N. V. Elmar ( Naamloze Vennootschap Electriciteit-Maatschappij Aruba ) is in charge of supplying electricity in Aruba. Once. the company’s name is N. V. ELECTRA founded by Mr. John G. Eman in 1950. After his decease. his married woman Mrs. F. van der Biest-Eman took over his topographic point and continued the company’s operation. In November 9. 1950. N. V. ELECTRA discusses with Parliament the traffics of supplying electricity in Aruba at the public’s involvement. Under this discourse. the company had experient several issues. ELECTRA so becomes a authorities belongings after the O.K.ing the proposal.

Within the proposal. the company specifies itself to be under the control of OGEM N. V. located at the metropolis of Rotterdam. Holland. Its first operation in November 15. 1950. N. V. Elmar has the capacity of 3000 KW with three Diesel engines and finally increased in 1958 purchasing a power station with a capacity of 15. 000 KW. However. in 1982. OGEM experient bankruptcy and decided to sell its portions of N. V. Elmar to Utilities Aruba N. V. owned by the authorities. Now. the company proudly states of its fiscal stableness and direction under the bounds of grant ( elmar. aw. 2004 ) . Now. Elmar has a figure of 163 employees and about 33. 000 consumers on the island of Aruba.

Island of Aruba

Serviced by the N. V. Elmar. Aruba is a Carribean island 24 kilometer west seashore of Venezuela. Of the three Dutch Islands. Aruba is the smallest holding an country of 194 kilometers²with eight parts. viz. . Noord / Tanki Leendert. Oranjestad ( West ) . Oranjestad ( East ) . Paradera. Santa Cruz. Savaneta. Sint Nicolas ( North ) and Sint Nicolas ( South ) . The official linguistic communication used is Dutch. peculiarly in instruction. mass media and civil service. Another linguistic communication. is Papiamento. 2nd to English as the chief linguistic communication in the island. The population besides speaks of Spanish. a prevailing linguistic communication in upper classs of primary schools ( Elmar. 2006 ) .

Role in the Company

Because I hold a place in the Human Resources Department. most of my concerns are on employee benefits. enlisting and other employee related issue. Six months in N. V. Elmar has doubtless reached my capacity as an employee in the Human Resources Department. Two of their undertakings for employees. wellness and health plan and pecuniary wagess will be discussed as the chief construct of this study.

Methodology

Research Design

Elmar. like any other company. has major concerns on their employees. To turn to. this. the company initiated a corporate Health and Wellness plan. In this plan. the consciousness of employees on wellness related issues and quality of life are well relayed. The company has outlined the processs by giving employees instruction and publicity on wellness plans. and orientation and coordination of wellness aid. Chiefly. it is of import to cognize what the general wellness position in the island is. Some of the researches made convey of fleshiness as the primary subscriber to life-limiting unwellnesss in Aruba.

The grounds for a high rate in the island are the reduced want of nutrient and a sedentary life style. Aruba is a developed state and in most surveies. states in this province have high incidences of fleshiness particularly on households with lower family income. Often. the quality of nutrient is overlooked wherein purchasing nutrients high in Calorie and fat is rampant. In a study conducted in 1991-1992. 67 % of the Aruba population is overweight. Furthermore. this determination affects both sexes. Following survey was conducted in 1995 to 1996 demoing the nutritionary province of first up to fifth class corpulence.

Approximately. 13. 4 to 14 % of the first graders are fleshy and 26. 1 to 29. 4 % of the 5th graders experience fleshiness. A more recent survey in 2004 by Dr. Richard Visser stated that of the 367 kids studied. 133 were corpulent. the figure of scraggy kids is 18. and the staying 216 were healthy. Significantly. Visser found out that one factor of the turning population refering fleshiness in oner population is the unknowingness and neglect as a public concern. Hence. attending such intervention and proper instruction about being corpulent is deficient.

Monetary and Non-Monetary wagess are indispensable for public presentation betterment of employees. Though we may see that vision. mission. and ends would be adequate motivation entities in employee public presentation. still. these direct costs will supply a meaningful and comfortable stay in the company. In the pecuniary wagess. as the name implies. more of salary add-ons are being worked upon while the non-monetary wagess focal point on acknowledging the employee capableness on work and other countries.

