MBA 1 Year 2 Semester

Human Resource
Management

Employee Wellness Programs:

Impact on Productivity and
Organizational Culture
Prepared By:
Under Guidance of:
Harshita Agarwal 01509152023
Dr. Meha Joshi
Palak Goyal 04109152023
Saloni Agarwal 05609152023
Sanskriti Dimri 05709152023
Sukriti Kataria 06509152023
Which one will you choose??

A B
 Introduction
*An employee wellness program is a structured
initiative focused on enhancing the overall health
and wellbeing of employees.
*It goes beyond traditional health benefits and
salary packages.
*These employee wellness programs aim to create a
work environment that supports and enhances
employee’s life.
BENEFITS Improve physical health:
Employee wellness programs encourage people to adopt

-
healthier lifestyles. This is done through different activities
such as medical checkups, fitness challenges, or nutritional
guidance, among others. These initiatives reduce health
risks.

Enhance mental wellbeing:

Mental health and stress management services contribute
to a healthier workforce. Decreasing stress levels can have
a great impact on productivity and satisfaction.

Lead to higher productivity:

when employees feel healthier and more engaged, they are more likely to better
focus on their tasks and be more productive.
Types of employee wellness
programs
 Physical health programs: engaging employees in regular
physical activities has the aim to improve their health and
physical condition.

Social wellness events: organize social events,

such as happy hours, to foster a sense of
belonging to the community.

Financial workshops: offer workshops on

budgeting, investment strategies and financial
planning to help employees achieve financial
well-being.
Promote work-life balance: Flexible work schedules as it allows employees
to make their work schedules more flexible to better accommodate
personal and family needs around work.
Impact
of employee wellness program on Productivity

Happy Employees, Productive Teams

Multifaceted Productivity

Individual level Organizational level

Team level
Impacts 1. https://pubsonline.informs.org/doi/abs/10.1287/mnsc.2017.2883
2. https://journals.sagepub.com/doi/full/10.1177/2165079920953052

1 Healthier, Happier, Sharper

2 Retention, Recruitment, ROI

3 Improved company culture and reputation

Organizational Culture
Organizational culture refers to the
shared values, beliefs, attitudes, and
behaviors that characterize an
organization. It is the unwritten,
often implicit, set of norms that
guide how individuals within the
organization interact with each
other, make decisions, and perceive
their work environment.
 1) Values and Beliefs- The fundamental principles or beliefs
that are considered important and are shared among the
members of the organization.

2)Norms- Unspoken rules or expectations that guide

behavior within the organization.
Key Elements of
3) Language and Behavioral Expectations- Former is the
Organizational specific terminology, jargon, language and later is the
Culture expected ways employees should behave & interact.

4) Work Environment-The physical and social environment

of the workplace.

5) Symbols and Rituals-Tangible representations or activities

that embody the organization's culture.
 Example

Anjali Rahul

works in
 Values and Beliefs

Anjali Rahul

Completes her work at 4 PM Completes his work at 5:15 PM

when the deadline is 5 PM. when the deadline is 5 PM.

Shows her good values and Shows his bad values and
beliefs (positive) beliefs (negative)
 Norms

Anjali Rahul
(Team Leader)

Actively seek input from colleagues, Frequently work in isolation,

share relevant information withhold information from team
transparently, and contribute to a members, and resist sharing credit
culture of trust and honesty. for achievements.
(Positive) (Negative)
 Language and Behavioral Expectations

In a Stressful situation

Anjali Rahul

She always engages respectfully in Can’t handle the stressful

conversations and is helpful in
nature. Promotes a culture of
respect and collaboration.
(Positive)
situations very efficiently and
often talks disrespectfully. He
criticize others openly, and create
tension within the teams.
(Negative)
 Sub-components

Good Leadership qualities

-Team leading and team building
Cultural diversity
- Inclusivity
- Respect towards the culture
Crisis management
- Conflict management
- Conflict prevention
Good communication skills
-Knowing corporate jargons
-Use of easily understandable language
 Work Environment (Physical)
Good Physical Work Environment:
Comfortable workspaces with good
furniture.
Aesthetically pleasing and well-maintained
workspace.
Adherence to safety regulations and
protocols.
Access to amenities promoting health and
wellness.
Noise control measures to minimize
distractions.
Reliable and up-to-date technology
infrastructure.
Bad Physical Work Environment:
Uncomfortable workspaces with poor
ventilation.
Poorly designed facilities hindering
productivity.
Neglected aesthetics and cleanliness.
Safety hazards due to lack of
maintenance.
Limited amenities supporting health and
wellness.
Excessive noise disrupting concentration.
Outdated or malfunctioning technology.
 Work Environment (Social)

