This paper is dealing with the relationships between HRM, company performance and employee well-

being. The relationship between S/HRM and company performance has received much attention in prior
literature, while the employee perspective has been widely neglected in this research tradition. The
purpose of this paper is two-fold: first, to identify and evaluate how company performance and
employee well-being are related, and, secondly, to evaluate the possibilities of HR policies and practices
to impact on company performance and employee well-being. The results indicate that the relationship
between company performance and employee well-being is weak and difficult to grasp. And such is the
direct link between HRM and employee well-being, which is better explained by typical work-related
factors. Instead, HR practices are relatively good predictors of company performance.

The government and those influencing public policy are encouraging employers to take
employee wellbeing seriously. That sounds good, and “wellbeing” is one of those words we
hear a lot these days, but what does it actually mean in practice, in the workplace?

Wellbeing is essentially how someone feels about various aspects of their life – their home
life, their health, their relationships with others, their job and other activities. It’s about
whether they feel well and happy.

In the workplace, wellbeing used to be a question of health and safety at work, in other
words limiting and addressing health and safety concerns related to injuries or health
problems caused by the workplace.

These days wellbeing in the workplace is a much broader issue. In health terms, as well as
directly work-related health and safety, it’s about improving the health levels of employees
more generally. Employee wellbeing is about more than physiological or mental ill health –
it’s about optimising the health of all employees, not just reducing the numbers of staff who
are diagnosed with medical conditions. Employee wellbeing also extends beyond health,
and into happiness as well, and job satisfaction.

But what factors can affect employee wellbeing? There are of course plenty of personal
factors outside the employer’s control which can have an impact, such as family
circumstances, home environment, personal attributes and characteristics.

But there are many factors affecting employees’ wellbeing which can be influenced by the
employer. Many of these factors centre around the job itself – does the employee have a
degree of control over their work, clarity about their responsibilities, variety of tasks,
training and support? Do their working hours give them sufficient rest or flexibility?

Other factors controlled or influenced by the employer include the workplace environment,
HR policies (including fairness and transparency over pay and promotion decisions) and
relationships with colleagues.

eople spend a large proportion of their life at work, and employers have the potential to
have a significant impact on their employees’ wellbeing with the factors above, but actually
employers can also influence the wellbeing of their employees outside those workplace-
controlled factors as well. In forward-thinking workplaces, focusing on employee wellbeing
involves initiatives to improve the health and happiness of employees even outside the
workplace completely, such as schemes to increase the number of employees who cycle to
work, or give up smoking.

It’s crucial to understand that a focus on employee wellbeing involves a holistic approach,
taking into account the numerous factors shaping how employees feel at (and about) their
work, and considering how as an employer you can influence these for the better.

If you’d like more advice on employee wellbeing do get in touch.

Employee wellbeing is a key issue that companies are striving to

address to ensure that their employees remain happy and motivated at
work. After all, a happy workforce is a productive workforce. We'll take
you through how to incorporate wellbeing practices into your office
design or fit out project.

The guide identifies what should be considered in advance of any office

design project. Starting with why you want to focus on wellbeing in the
workplace, moving through to how to begin implementing change and
how you can evaluate the effects.

What is workplace wellbeing?

Workplace wellbeing covers both your physical and mental state.
Physical wellbeing covers biophilic elements, such as access to natural
daylight and temperature control - essentially, things that have a direct
impact on your body. Equally important is support for mental wellbeing,
through providing adequate breakout areas to relax, or have an informal
catch up with a colleague. Supporting both physical and mental
wellbeing through office design can help create a healthy, productive
workforce.

Office design and wellbeing

According to The World Green Building Council report on Health,

Wellbeing & Productivity in Offices, there is clear evidence that office
design impacts productivity output and staff morale. Small changes to
individuals can have a cumulative effect on productivity and, in turn, your
bottom line.

Wellbeing is a critical element in any office design strategy, and we

firmly believe that your fit out should revolve around your staff; making
them both happy and productive.
 Where to start with wellbeing?

