Audit Programme For Organization Health And Wellbeing

The Importance of Employee Involvement

The audit programme for the evaluation of the health and wellbeing of the organisation is very important. The audit reveals that there is always a need of the developing a programme concerned with health and wellbeing of the employees of the organisation.  There is always a need and commitment from the management of the organisation. The employees also contribute similarly to the success of the programme. The employees are needed to be given best opportunities to contribute in the programme to promote health and wellbeing. The involvement of the employees in the development of the programme and the in the implementation of the programme will be very crucial (Human Resources Consulting, 2017).  The initiatives taken for the development of the programme are required to be aligning with the initiatives taken by the state and Commonwealth government. The present report is an account of the audit report conducted to assess the health and wellbeing programme of the organisation.

Health and Wellbeing programme will focus on the workplace and how they are maintained in the place of work. The health and wellbeing programme is to offer the best workplace environment. The workplace will remain away from the smoking and alcohol. There must be physical activity and nutrition food should be provided to the workers.  The programme has been initiated by the management.  The management supports the programme and the policies focus on different actions. The policies focus on smoking, active transport, bullying, and stress management of the employees, alcohol management and flexible working arrangements made in the organisation. These programmes are funded by the organisation. The entire programmes have been monitored by the committee that takes care of the system.

The work environment requires being adequately good. The inventory, kitchen, indoor and outdoor spaces are needed to be kept clean. The employees are required to be given good and safe place to keep their belongings (Darcy, 2011).  The health promotion is required to be made. The audited organisation has its health and wellbeing facilities. The audit report conducted for evaluating the programme has found that there are some areas that the organisation requires to improve (King, 2005).

Management of every organisation expects to achieve its mission and vision of the organisation. The modern organisation sets a work culture and motivates the people to work following g the set of principles and values (aac.co.nz, 2017).  Without adequate exposure and support to the staff, the organisation cannot achieve success. Thus the support of the management is very important.

The Benefits of a Sound Health and Wellbeing Programme

The management of the organisation requires having knowledge about the impact of the health and wellbeing programme for the employees.  The physical activities and the nutrition for the employees will contribute to the good health. The healthy workers work for the organisation successfully.  The HR department of the organisation finds it easy to monitor the people and the absentees in the workplace will be less.  People will work happily and get adequate exposure to work (hauora.co.nz, 2017). 

For the health wellbeing programme, the initiative should be taken for the clean environment and the healthy food and drinking facilities.  The canteen of the organisation should offer the nutritious food so that workers will get healthy food and will remain healthy.  Adequate drinking water facility should also be given.

The second programme is the cleanliness of the workplace. The clean environment will give free air and healthy atmosphere for the workers to work.

For the successful launching of these programmes, the organisation requires allocating budget. The budget will be utilised for the development of the programme (Zhang, Long, & Wang, 2013).  The HR department will take care of making a plan and will hand over the plan to the management of the organisation.

The involvement of the employees in the programme is very much important.  The programme becomes successful when the programme focuses on the requirements of the organisation and the employees.  Thus for the better work environment priorities should be given to the employees, needs and it is required to be aligned with the goals and objectives of the organisation (Tiede, 2014).

The needs of the assessment of the health and well-being are required to bring a healthy work environment to the organisation. The focus group of my programme is the employees. The employees of the organisation are needed to be given healthy food and drinking water facilities so that they will get nutrition and will not fall ill (education.gov.au, 2016). The audit will assess the health behaviour of the employees and make an audit of the environment of the workplace.  The kitchen, infrastructure, health culture and rules of the health practices will be checked (WHO, 2009).

The focus will be on the food habit of the employees and whether they are happy with the system of the provisions made by the management.  The assessment focuses on the physical activity needed for the workers. The stress management and weight management issues are there in the organisation (Harris, 2011).

Initiatives for a Healthier Workplace Environment

The biggest challenges are from the management which requires making an adequate budget allocation for the health and wellbeing of the employees. The next challenge is from the employees who are not keen enough to keep the environment healthy and safety (reosurces-research/campaign/helpseeker, 2017).

There is a need of getting support from the employees.  For gaining the support of the employees the benefits of the programme will be communicated to the employees.  The employees will be told that their health will determine the growth of the organisation.

For the successful implementation of the programme, the requirement of HR department is very important. The Hr department will be authorised to conduct the programme.  The people of the department will be intimated the needs of the programmes. The coordinator of the programme will be the champion of the programme. They will communicate the importance of the programme and communicate that to the workers (Carnegie, 2017). 

The programme will be developed by the committee. The committee will identify the areas required to be improved.  There will be members from the employees and the HR departments. The following responsibilities will be allocated. All the following works will be done by the programme leaders (Drucker, 2017)

1. The coordinator of the programme as the champion of the programme
2. The HR department will be the uncharged of implementing the programme.
3. The members will be from employees also.
4. The responsibility of assessing the environment and the kitchen, canteen and drinking water facility provisions will be made.
5. The cleanliness of the workplace will also be assessed.

The communication to the employees will be made through regular meetings in every fifteen days. The development of the programme will also be communicated in the email.  In the committee meeting, the coordinator will present the development of the programme and will present the plan to promote the programme (Flemming, 2009).