Elmar Company has an inducements and wagess system. wherein it compensates. reinforces. and promote sweetening of employee responsibilities. In these types. supplying inducements and wagess may concentrate on squad or single distribution. Furthermore. the essentialness of these plans for employee public presentation. will direct work attempts in advantage to the mission. vision and ends of the company. Incentives and wagess are given to squads. organisations. or persons in the company that exceed the company’s outlooks.

Procedures

Elmar company has outlined its ends and aims in fixing the wellness and health plans. In this manner. the company will decently supervise how the plan is progressing towards the organization’s benefits. The company’s concern for its employees marks the integrity of the two in a system of societal dealingss. Upon observing the rules held by the company in this plan. the statement now implies that there is the importance for care. bar. and publicity of wellness position of employees.

The vision of the company in prosecuting this undertaking is to develop an advanced and efficient plan for the wellness and health of the company. Conceptual perceptual experiences about this vision are:

• Corporate wellness and health agencies work with the employees of Elmar.
• Corporate wellness and health underscores the positive dimensions of wellness.
• Corporate wellness and health has to affect different groups. organisations and establishments.

Subsequently. the company has marked the strategic and operational aims for this plan. Strategic objectives cover the expected consequences upon support of the plan while the operational aim sees how the existent process must execute on the employees.

The followers are the strategic aims:

• To cut down medical costs and disablement costs: many companies have found that they can significantly cut down the cost of employee wellness attention benefits by proactively advancing wellness. safety and health.

• To cut down absenteeism: legion surveies have found that employee health plans can significantly cut down employee absenteeism.

• To heighten productiveness: many surveies have linked wellness hazards with decreased employee productiveness and have found that healthier workers are more productive.

• To better general wellness and good being.

( Corporate Health and Wellness Program. 2006: 12 )

While these are the operational aims:

• Structure and develop corporate wellness and health plans and activities harmonizing to precedences established. These plans c. q. activities are directed to the single employee. Elmar as an organisation and the community of Aruba.

• Establish and reinforce collaborative dealingss with organisations in the community. authorities. and NGO’s. related to the development of specific undertakings in corporate wellness and health.

• Generate an employee informations bank related to the hazard factors in wellness and health that can be used to bring forth aid. bar and instruction plans.

• Develop educational activities for the employees that can reenforce the actions of publicity in corporate wellness and health.

( Corporate Health and Wellness Program. 2006: 12 ) .

To get down the plan. foremost. the company must place which are the employee needs anterior to implementing operational aims. In order to hold an appropriate sum of informations. the company will hold to carry on as study amongst its employees. ask for an organisation that will pull off the physical scrutiny among employees and facilitate instruction about eating healthy.

The pecuniary and non-monetary plans will take consequence on employee’s public presentation degree. By and large. it enhances the public presentation to fulfill or transcend the aims. Examples of Monetary inducements are:

• Performance awards – pecuniary inducements that reward employees upon public presentation that exceeds the outlook of the company. Observation of giving this award is through formal public presentation evaluations of record on the appraisal period.
• Particular act or service awards – erstwhile awards like ball amount for employees that had done a specific undertaking from public presentation. Judgment in this sort of award comes from the first line supervisors.
• Quality Step increases – gives employees faster than normal patterned advance by easing stepped rates and a lasting addition in basic wage.
• Time Off awards – allowing employees leave without bear downing their one-year leave.
• Gain Sharing – a system. wherein both the company and the employee addition improved productiveness. In this system. the company measures the productiveness of employees. which in bend gives extra income to the company. so. the employees and involved organisation will profit through associated net incomes of the company.

Non-monetary inducements may be touchable or inducements that have more bases on wagess like trophies. decorations. certifications. and plaques. Furthermore. this sort of inducement may take an intangible place. for illustration. if an employee has exceeded the outlook of the company. the organisation may include developing chances and assignment of employees to a more meaningful. disputing. and esteemed sort of work. Even though these inducements may non hold much value straight on budget. some surveies have shown that this becomes more of import as motivative factors for employee public presentation.

