Placement report Essay

N.V. Elmar (Naamloze Vennootschap Electriciteit-Maatschappij Aruba) is in charge of providing electricity in Aruba. Formerly, the smart sets name is N.V. ELECTRA doinguateed by Mr. John G. Eman in 1950. After his death, his wife Mrs. F. forefront der Biest-Eman took over his place and continued the come withs operation. In November 9, 1950, N.V. ELECTRA discusses with fan tan the dealings of providing electricity in Aruba at the publics interest. at a lower place this discourse, the party had experient several issues. ELECTRA then becomes a government retention after the approving the proposal.Within the proposal, the company specifies itself to be under the stamp down of OGEM N.V. located at the city of Rotterdam, Holland. Its first operation in November 15, 1950, N.V. Elmar has the capability of 3000 KW with three diesel engines and eventu solelyy change magnitude in 1958 buying a power station with a capacity of 15,000 KW. However, in 1982, OGEM ownd bankruptcy and de cided to sell its shargons of N.V. Elmar to Utilities Aruba N.V. owned by the government. Now, the company proudly states of its financial stability and management under the limits of concession (elmar.aw, 2004). Now, Elmar has a itemize 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 tungsten coast of Venezuela. Of the three Dutch Islands, Aruba is the smallest having an atomic number 18a 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 row used is Dutch, particularly in education, mass media and civil service. A nonher language, is Papiamento, atomic number 16 to English as the main language in the island. The population as well as speaks of Spanish, a prevalent language in upper grades of primary schools (Elmar, 2006). reference in the Company Because I hold a position in the clement Resources Department, to the highest degree of my concerns are on employee benefits, recruitment and new(prenominal) employee related to issue. Six months in N.V. Elmar has undoubtedly reached my capacity as an employee in the Human Resources Department. Two of their projects for employees, wellness and puff upness course of study and monetary abide bys give be discussed as the main concept of this report.MethodologyResearch Design Elmar, interchangeable any other company, has major concerns on their employees. To address, this, the company initiated a embodied Health and Wellness program. In this program, the awareness of employees on health related issues and quality of life are substantially relayed. The company has out wrinkled the procedures by giving employees education and promotion on health programs, and orientation and coordination of health assistance. Primarily, it is important to know what the genera l health status in the island is. or so of the researches made convey of obesity as the primary contributor to life-limiting illnesses in Aruba.The reasons for a high rate in the island are the decreased neediness of food and a sedentary lifestyle. Aruba is a erupted country and in most studies, countries in this state pack got high incidences of obesity oddly on families with lower household income. Often, the quality of food is over wait oned wherein buying foods high in calorie and fat is rampant. In a muckle make outed in 1991-1992, 67% of the Aruba population is overweight. Moreover, this finding affects both sexes. Next carry was conducted in 1995 to 1996 showing the nutritional state of first up to one-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 much recent study in 2004 by Dr. Richard Visser stated that of the 367 children studied, 133 were obese, the number of u nderweight children is 18, and the remaining 216 were healthy. Significantly, Visser institute out that one gene of the growing population concerning obesity in oner population is the unawareness and edit out as a public concern. Hence, concern such treatment and priggish education around being obese is insufficient. Monetary and Non-Monetary rewards are ingrained for surgery improvement of employees. Though we may see that vision, mission, and goals would be large do entities in employee carrying out, still, these direct costs will provide a meaningful and prosperous stay in the company. In the monetary rewards, as the name implies, more than of salary additions are being sueed upon while the non-monetary rewards snap on recognizing the employee capability on work and other areas.Elmar Company has an incentives and rewards system, wherein it compensates, reinforces, and shape up enhancement of employee duties. In these types, providing incentives and rewards may focu s on team or soulfulness distribution. Moreover, the naturality of these programs for employee performance, will direct work efforts in receipts to the mission, vision and goals of the company. Incentives and rewards are given to teams, organizations, or individuals in the company that fleet the companys forebodings.Procedures Elmar company has outlined its goals and targets in preparing the health and wellness programs. In this way, the company will tight-lacedly monitor how the program is advance towards the organizations benefits. The companys concern for its employees marks the superstar of the two in a system of social transaction. Upon noting the principles held by the company in this program, the statement now implies that in that respect is the importance for maintenance, taproom, and promotion of health status of employees. The vision of the company in pursuing this project is to draw an advanced and efficient program for the health and wellness of the company. Conceptual perceptions about this vision areCorporate health and wellness means work with the employees of Elmar.Corporate health and wellness underlines the positive degree dimensions of health.Corporate health and wellness has to involve different groups, organizations and institutions. Subsequently, the company has marked the strategic and operational objectives for this program. strategical objectives cover the expected results upon reinforcement of the program while the operational objective sees how the actual procedure essential perform on the employees.The following are the strategic objectivesTo reduce medical exam exam exam costs and disability costs more companies waste found that they can significantly reduce the cost of employee health care benefits by proactively promoting health, safety and wellness.To reduce absenteeism numerous studies have found that employee wellness programs can significantly reduce employee absenteeism.To enhance productivity many anot her(prenominal) studies have linked health risks with cut employee productivity and have found that healthier workers are more productive.To improve general health and well being.