Personal Well-being

a. Concept of well-being (Ariane del Rosario)

(Introduction) Even before the pandemic, the well-being of employees, staff, teachers and
leaders in the academic community, is affected by a myriad of factors. These include positive
and negative, and controllable and uncontrollable factors.

In the wake of COVID-19, educators across the globe faced new challenges, such as the
disruption of in-person teaching and learning methods. Education leaders and teachers have to
adapt instructional programs, new platforms and techniques that will cater to every student so
that no one will be left behind. This rapid transition from face-to-face classes to blended
learning, along with personal concerns for their health and safety took a toll on their well-being.

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Defining wellbeing

According to the World Health Organization’s 1947 Constitution, well-being is defined as “a

state of complete physical, mental and social well-being and not merely the absence of disease
or infirmity”. Early research defined well-being as synonymous with life satisfaction and
happiness.

Ereaut and Whiting (2008) refer to this definition as the medical model of well-being, which has
since been significantly expanded to encompass economic, psychological and social
dimensions.

Recent Conceptualisations of Well-being

● Subjective and Objective Well-being

Subjective dimensions of well-being encompass factors such as purpose, life
satisfactions, accomplishments, emotions, engagement, social relationships and
happiness. The objective dimensions of well-being considered economic resources and
other external factors such as health and literacy, political incidents, and income
(Forgeard, Jayawickreme, Kern & Seligman, 2011).
 ● Material conditions and Quality of Life
The Organisation for Economic Co-operation and Development (OECD) in 2015,
conceptualized well-being in two primary dimensions: the material conditions and quality
of life. Material conditions include jobs and earnings, income, wealth, housing and
properties while the quality of life dimensions include work-life balance, education and
skills, health status, environmental quality, civic engagement and governance and
personal security.

Despite the perks, incentives and activities, employees still get overly stressed at work. It does not
only affect their individual well-being but also their productivity and performance at work. In business
terms, securing employee wellbeing can translate to:

1. More productivity
2. Higher employee morale
3. Better talent
4. Improved customer relations

b. Five key elements of well being (Jenalyn Gambana)

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Physical domain includes physical health, mental health, working environment, physical safety,
and accomodation.

Values domain includes ethical standards, diversity, psychological contract and spiritual
expression.

Personal development domain includes autonomy, career development, lifelong learning, and
creativity.

Emotional domain includes positive relationships, resilience, emotional intelligence, and social
responsibility.

Work/organization domain includes change management, work demands, autonomy, and job
security.

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Factors that Impact on Teachers' Wellbeing

c. Strategy to achieve well-being (Aurora Pabua)

As an employer, your first goal right now may be to get your company through the crisis.
However, as an employer, you have a responsibility to safeguard and support your employees'
well-being. Employee well-being should be a top priority now more than ever.

Happy workers are more productive workers. While well-being — described as a feeling of
contentment or fulfillment — can be a difficult concept to grasp, especially when many stressors
are commonly associated with work, there are a number of ways you can help your staff feel
better.. Here are some of the following strategies to achieve well-being.

1. Create a Comfortable Work Environment

A more relaxed, comfortable work environment could have a significant impact on your
employees' well-being. Indoor plants, for example, release oxygen into the air and absorb
carbon dioxide — something that boosts ventilation in the workplace.

A clutter-free office may also be beneficial. Every week, the average worker spends hours in the
office looking for papers — such as files, folders, crucial documents, and so on — which often
leads to increased stress levels.

2. Introduce the Concept of Mindfulness to your Employees

Mindfulness can be used any time we need to refocus our attention or reset our thoughts, which
will restore the balance, and assist us in dealing with the current situation. The technique can
help you manage stress and burnout, improve your relationships with colleagues, and promote
your general health.

3. Realize the Importance of Work-life balance

Heavy workloads can soon take their toll on your employees, resulting in stressed out staff.
Encouragement of a healthy work-life balance, on the other hand, may increase well-being.
Allowing vacation time will have the greatest influence on work-life balance. Flexible work hours
improve pleasure at work.

Here are some other ideas for achieving that balance;

· Collaborate - Develop collaborative partnerships at work to help employees meet

not only their professional needs, but also our emotional and personal ones.

· Give Yourself a Break - Accepting that it will have to be good enough is a difficult
thing to undertake. We have a tendency to strive for perfection, but we must learn to
stop and give ourselves breaks on all levels.

· Adopt healthy habits - Make a daily commitment to do something beneficial to

your body, whether it is yoga, stretching, or meditation. Healthy eats and snacks will help
you stay on track. Allow your body to renew and replenish by getting plenty of sleep and
rest.