Before undertaking a new wellbeing initiative, it's important to

understand your own motivations. Understanding exactly what you want
to achieve out of investing in wellbeing will allow you to effectively
measure the results, and also ensure that you address the issue with the
most effective initiatives or changes.

Why are you investing in wellbeing?


o To increase staff satisfaction


o To increase staff morale
o To improve staff retention
o To increase productivity
o To reduce absenteeism
o To foster better relationships between staff and management
o To increase open communications
o To lower costs
o To work towards a more sustainable workforce

Once you've decided on your goals from investing in wellbeing, it's time
to think about engaging the right people to start this change.

Optimal workplace safety should always be a standard for any company. Not only

are your employees your most valuable asset, but your reputation could suffer considerable
damage by neglecting occupational safety requirements. As technology advances and the
social and political climate changes, the definition of a safe working environment is in flux.
I’ll show you how your Human Resources can play an essential, vigilant role in dealing with
new concepts and new circumstances regarding employee safety.

Your human resources department is working hard. There’s hardly any part of a business that HR is
not involved with.

You’re in a unique position within the company. You know all the workings of the business itself, and
you’re familiar with all employees. You know most of the company procedures and your team is
often the front line between employers and management. Because of this, HR plays an essential
role when it comes to the health and safety of employees.

There are plenty of ways that Human Resource Management can effectively maintain and improve
workplace safety.

Make Improving Health and Safety a Vital Part Of Your Work

Culture
One of the major functions of HR managers is the recruitment and hiring process. This is a perfect
time to specify your commitment to the wellbeing of employees. For instance, by outlining your
commitment following health and safety procedures, adequate breaks and time off.

Designate a health and safety person or committee inside the company, whose job it is to handle
scheduling safety training, drills, and filing emergency and accident reports. Show your dedication to
physical and mental fitness as a company, with an interoffice fitness program or even regular
competitions. Team-building drills can help reassert a company-wide commitment to a healthy and
engaged workforce.

Learn more: How Online Cognitive Behavioral Therapy Can Improve Employee Wellbeing at
Your Company
2. Regular Safety Training
Proper training is essential for avoiding accidents. Regular safety training drills are one way to keep
your employees safe. Team building exercises can help build a rapport. Getting co-workers familiar
with safety procedures helps prevent panic, or worse when a real emergency arises.
As well as training specifically for safety, the HR team should be aware of an employee's individual
safety certifications. If you’re working with hazardous materials, ensure everyone on the team is
WHMIS certified. Keep records of who has first aid training, and ensure everyone stays up to date.

Finally, to maintain the safest environment for everyone, make sure they are trained on new
procedures, new equipment, and other potential dangers. Performing regular equipment checks
should also be part of your safety training. In addition, post signs and safety procedures throughout
the office (for example, lift techniques posted in a storeroom). This will keep everyone up to date and
gives them access to safety information when and where they need it.

Safety training should go beyond CPR drills and planning for accidents. Employees should know that
the company cares about safety and peace of mind. Scheduling regular sensitivity and anti-
harassment training programs can help reinforce workplace policies, and encourage anyone who
may be victimized into coming forward.
Many offices are also implementing mental health initiatives that can make a huge difference to the
health and work culture in your office.

3. Keep Updated Records

The best way to prevent accidents is to have a plan in place when they happen. Above regular
safety and emergency training, it’s vital to keep track of records.

Records do more than prevent future injury or accident. They help you deal with problems faster,
and can sometimes even help you spot issues before they happen. Keeping track can help reduce
mental health risks. It also helps bolster confidence in your employees. Not only will they know
there’s a plan in place should something go wrong. They know that their HR team and management
will keep on top of any injury, insurance, or ongoing health claims.
Having records you can look back on, can help prevent worse problems in the future. Updated
records also mean you stay on top of any needed upgrades to office equipment, training techniques
and new technologies, which can impact health and safety procedures.