The Report

SWOT Analysis

SWOT ( which stands for strengths. failings. chances. and menaces ) is a type of direction observation on the overall public presentation of an organisation. This method is frequently used on concerns because consequences can be easy transformed in other concern doctrine like Porter’s five forces. By and large. the SWOT analysis has consequence on overall rating when one factor has a cited defect or disadvantage. The strengths and failings are the internal factors while the external factors are the chances and menaces ( marketingteacher. com. 2007 ) .

Strengths

• The strengths of the wellness and health plan are in facets of giving educational consciousness to employees sing wellness jobs. disease bar. and wellness position. Hence. employee public presentation may increase. Furthermore. productiveness may increase because of decreased absenteeism. medical insurance policies. and cost effectual schemes.
• The strengths of pecuniary and non-monetary inducements take consequence on employee and company relationship. Employees regard much of their work because of these wagess. which in bend will non merely increase productiveness but besides heighten the quality of merchandises and services every bit good. In add-on. if decently examined. is the saving and care of employees with exceeding accomplishments and abilities.

Failings

• Apparently. the failings of wellness and health plans are the appropriate engagement of employees peculiarly in wellness consciousness plans. The person may listen to these talks but do non use them in existent life.
• One failing of inducements is on the pecuniary wagess. By and large. pecuniary wagess have the “amounts” in order to do employee public presentation more successful and productive. However. some employees may look at inducement as the cardinal grade of their public presentation instead than cleaving on the vision and mission of the organisation. In add-on. non all employees may non-monetary wagess as a moral position. because some employees may develop enviousness among their colleagues if copiously present in most of the inducement policies.

Opportunities

• A large chance for wellness and health plan is to widen the controlled countries in wellness commissariats such as insurance policies and price reductions on medical services. The company may besides bring forth proper motive of these plans when medical specializers are really much involved with the plan. There should ever be continuity with this sort of plan because wellness is a really indispensable to an person.
• In pecuniary inducements and non-monetary inducements. supervising units for taking which of the employees will derive the award should hold a respect. In this manner. proper rating of the plans will supply trust to employees that the awardees deserve. Hence. enviousness will non hold its topographic point in the organisation.

Menaces

• The wellness and wellness plan should look unto costs prevalently diverse in most wellness plans like medical specialties. fees of professionals and other related issues on economic alterations in consequence to medical installations.
• One menace in pecuniary plans is that there may be possibilities of lost on the best employees if monitoring is non decently achieved. Hence. the chance of giving good services and merchandises may hold hinderances.

Contemplation

As portion of this undertaking. I have noticed the essentialness of the company and employee relationship. Sing how Elmar valued this societal interaction. the badness to function the company is overpowering yet uncomparable to what I have seen on other organisations. Both the company and its employees are really much interested on the productiveness and quality of service.

Furthermore. I have seen the societal impact of the wellness and health undertaking. as it undertakings how the society has evolved from a simple unit to a larger unit of the company because it affects the employee public presentation. Monetary and non-monetary inducements are appropriate beginnings of actuating employees on the vision and mission of the company but proper attending on the monitoring and rating of awardees should be considered. as this could impact trust amongst employees.

I think these are evident aims after the existent arrangement:

• Enhance productiveness due to cut down absenteeism and proper wellbeing.
• Reduced medical costs because of subsequent instruction of employees on wellness related issues.
• Educational activities for employees in countries like Roll in “Wit Gele Kruis” for annually cheque ups and mini wellness carnival.
• Monetary Rewards has succeeded in increasing productiveness.
• Non-monetary wagess have increased company committedness among employees.

Decision

Questionnaire consequences were positive. looking at the overall public presentation of corporate wellness and health plans. This study will by and large assist the household to be cognizant in eating the right nutrient and proper diet to cut down the medical costs. The mini study has given positive consequences and future benefits to most employees. On the other manus. pecuniary and non-monetary inducements will assist in actuating employees of their public presentation degree and committedness to the company. There is besides a great chance of preserving and geting employees with exceeding endowments and accomplishments.

Bibliography

N. V. Elmar. “About Us. ” 2004 29 January 2008 & lt ; hypertext transfer protocol: //www. elmar. aw/info/content/wp_aboutus. jsp & gt ;

SWOT Analysis. 29 January 2008 & lt ; hypertext transfer protocol: //www. marketingteacher. com/Lessons/lesson_swot. htm & gt ;