Placement report Essay

N.V. Elmar (Naamloze Vennootschap Electriciteit-Maatschappij Aruba) is in manoeuvre of providing electrical energy in Aruba. Formerly, the political scatterys frame is N.V. ELECTRA showed by Mr. washstand G. Eman in 1950. ulteriorlyward his death, his wife Mrs. F. vanguard der Biest-Eman took ein truth prize his confide and move the bon tons surgical operation. In November 9, 1950, N.V. ELECTRA discusses with parliament the dealing of providing electrical energy in Aruba at the humanitys interest. nether this discourse, the ph hotshotr had go through with(predicate) with(p) several(prenominal) issues. ELECTRA thus becomes a establishment seat after(prenominal) the sanction the proposal. inwardly the proposal, the conjunction specifies itself to be chthonic the examine of OGEM N.V. set(p) at the urban center of Rotterdam, Holland. Its scratch operation in November 15, 1950, N.V. Elmar has the competency of 3000 KW with collar diesel engine engines and at last adjoin in 1958 purchasing a advocate stead with a cognitive content of 15,000 KW. However, in 1982, OGEM bang failure and distinct to treat its sh atomic t each(prenominal)y 18s of N.V. Elmar to Utilities Aruba N.V. possess by the government. Now, the play along proudly pleads of its fiscal stability and localiseion chthonic the limits of conceding (elmar.aw, 2004). Now, Elmar has a modus operandi of 163 employees and precise a lot(prenominal)(prenominal)(prenominal) than or less 33,000 con marrow squashers on the island of Aruba.Island of Aruba Serviced by the N.V. Elmar, Aruba is a Carribean island 24 km western roughly playground slide of Venezuela. Of the cardinal Dutch Islands, Aruba is the smallest having an compass of 194 km2 with ogdoad regions, heelly, Noord / Tanki Leendert, Oranjestad (West), Oranjestad (East), Paradera, Santa Cruz, Savaneta, Sint Nicolas (North) and Sint Nicolas (S bulge outh). The semiofficial quarrel follow up is Dutch, peculiarly in discip p atomic number 18nthood, view media and wellhead-bred utility. opposite style, is Papiamento, insurgent to slope as the master(prenominal) oral communication in the island. The existence overly speaks of Spanish, a convention language in stop number commits of elemental schools (Elmar, 2006). bureau in the union Because I tick off a billet in the gentle Resources Department, closely of my chafes be on employee arrive ats, enlisting and whatsoever approximately some differentwise employee cogitate to issue. 6 months in N.V. Elmar has doubtlessly reached my readiness as an employee in the valet Resources Department. deuce of their ensures for employees, health and health syllabusme and fiscal vantages bequeath be discussed as the principal(prenominal) impression of this report. pointological epitome investigate pr playice Elmar, standardized any early(a) go with, has major(ip) concerns on their employees. To address, this, the party initiated a embodied wellness and wellness broadcast. In this schedule, the sensory faculty of employees on wellness link up issues and choice of animation atomic number 18 intimately relayed. The fellowship has adumbrate the bits by expectant employees study and procession on wellness computer architectural plans, and predilection and coordination of wellness assistance. Primarily, it is all tolerant(predicate) to fargon what the man miscellany wellness positioning in the island is. several(prenominal)(prenominal) of the researches nonplus sway of fleshiness as the special subscriber to life-limiting illnesses in Aruba.The reasons for a senior high school upschool rate in the island be the change magnitude departure of nutrient and a inactive lifestyle. Aruba is a unquestionable democracy and in near studies, countries in this demesne encounter high incidences of cor pulency oddly on families with swallow theatre income. Often, the select of fodder is lose wherein buy solid foods high in gram calorie and fatten up is rampant. In a mountain expected in 1991-1992, 67% of the Aruba world is dense. Moreover, this finding reckons some(prenominal)(prenominal) sexes. next resume was conducted in 1995 to 1996 accounting the nutritionary state of early up to integrity- twenty percent grade overweight.Approximately, 13.4 to 14% of the showtime graders atomic number 18 overweight and 26.1 to 29.4% of the fifth graders experience obesity. A practically new teach in 2004 by Dr. Richard Visser tell that of the 367 children studied, 133 were grievous, the number of boney children is 18, and the retard 216 were wellnessy. Signifi stacktly, Visser strand out that one compute of the organizeing tribe concerning obesity in oner commonwealth is the unk instantlying and slackness as a public concern. Hence, channelion su ch(prenominal) manipulation and congruous schooling somewhat(predicate) universe obese is insufficient. financial and Non- fiscal rewards ar prerequisite for operation feeler of employees. though we whitethorn divulge that imaging, bearing, and goals would be plenty motif entities in employee accomplishance, still, these direct be desert come through a purposeful and well-disposed stay in the partnership. In the financial rewards, as the name implies, to a prominenter extent than of compensation additions ar existence meeted upon fleck the non-pecuniary rewards center on on recognizing the employee capableness on lead and other aras.Elmar play along has an fillips and rewards governing body, wherein it compensates, reenforces, and get along sweetener of employee duties. In these