The committee will conduct the meeting in every fifteen days to review the progress of the programme. The coordinator of the programme will chair the meetings and the discussion will be made as per the agenda (Velsor, McCuley, & Ruderman, 2010). The members will be communicated what is the expectation from them. The present meeting was initiated to intimate the employee the balanced food and good food habits. 

1. The objective of the programme is to offer the employees good food to keep them healthy and encourage the management to keep the environment of the canteen safe so that employees will get the best place to have their food(Lilley, 209).
2. The target population of the programme is the employees of the organisation.  
3. The management and the employees are required to cooperate the programme. The employees will know about the healthy food options in the workplace.
4. The objectives of the programme are based on SMART factors.  The programme will be specific and it will focus on developing good food habits and healthy and nutritious food for the employees.
5. The programme will be measurable and the progress of the health and hygiene of the canteen of the organisation will be evaluated.
6. The programme will achieve its objective within the desired time.

The programmes will have an action plan. The activities of the programme will be conducted as per the interest of the employees and for the betterment of the organisation.  For the management of healthy food programme, the simple plan will be prepared (Humancapitalreview.org, 2017). The budget will be very low for the accomplishment of the action plan. The action plan will focus on three important areas. They are people, environment and policy.  The people refer to the employees and they will be educated on the need for the programme (Duncan, 2017). The environment of the canteen and workplace will be clean and healthy. The policy for the successful outcome of the programme will be formulated. The budget for the entire programme will be $100,000.  The action plan will deal with the steps of work to be done by the employees when they are in the canteen. This refers to their cleanliness, their sitting place and how and what they are eating in the canteen. They are also to be provided good drinking water (Faulkner & Bowman, 1996). 

Challenges and Solutions for Successful Implementation

For the motivation to the employees, there is a need of introducing incentive systems. The reward and incentives will encourage to the employees. The members who exhibit healthy practices will be recognised. The incentives can be given in the form of awards like certificates or prizes.  The person who has participated in the health activities regularly will be awarded.

The public recognition is also an important method to encourage people to practice the healthy habits. In the meeting or in any events of the organisation the employee who does good health practices may be rewarded. This will create a good environment and motivate people to follow the programme. The programme will be successful ultimately (Fred & Jonathan, 2009)

The merchandise, cash incentives, entertainment, discount gym membership, offering some time off, gift vouchers and gift certificates will also help the programme to be very successful.

The programme can also be successful with the help of other voluntary organisation. The programme will take the help of sporting club, gyms and community programmes in order to make the programme successful.  NSW department of health will also contribute the programme initiated for the development of the health and wellbeing of the organisation.  Active toolkits, health guides, tips on how to remain stress-free, local medical practitioners, the health department will also help for the success of the programme (heartfoundation.org.au, 2017).

 The organisation can take the help of the private workplace health providers to make an improvement in the workplace. Health screening, surveys on health and wellbeing will also help the programme to become a success.

The goals and objectives the health and wellbeing programme will be successful when the objectives and goals are set correctly. The programme will be communicated to the employees of the organisation by creating awareness among the employees.  The advertisement of the every activity will be done. The employees will be motivated to participate in the programme. The motivation will be done for long term basis.

The announcement of the programme will be made in an event. The support of the senior management people will be taken and guest speakers will be called to speak about the health and wellbeing. The motivational talk will encourage people to keep fit and follow good health habits.

The promotion will be made by posters and information. The posters and information will be exhibited in the public places that are used by the employees most of the time.  The organisation of health event of the employees will help the programme to become successful. The employees will be encouraged to share their experience and what are the problems they are facing due to unhealthy practices. The programme will be linked with some national programmes. This will create awareness among the employees (Velsor, McCuley, & Ruderman, 2010).

Action Plan for a Successful Programme

For the success of the programme and for the long term programme employees are required to be motivated. The employees will be given training on doing healthy work at their home.  They can make a walk for 10 minutes. They should know the benefits of the programme and they need to have knowledge about the programme. The incentives and reward to the employee will help the employees to follow for the long term.

 The programme will be managed with the proper plan. There will regular meeting to assess the progress of the programme. There will be an arrangement of the support activities for the accomplishment of the programme. The programme will have a budget and this will be spent as per the provisions in the different areas (Zhang, et al., 2013).  There will be communication plan and promotion of the programme.

Evaluation of the programme is very important. The programme requires evaluation in order to get the information about its progress. The programme requires continuous improvement. The continuous improvement plan will help the programme team top change their strategies and make new strategies to make it a success (Cox, Issa, & Aherns, 2007) 

There are three important evaluations. They process evaluation, impact evaluation and outcome evaluation (Chen, Hsu, & Tzeng, 2011).  The process evaluation will discuss the activities delivered at the beginning as per the plan. The impact evaluation will see how much change is found in the organisation after the programme is initiated. The outcome evaluation will highlight how the programme has affected to the management and employees of the programme.

The continuous improvement plan is prepared when the organisation finds that there are some changes required in the plan. The success of the plan is measured and the assessment focuses the merits and demerits of the process. The programme coordinator will make necessary changes in the plan when it is required. Through the evaluation, programme will be developed and goals will be achieved (Highsmith, 2010) (Highsmith, 2010).

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