During a class discussion on how companies contribute to the integral human development of workers, one student related how his company gets new employees’ body measurements and builds ergonomic chairs built for these employees’ use and comfort. Considering that most
employees spend at least eight hours sitting down in an office chair, that is indeed a considerate measure for the company to adopt.
Another company provides a day care center in the workplace so mothers who do not have house help to take are of their infants and young children can bring them to the work place and check on them during defined times and, in general, have that feeling that they are within their children’s reach even at work. This becomes more pressing now with the prevalence of the two spouses working to support the family.
A lot of companies organize sports activities to provide employees opportunities for fun and fitness as well as wellness programs for the overall well-being and health of the employees.
Several conduct family days usually during summer, the Christmas season or during the companies’ anniversaries to foster greater camaraderie and esprit de corps not only among the employees, but with their families as well.
Many of the benefits that progressive companies extend their employees usually also redound to the benefit of the families of the employees. Aside from those discussed, one can read or hear about companies providing medical benefits to employees and dependents; extending rice subsidy for this staple fare among Filipino families; granting housing loan programs for acquisition of real property at preferred rates; and offering scholarship programs to deserving children of employees. Although still rare among Filipino companies, offering stock ownership is slowly being manifested not only to extend the economic benefits of the firms to the employees, but also as a means to open and liberalize ownership of enterprise among the grassroots.
The foregoing are by no means complete but are good examples of the activities, programs and benefits that employers are extending to their employees which definitely contributes to their well-being and productivity.
Nowadays, companies not only make use of salaries and wages to attract and retain human resource talent. A lot of interventions and programs being adopted are meant to contribute to the overall well-being and work-life balance among employees. There has been a realization among companies that their ability to provide a meaningful workplace environment where the economic, social, cognitive, physical, spiritual and emotional developmental aspects of their employees are met will contribute to their productivity, retention and loyalty.
It should not, however, be a one-way street since satisfied and well-developed employees become the ambassadors of goodwill for the organization, who can promote the name, brand, product and services of the company to the public at large. They also directly contribute to the higher levels of productivity and commitment of employees to their organizations. In the competitive marketplace of qualified job labor, attracting and retaining talent is indeed a distinct advantage for employers to develop.
Management is challenged to continue to generate creative ways to redefine the workplace into an area where work-life harmony can be experienced by its employees. A corresponding challenge as well is expected from employees to continuously hone their talents and skills and exhibit commitment and loyalty to the organization. There is a lot of hard work and energy that are needed to effect this win-win situation.
The author is an associate professorial lecturer at the De La Salle University Ramon del Rosario College of Business. He welcomes comments at dennis.berino@dlsu.edu.ph. The views and opinions expressed in this article are those of the author and do not necessarily reflect the official policy or position of De La Salle University, its faculty and its administrators.
employees spend at least eight hours sitting down in an office chair, that is indeed a considerate measure for the company to adopt.
Another company provides a day care center in the workplace so mothers who do not have house help to take are of their infants and young children can bring them to the work place and check on them during defined times and, in general, have that feeling that they are within their children’s reach even at work. This becomes more pressing now with the prevalence of the two spouses working to support the family.
A lot of companies organize sports activities to provide employees opportunities for fun and fitness as well as wellness programs for the overall well-being and health of the employees.
Several conduct family days usually during summer, the Christmas season or during the companies’ anniversaries to foster greater camaraderie and esprit de corps not only among the employees, but with their families as well.
Many of the benefits that progressive companies extend their employees usually also redound to the benefit of the families of the employees. Aside from those discussed, one can read or hear about companies providing medical benefits to employees and dependents; extending rice subsidy for this staple fare among Filipino families; granting housing loan programs for acquisition of real property at preferred rates; and offering scholarship programs to deserving children of employees. Although still rare among Filipino companies, offering stock ownership is slowly being manifested not only to extend the economic benefits of the firms to the employees, but also as a means to open and liberalize ownership of enterprise among the grassroots.
The foregoing are by no means complete but are good examples of the activities, programs and benefits that employers are extending to their employees which definitely contributes to their well-being and productivity.
Nowadays, companies not only make use of salaries and wages to attract and retain human resource talent. A lot of interventions and programs being adopted are meant to contribute to the overall well-being and work-life balance among employees. There has been a realization among companies that their ability to provide a meaningful workplace environment where the economic, social, cognitive, physical, spiritual and emotional developmental aspects of their employees are met will contribute to their productivity, retention and loyalty.
It should not, however, be a one-way street since satisfied and well-developed employees become the ambassadors of goodwill for the organization, who can promote the name, brand, product and services of the company to the public at large. They also directly contribute to the higher levels of productivity and commitment of employees to their organizations. In the competitive marketplace of qualified job labor, attracting and retaining talent is indeed a distinct advantage for employers to develop.
Management is challenged to continue to generate creative ways to redefine the workplace into an area where work-life harmony can be experienced by its employees. A corresponding challenge as well is expected from employees to continuously hone their talents and skills and exhibit commitment and loyalty to the organization. There is a lot of hard work and energy that are needed to effect this win-win situation.
The author is an associate professorial lecturer at the De La Salle University Ramon del Rosario College of Business. He welcomes comments at dennis.berino@dlsu.edu.ph. The views and opinions expressed in this article are those of the author and do not necessarily reflect the official policy or position of De La Salle University, its faculty and its administrators.
Comments
Post a Comment