Placement report Essay

N.V. Elmar (Naamloze Vennootschap Electriciteit-Maatschappij Aruba) is in rush of providing electrical energy in Aruba. Formerly, the go withs name is N.V. ELECTRA imbeded by Mr. John G. Eman in 1950. After his death, his wife Mrs. F. van der Biest-Eman took e actuallyplace his place and continued the familiaritys military operation. In November 9, 1950, N.V. ELECTRA discusses with Parliament the dealings of providing electricity in Aruba at the publics interest. Under this discourse, the club had experience several(prenominal) issues. ELECTRA then becomes a government keeping afterward the approving the proposal.Within the proposal, the confederation specifies itself to be under the control of OGEM N.V. wrick up at the city of Rotterdam, Holland. Its firstborn operation in November 15, 1950, N.V. Elmar has the capacity of 3000 KW with cardinal diesel engines and eventually enlarged in 1958 buying a power rank with a capacity of 15,000 KW. However, in 1982, OGEM expe rienced bankruptcy and decided to sell its sh atomic number 18s of N.V. Elmar to Utilities Aruba N.V. guide by the government. Now, the alliance proudly adduces of its pecuniary stability and management under the limits of assignment (elmar.aw, 2004). Now, Elmar has a number of 163 employees and approximately 33,000 consumers on the island of Aruba.Island of Aruba            Serviced by the N.V. Elmar, Aruba is a Carribean island 24 km west coast of Venezuela. Of the three Dutch Islands, Aruba is the smallest having an argona of 194 km2 with eight regions, namely, Noord / Tanki Leendert, Oranjestad (West), Oranjestad (East), Paradera, Santa Cruz, Savaneta, Sint Nicolas (North) and Sint Nicolas (South). The official run-in utilize is Dutch, particularly in tuition, majority media and civil answer. Another language, is Papiamento, second to incline as the main language in the island. The state similarly speaks of Spanish, a pr evalent language in upper soft touchs of dewy-eyed schools (Elmar, 2006).Role in the Company            Because I hold a position in the Human Resources Department, intimately of my annoyings atomic number 18 on employee benefits, recruitment and other employee colligate issue. vi months in N.V. Elmar has undoubtedly reached my capacity as an employee in the Human Resources Department. Two of their projects for employees, health and health syllabus and financial rewards leave be discussed as the main sentiment of this report.MethodologyResearch Design             Elmar, bid any other company, has major concerns on their employees. To address, this, the company initiated a corporate health and wellness computer programme. In this program, the aw atomic number 18ness of employees on health cerebrate issues and quality of bearing are substantially relayed. The company has defined the cognitive operations by big(a) employees education and promotion on health programs, and orientation and coordination of health assistance. Primarily, it is crucial to k instanter what the general health status in the island is. Some of the researches make convey of obesity as the primary coil contributor to life-limiting illnesses in Aruba.The reasons for a postgraduate rate in the island are the decreased deprivation of regimen and a sedentary lifestyle. Aruba is a developed country and in roughly studies, countries in this state convey high incidences of obesity especially on families with lower household income. Often, the quality of food is over determineed wherein buying foods high in calorie and fat is rampant. In a examine conducted in 1991-1992, 67% of the Aruba population is laborious. Moreover, this finding affects both sexes. Next mull was conducted in 1995 to 1996 showing the nutritional state of first up to fifth grade overweight.Approximately, 13.4 to 14% of the first graders are overweight and 26.1 to 29.4% of the fifth graders experience obesity. A more(prenominal)(prenominal) recent study in 2004 by Dr. Richard Visser stated that of the 367 children studied, 133 were obese, the number of underweight children is 18, and the remain 216 were healthy. Signifi preempttly, Visser found out that social unitary ingredient of the growing population concerning obesity in oner population is the unawareness and dis deliberate as a public concern. Hence, caution such treatment and square-toed education active being obese is insufficient.            Monetary and Non-Monetary rewards are inherent for feat emendment of employees. though we whitethorn see that vision, relegation, and goals would be adequacy motivating entities in employee consummation, still, these direct cost give provide a purposeful and prosperous stay in the company. In the monetary rewards, as the name implies, more of salary additions are being massageed upon slice the non-monetary rewards localise on recognizing the employee capability on work and other areas.Elmar Company has an incentives and rewards system, wherein it compensates, re inforces, and foster provement of employee duties. In these geeks, providing incentives and rewards whitethorn focus on team or soul distribution. Moreover, the essentiality of these programs for employee mental process, bequeath direct work efforts in advantage to the mission, vision and goals of the company. Incentives and rewards are given to teams, judicatures, or individuals in the company that outperform the companys expectations.Procedures            Elmar company has outlined its goals and objectives in preparing the health and wellness programs. In this way, the company provide correctly monitor how the program is advancing towards the organisations benefits. The companys con cern for its employees marks the unity of the two in a system of social dealings. Upon noting the principles held by the company in this program, the statement now implies that there is the importance for maintenance, prevention, and promotion of health status of employees.            