起来。对员工福利的关注从未像今天这样重要。问题是,组织中福利项目的目标是什么?员工如何看待这些项目?它能同时解决男性和女性劳动力的问题吗?这些项目是否有效?它有数据支持吗?在我们的研究中,我们试图回答这些问题。我们的实证研究旨在确定员工的压力因素,并评估组织的福利计划,以找出他们是否能够解决压力诱发因素。我们还试图找到人力资源分析的范围,使福利计划有效,从而提高员工的福利。
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