Anjali Rahul

She does her work diligently, they
offer help to colleagues, maintain a
clean and organized workspace,
and shows respect to colleagues.
(Positive)
He often complain about the
workload, spread gossip, and
exhibit disruptive behavior.
(Negative)
 Symbols and Rituals

Friendly colors Playful font

Use of primary colous represents diversity and inclusivity. It represents the

wide range of products, services.
Conveys a sense of approachability and friendliness. The company desire to
be perceived accessible and user-friendly.
Reflects Google's innovative and creative approach to technology.
Logo redesigns over the years, reflects the company's adaptability and
willingness to evolve with new technonogy.
Simple yet distinctive design helps in building brand recognition.
 TECHNOLOGIES IN
EMPLOYEES WELLNESS

Back to Agenda Page

Digital Tools Track food intake, exercise

for Tracking routines, sleep patterns, and

other health metrics.
Effective in promoting health
and Improving behaviors, increasing
employee engagement, and

Employee improving overall health

outcomes.

Well-being
. fitness trackers, smartwatches, and
heart rate monitors, can track
physical activity, heart rate, sleep
patterns, and other health metrics.
Digital Tools
for Tracking Allows employees to consult with
healthcare providers remotely,

and Improving
saving time and money on travel
and other related expenses.

Employee Well-
being
Includes online fitness classes,
webinars on stress management, and
coaching sessions on healthy eating.
Digital Tools Uses to analyze
for Tracking and data from wellness
Improving Employee apps, wearables,
and other health-
Well-being related devices to
identify trends and
patterns
How are the workplaces
getting benefitted?
Case studies showcasing the
successful integration of
technology in corporate
wellness programs, resulting in
improved employee
satisfaction and productivity.
78% of organizations currently
offer mental health resources,
and 94% of HR professionals
believe that offering mental
health resources can improve
the overall health of
employees
VANTAGE FIT
Validating AI-Derived Wellness Metrics: A Critical
Challenge and ways to address them

Privacy and Potential Compliance Bias and

Consent Misuse of with Laws Discrimination in
such as GINA AI Recommendations
Concerns Information
CONCENTRIX
 CONCENTRIX

The link between wellbeing and employee

retention/absenteeism
1. Utilization of break
2. Wellness awareness source
3. Wellness toolkit adoption
4. Mental health first aid training
completion
5. Psychological safety
 FISERV
FINANCIAL WELLNESS PROGRAM

The program alleviated financial stress

for employees but also enhanced their
overall financial literacy. Employees The program included educational
gained a better understanding of workshops on budgeting, retirement
managing their finances effectively, planning, and debt management
leading to reduced financial anxiety,
improved job satisfaction, and increased
productivity.
Company that encoraged their
employees to be cutthroat and
did not think about the
reprocussions. over 8000
employess lost their job , many
lost their pension and
retirement funds Post Enron’s
Bankruptcy.

The Performance - Superior: Top 5%

- Excellent: 66% - 95%
Review
- Strong: 36% - 65%
Committee(PRC) - Satisfactory: 16%-35%
- Needs improvement: Bottom 15
JOHNSON AND JOHNSON
J&J was a trendsetter for the Employee Wellbeing
programs. Their initiative started with “Live for Life”
program in late 1970's. Their basic belief that
investment in your employees is the best way to ensure
their long-term commitment and resiliency,which
according to researchers , the company would save
$200 million in reduced turnover cost. Their tobacoo
free workspace policy led to the reduction of tobacoo
usage by employee from 12% to 4%
 Johnson & Johnson offers all of its
employees access to a course called
Energy for Performance® (E4P) TO help

ENERGY employees identify and prioritize the

most meaningful components of their
FOR lives. They also take part in seminars
about foods and activities that have
PERFORMANCE been scientifically proven to boost
energy.In studies it shows that 91% of
(E4P) graduates say they anticipate gains in
their productivity and Workers who
finished the training were 25% more
likely to nab a promotion the following
year.
 Wellness 360
1.Mental health help for the whole family.
2.A resilience app based on behavioral science.
3.Backup family care when you need it—stat.
4.Healthcare points for adopting healthy habits.
5.Daily well-being reminders.
6.Comprehensive on-site healthcare.
7.Money coaching.
8.Student loan coaching.
9.Affordable legal aid.
 References
https://pubsonline.informs.org/doi/abs/10.1287/mnsc.2017.2883

https://nailted.com/blog/how-to-create-an-employee-wellness-
program/

https://journals.sagepub.com/doi/full/10.1177/2165079920953052
Thank
you!