The vision of the company in pursuing this project is to develop an groundbreaking and efficient program for the health and wellness of the company. Conceptual perceptions rough this vision areCorporate health and wellness factor work with the employees of Elmar.Corporate health and wellness underlines the positive dimensions of health.Corporate health and wellness has to involve different groups, organizations and institutions.            Subsequently, the company has mark the strategic and usable objectives for this program. Strategic objectives treat the expected results upon reinforcement of the program w hile the operative objective sees how the actual procedure must perform on the employees.The interest are the strategic objectivesTo reduce medical checkup costs and disability costs many companies corroborate found that they can significantly reduce the cost of employee health solicitude benefits by proactively promoting health, safety and wellness.To reduce absenteeism numerous studies break found that employee wellness programs can significantly reduce employee absenteeism.To enhance productivity many studies bear linked health risks with reduced employee productivity and have found that healthier workers are more productive.To improve general health and well being.(Corporate wellness and Wellness Program, 2006 12)While these are the operational objectivesStructure and develop corporate health and wellness programs and activities according to priorities established. These programs c.q. activities are direct to the individual employee, Elmar as an organization and the f riendship of Aruba.Establish and reinforce collaborative relations with organizations in the community, government, and NGOs, related to the ontogeny of specific projects in corporate health and wellness.Generate an employee data bank related to the risk factors in health and wellness that can be used to retire from assistance, prevention and education programs.Develop educational activities for the employees that can reinforce the actions of promotion in corporate health and wellness.(Corporate Health and Wellness Program, 2006 12).            To start the program, first, the company must secernate which are the employee needs prior to implementing operational objectives. In order to have an enamour amount of data, the company will have to conduct as survey amongst its employees, experience an organization that will manage the somatogenetic examination among employees and facilitate education about eating healthy.   &n bsp        The monetary and non-monetary programs will win exploit on employees performance level. Generally, it enhances the performance to satisfy or exceed the objectives. Examples of Monetary incentives arePerformance awards monetary incentives that reward employees upon performance that exceeds the expectation of the company. ceremonial occasion of giving this award is through orb performance ratings of record on the assessment period.Special act or service awards one-time awards standardised lump sum for employees that had do a specific task from performance. plan in this kind of award comes from the first line supervisors.Quality Step increases gives employees blistering than normal progression by facilitating stepped grade and a permanent increase in basic pay.Time Off awards granting employees leave without charging their annual leave.Gain Sharing a system, wherein both the company and the employee gain change productivity. In thi s system, the company measures the productivity of employees, which in turn gives additional income to the company, then, the employees and involved organization will benefit through associated net profit of the company.            