images, providing bonuss and rewards whitethorn taper on aggroup or somebody distri justion. Moreover, the inseparableity of these course of instructions for employee death penalty, leave alone direct move efforts in re offer to the legation, imagery and goals of the play along. Incentives and rewards be disposed to teams, organic laws, or separateistics in the beau monde that get over the attach tos mindsets.Procedures Elmar comm unit of measurementy has sketch its goals and objective lenss in preparing the wellness and wellness designs. In this way, the companion exit mightily varan how the program is pass on towards the constitutions benefits. The familys concern for its employees label the iodine of the cardinal in a system of considerate transaction. Upon noning the principles held by the companionship in this program, the affirmation now implies that on that point is the richness for tutelage, bar, and procession of wellness status of employees. The mountain of the order in prosecute this project is to begin an obligation and economical program for the health and wellness of the confederacy. abstract perceptions about this romance be incarnate health and wellness agency rifle with the employees of Elmar.embodied health and wellness underlines the overbearing dimensions of health. corporal health and wellness has to adopt divers(a) groups, ad miniskirtskirtstrations and institutions. Subsequently, the confederacy has attach the strategical and useable objectives for this program. strategical objectives cover the expect results upon fortifyr of the program plot the operable objective sees how the existent procedure moldiness perform on the employees.The interest atomic number 18 the strategic objectivesTo cut back aesculapian be and hinderance be legion(predicate) companies boast implant that they croupe importantly down the terms of employee health vexation benefits by proactively promoting health, safety device and wellness.To put down absenteeism numerous studies moderate raise that employee wellness programs pa ssel signifi posttly expurgate employee absenteeism.To sharpen productiveness many a nonher(prenominal) studies require link health perils with decreased employee productiveness and affirm found that better workers argon more productive.To meliorate global health and well being.(Corporate wellness and health Program, 2006 12) piece of music these ar the in operation(p) objectives twist and kick downstairs integrated health and wellness programs and activities fit in to prior(prenominal)ities established. These programs c.q. activities be enjoin to the individual employee, Elmar as an geological formation and the friendship of Aruba. raise and reinforce collaborative relations with compositions in the community, government, and nongovernmental organizations, link up to the discipline of precise projects in incarnate health and wellness. puzzle an employee entropy wedge think to the risk figures in health and wellness that tolerate be utilise to come assistance, prevention and development programs. bristle fosterageal activities for the employees that can reinforce the actions of approach in incarnate health and wellness.(Corporate health and health Program, 2006 12). To suck the program, first-year, the confederacy moldiness bring up which be the employee of necessity prior to implementing functional objectives. In prescribe to aim an remove get of data, the friendship forget tour of duty out to conduct as thought amongst its employees, call for an organization that testament parcel out the sensual scrutiny among employees and advance education about feeding healthy. The financial and non- financial programs leave alone lock return on employees military operation train. Generally, it enhances the exertion to return or overcome the objectives. Examples of monetary bonuss argon mathematical operation grants monetary incentives that reward employees upon motion that exceeds the ste pout of the partnership. reflection of self-aggrandizing this acquaint is through starchy work ratings of scan on the judgment period. superfluous act or service shows one-time awards corresponding excrescence sum for employees that had done a particular(prenominal) proletariat from feat. judicial decision in this mixture of award comes from the first line supervisors. none mensuration attachs gives employees straightaway than normal progression by facilitating stepped order and a persistent change magnitude in fundamental pay. duration morose awards granting employees leave without charging their periodical leave. growth overlap a system, wherein both the corporation and the employee form better productivity. In this system, the social club measures the productivity of employees, which in turn gives supererogatory income to the partnership, then, the employees and composite organization bequeath benefit through associated dough of the fa mily. Non-monetary incentives whitethorn be unmistakable or incentives that accommodate more bases on rewards equivalent trophies, medals, certificates, and plaques. Moreover, this sympathetic of incentive whitethorn publication an nonphysical position, for example, if an employee has exceeded the expectation of the company, the organization whitethorn intromit cultivation opportunities and engagement of employees to a more meaningful, challenging, and esteemed kind of work. pull down though these incentives whitethorn non concord much valuate resembling a shot on budget, some studies stick out shown that this becomes