Finally, having a written and actionable health and safety plan that everyone is aware of and has
access to, makes life easier for both employees and management, and improves communication.

4. Keep an Open Dialogue

Mental health concerns have become every bit as important as threats to physical health in the
workplace.

In fact, 54% of employees reported they do not feel safe reporting unfair work practices. This is
where the position of Human Resources can make a real impact.
Updated records mean keeping track of safety concerns and accidents. But it also means being
aware of the health concerns of your employees. It’s true that an office workspace is less prone to
industrial accidents or injury through falls. But mental health issues have devastating impacts on
your employees' overall health and their loved ones.

Stress caused by harassment in the workplace, financial difficulty, or overworking to hit a deadline
can cause long-term health problems, like insomnia, chronic pain, and even lead to heart problems.

An open-door policy when it comes to emotional and physical complaints helps to keep you aware of
any ongoing issues when it comes to health and morale. A good HR department can facilitate that.

5. An HRM System That Allows For Transparency

Along with an open dialogue, using a cloud-based Human Resource Management system allows for
transparency in the workplace. It’s easier to schedule for holidays, time off, and even medical leave.
But ease of access also means everyone in the office has the same information when it comes to
everything safety-related. Including:

- Training dates

- Operating procedures for equipment

- Dates of safety inspections, equipment updates, and other important safety-related concerns.

An HRM system that is simple to use and works across multiple departments also makes it easier to
keep to reasonable schedules, avoiding burnout, exhaustion, and the risks that come with it.
Requesting time off is as simple as pushing a button, and your HR department can more easily
respond with the appropriate information.
6. Ergonomics and Office Tech
Ensuring the safety of your team may be as simple as getting the right office setups. Work with management
and design your office to avoid stress disorders, backaches, and other health problems.
As well as keeping up to date with the latest ergonomic office furniture, to allow working in comfort, be sure
to provide employees with the right protective gear when they need it.

7. Keep Things Tidy

There’s more than ergonomics at play when it comes to your office. Make sure there’s ample space to move
around, and do the work that needs to be done.

Even though you’re in an office space, you should still have room for traffic, especially in a shared space.

An uncluttered workspace makes trips and falls less likely. That cuts down on one of the biggest causes of
workplace accidents. Use your scheduling software to keep on top of deliveries, and stay organized.

8. Knowing When To Get Help

Finally, don’t leave out your safety inspections. No matter your work environment, you want your office, your
staff, and your equipment to be up to code. Knowing the safety procedures won’t help you if there’s a serious
fault in the structure of the building, faulty wiring in your server room, or you’ve misfiled important safety
information.

Regular three to six-month health inspections ensure your workplace stays safe. There are plenty of ways to
find an accredited safety inspector who can give you the expertise you’re looking for. By conducting regular
safety inspections, you’ll avoid expensive and dangerous problems later on.

HR can then translate the inspection results into actionable plans and guidelines that every department will
easily understand and implement. As they know the specific workload and other workplace details, they can
cater to the information exactly to each recipient.

Your Human Resource department is the “spider” in the web of your organization. In addition to knowing all
the operating procedures in a company, the HR department knows employees' circumstances often better than
management. When HR is proactively involved in workplace safety, beyond hanging up some safety posters,
your chance of injuries and other problems will dramatically decrease. Which will have a positive effect on
your bottom line and boost your company’s reputation?

https://www.hrtechnologist.com/articles/workplace-wellness/the-role-of-hr-in-your-office-safety-
and-wellbeing/
https://www.econstor.eu/bitstream/10419/78931/1/756475619.pdf

https://www.hrmonline.com.au/section/strategic-hr/3-ways-promote-employee-well-
being/#:~:text=Promote%20well%2Dbeing%20as%20key,good%20standard%20of%20mental
%20health.

https://face2facehr.com/what-is-employee-wellbeing/

https://www.morganlovell.co.uk/inspiration/checklists/what-is-employee-wellbeing