Employment and Traditional Welfare Services
Traditional welfare policies serviced by company personnel departments have typically included:
- staff restaurants and canteens, luncheon vouchers and tea/coffee machines or trollies and relaxation areas.
- sick pay schemes and benevolent/savings clubs.
- offering subs (advances on wages) and company loans.
- pensions/superannuation schemes
- legal assistance
- advice and counselling for individual problems.
- transport, housing, discount shopping assistance
- sports and social facilities
- medical services at work, health screening and advice
These are reminiscent of a paternalistic organisations that can afford such provision in their employee rewards and costs packages. The welfare element in the employer-employee relationship is still a key feature albeit that change is evident.
A normative view of HRM and welfare
Those arguing for companies to extend welfare benefits would argue that employees suffering from work or home problems are less able to give complete attention to high quality, job performance. Problems arise from work itself, directly or indirectly,
- interpersonal problems
- loss of confidence,
- stress and anxiety.
Symptoms
......physiological disorders, embitteredness, anger, interpersonal conflict, absences, lack of committment etc. A staff member might approach their manager to discuss their worries and seek help. Equally they may not . The manager remains clueless about what is affecting their member of staff. This may make matters worse.
Developed and maintained by Chris Jarvis