HISTORY OF CONCERNFOR THE HUMAN SIDE

OF THE BUSINESS

Quality ofWork/

WorkingConditions

Qualityof

WorkLife

Work-LifeBalance

EmployeeEngagement

Wellness Wellbeing

Quality of Work / Working Conditions

PhysicalWork

Environment(Safety-focused)

1970

Quality of Work Life

Participation&

Involvement

1980

Work-Life Balance

Work-FamilyConflicts

1990

Employee Engagement

• Job Fulfilment• Opportunity• Relationships• Reward• Work-life balance• Purpose

2000

Wellness

ProactivePhysicalWellness

2005

Wellbeing

QualityOf

Life

2010

Social

Love

Social

Wellbeing

Mental

Learn

Career Wellbeing

Spiritual

Legacy

Community Wellbeing

Economic

Live

Financial

WellbeingPHYSICAL

WELLBEING“WELLNESS”

WELLBEING

10 Reasons why we should invest in people today

1) Link between people and business results2) Growing importance of “Service”3) Growing importance of “Intangibles”4) Hidden costs of “People issues”5) Growing value of “Execution”6) Rise of the “Knowledge worker”7) Talent war8) Growing importance of “Employee engagement”9) Growing importance of “Innovation”10)Downward spiral of performance

“Profit is like oxygen; Essential for our survival but not reason for

our existence.”

Link between people and business results

“Managing only for profit is like playing tennis, with your eye on the

scorecard and not on the ball.”

Ichak AdizesManagement Author

Link between people and business results

Link between people and business results

Employee Customers Profits

“LEAD” “LAG”

Growing importance

of “Service”

Global economy is shifting from

smokestack industries to

knowledge-based industries.

With internet, Global trade

is expected to shift

towards services

Growing importance

of “Service”

Growing importance of intangibles

Year Intangibles Tangibles

1972 20 80

1982 38 62

1992 62 38

2002 85 15

2007 90 10

INTANGIBLES

• Strategic Unity

• Talent

• Speed

• Shared mindset

• Learning

• Leadership

• Innovation

• Customer connection

• Knowledge• Teamwork

COST OF TURNOVER

COST OF LOW TRUST

COST OF LOW EMPLOYEE

ENGAGEMENT

COST OF ORGANIZATION

NOT AN “EMPLOYER OF

CHOICE

COST OF CONFLICTSCOST OF

RESISTANCE TO CHANGE

COST OF LOW SKILLS

COST OF COMPLAINTS/GRIEVANCES

COST OF ABSENTEEISM

COST OF TARDINESS

Machinery and technology

make it possible;

People make it happen

The secret of organizational successis now predicting the future; it is increating an organization that willthrive in a future that cannot bepredicted.

Growing value of execution

RISE OF THE KNOWLEDGE WORKER

INFORMATION vs KNOWLEDGE

“ Know What” “ KNOW-HOW”

( WHAT IS ) ( WHAT WORKS )

Talent war

Talent will be the resource of scarcity today and the future

Talent war

Organizations with better talent will be more successful.

Talent war

“If you can’t get the best talent get the best out of the talent you

already have.”

7 Ways To Engage People

Rewards

Work-Life

Balance

OpportunityRelationship

Purpose

Job Fulfillment

LEADERSHIP

GROWING IMPORTANCE OFEMPLOYEE ENGAGEMENT

Growing importance of INNOVATION

defined

“Doing the same thing over and over and

expecting different results.”

Innovation is not necessarily doing different things. It can also be about doing the same things differently.

Growing importance of INNOVATION

DOWNWARD PERFORMANCE SPIRAL

PERFORMANCE PROBLEMS

• High costs

• Lousy Customer Service

• Low Profits

• Low Stock Price

ORGANIZATIONAL RESPONSE

• Reduce Training

• Lay-off

• Salary freeze or reduction

• Hiring & promotion’s freeze

PERFORMANCE PROBLEMS

• Decreased motivation & effort

• More turnover

• Reduced job focus

• More accidents/ mistakes

IMPLICATIONS OF THE CONCEPT OF WELLBEING

ON HR PRACTICE

Financial Wellbeing

Social Wellbeing

Community Wellbeing

Career Wellbeing

Physical Wellbeing

Compensation

Employee Relations

CSR

Training Career Planning

SportsMedical Services

CanteenCompany Facilities