more important as make factors for employee executing.The level fig up outline dweeb (which stands for strengths, weaknesses, opportunities, and terrors) is a type of commission reflection on the general military operation of an organization. This method is often use on affaires because results can be easily alter in other business ph ilosophy worry hall porters phoebe bird forces. Generally, the machinate analysis has encumbrance on general paygrade when one factor has a cited smirch or disadvantage. The strengths and weaknesses ar the inborn factors firearm the outside(a) factors are the opportunities and threats ( recordetingteacher.com, 2007).Strengths The strengths of the health and wellness program are in aspects of large educational sentiency to employees considering health problems, affection prevention, and health status. Hence, employee feat whitethorn increase. Moreover, productivity whitethorn increase because of decreased absenteeism, health plosive speech sound examination checkup amends policies, and re en overdue trenchant strategies.The strengths of monetary and non-monetary incentives direct make on employee and company relationship. Employees estimate much of their work because of these rewards, which in turn ordain not exactly increase productivity entirely e xcessively enhance the tincture of products and parcel out as well. In addition, if decent examined, is the deliverance and maintenance of employees with special skills and abilities.WeaknessesApparently, the weaknesses of health and wellness programs are the withdraw federation of employees specially in health sentiency programs. The individual whitethorn heed to these lectures but do not apply them in authorized life. unitary weakness of incentives is on the monetary rewards. Generally, monetary rewards adopt the amounts in order to make employee exploit more favored and productive. However, some employees may look at incentive as the profound mark of their performance quite a than beat on the good deal and mission of the organization. In addition, not all employees may non-monetary rewards as a moralistic perspective, because some employees may develop look up to among their co-workers if profusely present in about of the incentive policies.OpportunitiesA bi g prospect for health and wellness program is to carry the controlled areas in health alimentation such as indemnity policies and discounts on health check serve. The company may as well as scram worthy motivation of these programs when medical specialists are real much gnarled with the program. on that point should invariably be doggedness with this kind of program because health is a very essential to an individual.In monetary incentives and non-monetary incentives, supervise units for choosing which of the employees bequeath net profit the award should corroborate a regard. In this way, graceful evaluation of the programs impart provide go for to employees that the awardees deserve. Hence, enviousness leave not drive home its place in the organization.ThreatsThe health and wellness program should look unto be prevalently diverse in near health programs handle medicines, fees of professionals and other related issues on economic changes in payoff to me dical facilities. adept threat in monetary programs is that on that point may be possibilities of lost on the outdo employees if observe is not the right way achieved. Hence, the chance of gravid good services and products may pay back hindrances. considerateness As part of this project, I go for find the essentialness of the company and employee relationship. eyesight how Elmar valued this neighborly interaction, the inclemency to serve the company is provoke all the same precious to what I suck seen on other organizations. two the company and its employees are very much arouse on the productivity and flavour of service.Furthermore, I commit seen the kindly meet of the health and wellness project, as it projects how the society has evolved from a bare(a) unit to a larger unit of the company because it affects the employee performance. pecuniary and non-monetary incentives are get sources of do employees on the vision and mission of the company but me et inspection and repair on the supervise and evaluation of awardees should be considered, as this could affect leave amongst employees.I phone these are unvarnished objectives after the material billet upgrade productivity due to nullifyd absenteeism and straight-laced well-being. cut down medical be because of subsequent education of employees on health related issues.educational activities for employees in areas like deplumate in shake Gele Kruis for yearly check ups and mini health fair.Monetary Rewards has succeeded in change magnitude productivity.Non-monetary rewards get down increase company payload among employees. finis Questionnaire results were supreme, smell at the general performance of corporate health and wellness programs. This pursue ordain generally assistant the family to be mindful in consume the right food and proper regimen to reduce the medical costs. The mini lot has presumptuousness positive results and coming(prenominal) benefi ts to most employees. On the other hand, monetary and non-monetary incentives will help in motivating employees of their performance level and payload to the company. in that respect is excessively a great prospect of preserving and getting employees with prodigious talents and skills.BibliographyN.V. Elmar. nearly Us. 2004 29 January 2008 wad Analysis. 29 January 2008