(Corporate Health and Wellness Program, 2006 12)While these are the operational objectivesStructure and infract corporal health and wellness programs and activities according to priorities established. These programs c.q. activities are directed to the individual employee, Elmar as an organization and the community of Aruba.Establish and reinforce collaborative relations with organizations in the community, government, and NGOs, related to the development of detail 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 generate 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 a nd Wellness Program, 2006 12). To start the program, first, the company must identify which are the employee needs prior to implementing operational objectives. In dedicate to have an appropriate amount of data, the company will have to conduct as survey amongst its employees, invite an organization that will manage the somatogenetic examination among employees and facilitate education about eating healthy. The monetary and non-monetary programs will take effect on employees performance level. Generally, it enhances the performance to fulfill or exceed the objectives. Examples of Monetary incentives arePerformance awards monetary incentives that reward employees upon performance that exceeds the expectation of the company. Observation of giving this award is through stately performance ratings of record on the appraisal period.Special act or service awards one-time awards like lump sum for employees that had done a specific task from performance. Judgment in this kind of award comes from the first line supervisors.Quality Step increases gives employees faster than normal progression by facilitating stepped grade and a permanent increase in basic pay.Time stumble awards granting employees leave without charging their annual leave.Gain Sharing a system, wherein both the company and the employee gain improved productivity. In this system, the company measures the productivity of employees, which in figure out gives additional income to the company, then, the employees and involved organization will benefit through associated winnings 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 take 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 ki nd of work. Even though these incentives may not have much value directly on budget, some studies have shown that this becomes more important as motivating factors for employee performance.The Report jampack Analysis SWOT (which stands for strengths, weaknesses, opportunities, and threats) is a type of management observation on the general performance of an organization. This method is often used on businesses because results can be soft transformed in other business philosophy like porters five forces. Generally, the SWOT analysis has effect on overall evaluation when one factor has a cited defect or disadvantage. The strengths and weaknesses are the internal factors while the external 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, complaint prevention, and health status. Hence, employee performance may increa se. Moreover, productivity may increase because of reduced absenteeism, medical insurance policies, and cost effective strategies.The strengths of monetary and non-monetary incentives take effect on employee and company relationship. Employees regard much of their work because of these rewards, which in contort will not only increase productivity but excessively enhance the quality of products and services as well. In addition, if properly examined, is the rescue and maintenance of employees with exceptional skills and abilities.WeaknessesApparently, the weaknesses of health and wellness programs are the appropriate fellowship of employees particularly in health awareness programs. The individual may harken to these lectures but do not apply them in real life. wizard weakness of incentives is on the monetary rewards. Generally, monetary rewards have the amounts in hunting lodge to make employee performance more successful and productive. However, some employees may look at inc entive as the central mark of their performance quite a 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-workers 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 always be continuity with this kind of program because health is a very essential to an individual.In monetary incentives and non-monetary incentives, monitoring 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 commit 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 severity to serve the company is overwhelming yet 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 appropriate 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 depose amongst employees.I think these are apparent objectives after the actual systemEnhance productivity due to reduced absenteeism and proper well-being.Reduced 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 disablement ups and mini health fair.Monetary Rewards has succeeded in increasing productivity.Non-monetary rewards have increased company commitment among employees.Conclusion Questionnaire results were positive, looking at the overall performance of corporate health and wellness programs. This survey will generally serve up the family to be aware in eating the right food and proper diet to reduce the medical costs. The mini survey has given positive results and future benefits to most employees. On the other hand, monetary and non-monetary incentives will dish out 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 SWOT Analysis. 29 January 2008