Employee Wellness Paper

Throughout my 3-year employment at Penn-Mar Human Services, I have assumed several different roles. After being hired for individual supports, I quickly transitioned into a group position as a Program Instructor, where I would be better able to utilize my unique skillset and grow professionally within the organization. After only a few months, I was promoted to a Program Instructor II, accepting greater responsibilities. In this position, I flourished

Getting different levels of management and employees involved on the wellness team will provide many different ideas and activities that can be done in the workplace. Have IT test systems that will be used in tracking events so there are no system problems. Some programs have measurable results and some do not, if you are testing hoping for measurable results use factors that can produce the best results.

“Career services will be down here to provide networking and career planning,” Everhart said. “We’ll also have in our office down here a group that’s from the health center to help with any type of questions.”

Communicating to employees regarding launching a new Wellness Program in the workplace can be tricky. Sometimes companies may have wellness programs however,

When I started working for Vanguard in August 2016, my career goals primarily consisted of improving myself and furthering my career in finance. However, my career goals started to change soon after I began working in the Service Recovery department. My current role as a Resolution Services Associate has helped me to discover the satisfaction that I get when I am able to resolve a client’s issue(s). The career goals that I came into Vanguard with have matured into improving myself so that I can make a significant impact on the clients that I serve, the company that I work for, and the family that supports me. Because of my limited work experience, I see the Vanguard Accelerated Development Program (VADP) as my best chance at personal and

Through this case study I will be discussing strategic management. Strategic management can be defined as a process where an organization attempts to determine what actions need to be taken to achieve the overall objectives and more importantly how to meet them (Mello, 2015, p. 114). For a company to strive and meet their goals, deadlines, and missions they must stay conscious of the strategic plan put in place for the success of the company. If the company does not have a good strategic plan the company could fail. With correct planning a company could succeed without fail. Something that needs to be taken into consideration in the strategic plan should be investing into the company’s human assets. At first it may look like it is causing the company more issues however in the long run it will strengthen the company and moral making a more successful company. This could help with customer relations, and the organization status which will help produce additional revenue for the company.

With the constant changes and developments in the workforce, people need to enhance their career roles. The University of Phoenix uses that fact to persuade people to enroll in classes. They use ads and phrases that make you reevaluate your current situation.

7. Establish mentoring programs to assist fellow employees in their continuing corporate development [ (Gomez-Mejla, Balkin, & Cardy, 2010) ]. Finding, retaining, and maximizing the potential of our employees is just good business. Mentoring will help ensure each employee is able to maximize his/her personal and corporate potential. We should consider adding mentoring to our annual performance objectives.

I choose to talk about the ASTS or ATD which is an association dedicated to people who deal with talent management including acquisition, development, and retention. It is a non-profit organization targeting workplace learning and performance professionals and training managers, career planners. ASTD was founded in 1944 to help those professionals get together to benefit from each other’s knowledge and experience. As a learning and staff development specialist at an international organization, it was logical to choose to look for a professional organization as prominent and widely recognized as the ASTD. I reaped a number of benefits for its membership. On the top of them is supporting my career progression

The company is a strong advocate of personal development and advancement of all employees. There are opportunities to gain qualifications as part of employee development.

Wellness in the workplace needs to be taken seriously by all employers, and employees. There has been evidence that making sure employees eat healthier leads to lower call out rates and more savings on health plans. In an article in Employee Benefits magazine it states that “Wellness management does not need to be complicated, or costly. A few simple steps could help to mitigate long-term problems, such as introducing early intervention activities that red flag cases identified via an absence reporting mechanism, the proactive management of musculo-skeletal conditions and stress, introducing a smoking cessation program or running regular health wellbeing days. “Workplace wellness as a concept has been used extensively in recent years by management in business and industry, health professionals, fitness experts, and others. This is a policy that should be implanted in all jobs. Wellness may not

Research indicates that employers can increase employee retention, increase employee productivity, and reduce employee healthcare costs by implementing a workplace wellness program.

Setting the stage for starting a workplace-based wellness program will be the most difficult part. The program can be achieved by getting upper management support and forming a wellness/health services unit to help plan, promote, implement and maintain the program.

Health and wellness in the workplace is crucial to business success. Increasingly, it is recognized that the workplace itself has a powerful affect on people’s health. When people are satisfied with their job, they are more productive and tend to be healthier. When employees feel that the environment at work is negative, they feel stressed. Stress has a large impact on employee mental and physical health, and in turn, on productivity. Companies that promote healthy lifestyle habits for employees to improve their health, often take the success of the company to heart and are likely to be absent less often for health related reasons.

In these trying times, Federal Bank immediately decided to conduct one on one career development meetings after carefully reviewing the performance results of those employees who were in dire need of long-term goals/motivation. Most employees experiencing these problems were asked to reexamine their present long-term goals, identify behaviors, activities, and experiences that will help them reach the goals, and do the same for short term goals in order to be able to combine each goal desires to put it into effect (Greenhaus & Callahan, 2010, Chapter 5, Kindle: 1759). Thankfully, Michele was one of the rare few that actually decided to reach out to Federal officers and her husband for further feedback. Nevertheless, this event was necessary for the development of the Human Resource Management and Career Development system today because it helped valued-driven managers keep on moving forward in the corporate ladder that once reaches a dull point in their careers. The HR management department truly savaged the operational errors with the employees so that it would not evolved into a greater ordeal. For that reason, lets not forget that for this financial institution and any other institution if the employees do not feel taken care of, goal-oriented, motivated, and happy it is quite impossible to provide a customer driven environment. Hence, the internal