Summary for case studies

1) The Drivers of Employee Engagement
Engagement has clear overlaps with the more exhaustively researched concepts of commitment and organizational citizenship behaviors, but there are also differences.
In particular, engagement is two-way: organizations must work to engage the employee, who in turn has a choice about the level of engagement to offer the employer.
The organization must work to develop and nurture engagement, which requires a two-way relationship between employer and employee.’
Twelve attitude statements representing engagement were tested; all were found to ‘sit together’ reliably, to comprise a single indicator of engagement.
The IES engagement model illustrates the strong link between feeling valued and involved and engagement.
SOURCE : Robinson D, Perryman S, Hayday, April 2004

2) Employee health & well-being
Employee health and well-being programmes are increasingly moving up the HR agenda as a means of improving staff morale and engagement as well as reducing sickness absence.
By providing company-paid private medical insurance, employers aim to help staff recover and return to work as soon as possible following illness or an accident.
Our special feature gives details after examining cost containment methods, eligibility criteria, benefit levels, terms of cover and claims administration.
Smoking in the workplace represents a health risk, can increase employers’ costs, presents a poor company image and can lead to resentment between staff who smoke and those who don't.
Our second feature article looks at the design and implementation of smoking policies, in the light of forthcoming government legislation.
SOURCE : IDS HR Studies Update 823, June 2006


3) Employees Wellness Program
Creating a workplace culture that encourages employee engagement at all levels.
Integrating Mercy’s values and mission through educational offerings that continue to improve the knowledge and skills of colleagues;
Enhancing organizational development though the North Iowa Mercy Network
The long-term objectives of Mercy’s work with Gallup are to understand the dimensions of employee engagement that consistently drive business outcomes as well as to build stronger workplace
The Gallup Organization has interviewed over one million employees working in American business and industry asking them hundreds of questions on every conceivable aspect of their workplace
SOURCE : Kailo’s Employee Well Being Programme, Jun 6, 2007

4) Employee well being solutions
Encouraging positive health & wellbeing among our staff is a major goal of the organization.
The health & wellbeing programme enables us to focus on organizational development and personal health improvement for the benefit of everyone.
Research showed a statistically significant reduction in lifestyle risk factors over five years for those staff on the wellbeing programme.
Health screening very professionally managed, with well informed staff who advised on positive health issues, providing practical and helpful tips on improvement.
Feedback from staff was very encouraging and they were all keen to get going on their regimes
SOURCE : Health CV Itd, Sunday, 2 March 2008

5) Physical Activity Program Guide
The new contact here was able to conduct a targeted workplace audit of 300 DH staff in an effort to gather some baseline data from employees about their current physical activity levels and what opportunities they would like provided.
DH pulled together a working group which comprised of representatives from different departments including the Work and Health team, the Canteen, the Bicycle User Group, and HR.
Two events were held, one in Central London to target the employees who work at all the offices in London, and one in Leeds.
Both events were extremely well received by staff and should be a platform from which to launch further opportunities for employees.
DH has recently appointed a new occupational health provider who had a stand at the well-being event and provided health checks, and in the near future DH will be launching an employee well-being strategy.
SOURCE : Sport England, Sunday, 2 March 2008