Non-monetary incentives may be tangible or incentives that have more bases on rewards like trophies, medals, certificates, and plaques. Moreover, this kind of incentive may photograph an intangible position, for example, if an employee has exceeded the expectation of the company, the organization may include training opportunities and assignment of employees to a more meaningful, challenging, and prestigious kind of work. steady though these incentives may not have much value directly on budget, roughly studies have shown that this becomes more important as motivating factors for employee performance.The Report fig up Analysis            SWOT (which stands for str engths, weaknesses, opportunities, and threats) is a type of management observation on the general performance of an organization. This method is often used on stockes because results can be easily transformed in other business philosophy like Porters five forces. Generally, the SWOT analysis has cause on boilers suit evaluation when one factor has a cited defect or disadvantage. The strengths and weaknesses are the internal factors while the outside(a) factors are the opportunities and threats (marketingteacher.com, 2007).Strengths The strengths of the health and wellness program are in aspects of giving educational awareness to employees considering health problems, disease prevention, and health status. Hence, employee performance may increase. Moreover, productivity may increase because of reduced absenteeism, medical amends policies, and cost effective strategies.The strengths of monetary and non-monetary incentives take a shit effect on employee and company relationsh ip. Employees regard much of their work because of these rewards, which in turn will not only increase productivity but also enhance the quality of products and services as well. In addition, if properly examined, is the preservation and maintenance of employees with portentous skills and abilities.WeaknessesApparently, the weaknesses of health and wellness programs are the attach participation of employees particularly in health awareness programs. The individual may mind to these lectures but do not give them in real life.One weakness of incentives is on the monetary rewards. Generally, monetary rewards have the amounts in order to make employee performance more successful and productive. However, some employees may look at incentive as the central mark of their performance rather than cling on the vision and mission of the organization. In addition, not all employees may non-monetary rewards as a moral perspective, because some employees may develop envy among their co-worke rs if abundantly present in most of the incentive policies.OpportunitiesA big opportunity for health and wellness program is to widen the controlled areas in health provisions such as insurance policies and discounts on medical services. The company may also generate proper motivation of these programs when medical specialists are very much involved with the program. There should unceasingly be continuity with this kind of program because health is a very essential to an individual.In monetary incentives and non-monetary incentives, observe units for choosing which of the employees will gain the award should have a regard. In this way, proper evaluation of the programs will provide trust to employees that the awardees deserve. Hence, envy will not have its place in the organization.ThreatsThe health and wellness program should look unto costs prevalently diverse in most health programs like medicines, fees of professionals and other related issues on economic changes in effect to medical facilities.One threat in monetary programs is that there may be possibilities of lost on the best employees if monitoring is not properly achieved. Hence, the probability of giving good services and products may have hindrances.Reflection            As part of this project, I have noticed the essentiality of the company and employee relationship. Seeing how Elmar valued this social interaction, the callosity to serve the company is overwhelming and incomparable to what I have seen on other organizations. Both the company and its employees are very much interested on the productivity and quality of service.Furthermore, I have seen the social impact of the health and wellness project, as it projects how the society has evolved from a simple unit to a larger unit of the company because it affects the employee performance. Monetary and non-monetary incentives are hold sources of motivating employees on the vision and mission of the company but proper attention on the monitoring and evaluation of awardees should be considered, as this could affect trust amongst employees.I think these are apparent objectives after the actual placementEnhance productivity due to reduced absenteeism and proper well-being. rock-bottom medical costs because of subsequent education of employees on health related issues.educational activities for employees in areas like Roll in Wit Gele Kruis for yearly check ups and mini health fair.Monetary Rewards has succeeded in change magnitude productivity.Non-monetary rewards have increased company loading among employees.Conclusion            Questionnaire results were positive, looking at the overall performance of corporate health and wellness programs. This survey will generally jock the family to be aware in eating the right food and proper sustenance to reduce the medical costs. The mini survey has given positive results and future benefi ts to most employees. On the other hand, monetary and non-monetary incentives will help in motivating employees of their performance level and commitment to the company. There is also a great probability of preserving and acquiring employees with exceptional talents and skills.BibliographyN.V. Elmar. About Us. 2004 29 January 2008 <http//www.elmar.aw/info/content/wp_aboutus.jsp>SWOT Analysis. 29 January 2008 <http//www.marketingteacher.com/Lessons/lesson_swot.htm>