4. Establishing a right to disconnect policy

Setting up a formal right-to-disconnect policy for your organization will help employees who
want to disconnect as needed from a 24-hour workday. Establishing explicit digital
disconnection guidelines that promote a better rested and motivated team and a more dynamic
work culture may be well worth your time and effort.
Creating a relaxing work environment, promoting a work-life balance, implementing a
mindfulness program, can all help to reduce stress and contribute to happier, more productive
employees.

d. Sustaining Well-being at Work

A focus on employee health and wellbeing should be a core element of any HR strategy and
central to the way an organisation operates. It should not simply consist of one-off initiatives.
Aside from the usual benefits, employers and HR managers should offer the following benefits
to secure their human assets:
1. Ensure that every employee is aware of the importance of workplace health and
wellbeing
2. Provide relevant training to managers and supervisors in handling people. Line
managers are key to employee wellbeing. Good line managers ensure people’s
workloads are manageable, provide clear objectives and give constructive feedback.
3. Provide early access to occupational health support and other specialist sources of help,
such as counselling.
4. Consider organizational and employee needs and characteristics in tailoring policies and
practices. There is no ‘one-size-fits-all’ approach to designing an effective employee
wellbeing strategy
5. Establish a more robust organisational framework to promote good mental wellbeing
6. Foster a culture in the workplace where people can talk about mental health and seek
help where needed.
7. Carry out a risk assessment or audit on work-related stress across the workforce, as part
of a preventive approach.

1. Human Resource Information System

These systems store employee data that can be used for better decision-making.

2. Administrative Responsibilities of Employees

 All essential elements of HR play a key role in developing, reinforcing and
accomplishment of an organization. Hire, performance management, training and
development , replenishment and onboarding that are covered by HR.

Administrative Responsibilities key function includes personal procedure and Human

Resource Information Systems. Personal procedure pertaining to employees that it
provides responsibility for people. They provide consistency and transparency with any
broader organizational issues which systematically assess an individual employee job.
Helping to enhance the psychological contract and create a positive workforce . The
Human Resource Information Systems is very important for better decision-making
base from the store employee data that can be used for future references.

What does the HR administrator do?

HR administrators will act as the first port of call to employees and external partners for all
HR related queries. As a priority, HR administrators will handle the majority of employee
documentation, including contracts, recruitment paperwork and starter packs.
A good understanding and knowledge of employment law and ensuring the HR department
conforms to these is key. Assisting with any other administrative tasks as and when they
arise may be necessary, including helping with travel arrangement.

Sample HR administrator responsibilities

Your responsibilities as the HR administrator will include:
● Forming and maintaining employee records
● Updating databases internally, such as sick and maternity leave
● Preparing and amending where necessary HR documents, i.e. employment
contracts and recruitment guides
● Reviewing and renewing company policies and legal compliance
● Communicating with external partners
● Reporting regularly on HR metrics, such as company turnover
● Being the first point of contact for employees on any HR related queries
● Assisting with payroll by providing the department with relevant employee
information, i.e. holiday and sick days taken
● Helping with various arrangements internally, from travel to processing expenses

*HRIS (Carmela Tuban)

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 Aside from Personnel Procedures, HRIS is covered in administrative responsibility as a function
of a Human Resource.

What is HRIS?

Source:https://www.aihr.com/blog/human-resources-information-system-hris/?_ga=2.11098999.2135724795.1625201563-1368474515.1625064858

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HRIS stands for Human Resource Information System. It is a system used to collect and
store data on an organization’s employees such as their names, addresses, age, salary,
benefits, attendance, and many more. In addition, the data is valuable input for collection or
analysis and decision-making in Human Resources.

Human Resource Management has experienced significant transformations. As an employer,

you need these transformations to boost the service level of your organization. One of the
significant transformations being referred to is the technologies’ evolution such as the use of
information systems. The use of information systems has a profound effect on the way Human
Resource Management is operated. This includes the transformation of Human Resource
processes and practices in an organization in terms of collecting, storing, using as well as
disseminating information. With this transformation, there is a profound improvement in the way
HR work is undertaken.

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To help improve the way HR work is accomplished, the Human Resource Information System or
the HRIS supports employers to select, engage, and retain employees in their work. In other
words, HRIS comprises the basic functionalities essential for end-to-end Human Resources
Management such as recruitment, performance management, learning & development, and
other data of employees that need to collect and store. The Human Resource Information
System is therefore keeping employees' information.
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What can HRIS do to an organization?

Source: https://www.hrpayrollsystems.net/hris/

There are functions that HRIS performs.

First is the Applicant Tracking System (ATS). It is the software that manages all the
organization's recruiting needs. It helps to guide the employer in the hiring process.

Second is the Payroll- It programs the pay process of employees. The data and information of
new hires are entered into the system. It is sometimes combined with time and attendance data.

The third is the Benefits Administration- the aspect of compensation is also managed in
HRIS. The benefits at work include working hours and leave, benefits for health, and more.

Fourth is Time & Attendance- the Human Resource Information System or the HRIS gathers
the time and attendance of employees. This is where it helps the employer easily track the
employees’ time in and out. With this system, it gives employers an exact time of their
employees’ arrival and departure. The absences and tardiness can be easily detected.

Fifth is the Training- learning and development is a crucial aspect in an organization. The
system allows HR to track qualifications, certification, as well as the skills of employees.

Next is Performance Management- It is the key component of managing people. To boost

employees’ performance, it is essential to have systems in place in recording employee goals
and measuring employees’ performance. HRIS can help employers produce efficient
performance reviews to further increase performance management.

Those functions mentioned are an essential support to the HR professionals fulfill job functions.