SEMESTER: SPRING 2024

COURSE NAME: STRATEGIC HUMAN RESOURCE MANAGEMENT

COURSE CODE: MBA 6020 A

TERM PAPER ON: OVERALL WELLNESS AT THE WORK PLACE:

STRATEGIES FOR DEVELOPING AFRICAN
COUNTRIES

SUBMITTED BY: WINNIE AWUOR PAUL (ADM NO. 662423)

LECTURER: PROF STEPEHN M. NYAMBEGERA, Ph.D.

CREDITS: 3 UNITS

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1.0 INTRODUCTION

Emergent Africa, in their weekly newsletter on Strategy Spotlight, states that as heads of corporate wellness
programs, managers hold the key to fostering a culture that prioritizes and enhances employees' health,
happiness, and productivity. In this era where the lines between professional and personal life blur, leadership’s
role in promoting employee wellness is not merely a matter of corporate responsibility; it is a strategic
imperative.

This term paper has been written by myself as a graduate student who also is in a management position and
having faced serious challenges has had an opportunity to sit down and reflect on many aspects as far as
employee wellbeing is concerned. When people feel inspired, motivated, and supported in their work, they do
more work, and that work is significantly less stressful on their overall health and well-being.

Unfortunately, ineffective management becomes one of the major causes of burnout, rather than its cure.
Treatment of an employee unfairly burdens employees with impossible expectations and provides little support
to help employees achieve them. At the very least, bad managers don’t help their employees overcome these
paralyzing barriers to a good day at work.

It is worth noting, however, that it is not always the managers' fault. Many organizations don’t supply their
leaders with the necessary management training and support to be great at their jobs. This can cause burnout for
the managers themselves, creating a sense of unreasonable expectations and a perceived lack of support. In this
way, burnout can easily cascade throughout an entire organizational structure.

I have gone through a rough patch over the past year to the extent of taking a sabbatical to try and stay away
from the toxic environment and politics, which I suppose can be dealt with in a more structured manner if there
is goodwill and care and concern toward the overall well-being of an employee. Leaders, managers, and
individual contributors all need an occasional break, a little time off to recover from an intense week or a
particularly rough patch.

The space that I am in right now has made me come to realize that sometimes it gets to a point where it matters
not how much you are paid. All you need is a conducive working environment, which ultimately contributes to
your overall well-being.

Despite all the fancy perks and activities companies plan, employees still get overly stressed at work. This
negatively impacts both their mental and physical health. Many times employees just request sick leave to
disconnect from their duties and recover. In other cases, struggling with bandwidth and work commitments,
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they might feel an extra urge to work even when feeling under the weather. These issues do not only affect
individual wellness but also the business as a whole through decreased productivity and performance.

It is against this backdrop that I decided to do a term paper on overall wellness in the workplace and the
strategies around it. Much like the focus on mental health is increasing in the workplace, so too are people
expecting employers to be concerned about their overall physical wellness. Organizations can create wellness
programs to support employees’ physical health, which can positively impact employees’ job satisfaction and
engagement. Recruiters can also use their dedication to employee wellness as a selling point when looking for
new hires.

I am certain that there will be an end to unfair practices at the workplace that ultimately lead to burnout. But
unless the root cause is addressed, one might end up missing out on the critical warning signs. That little time
off is just enough breathing room to realize that it’s the workplace that is the problem.

As I continue to reflect on the journey that I have been through for the past year, I can categorically state that I
have unwavering confidence in the progressive attributes that will be delivered by my future employer, who I
foresee will be more serious and concerned about employee well-being.

It is undeniable that the past couple of years have been challenging for organizations around the world, but HR
professionals have always been able to adapt and develop recruitment strategies that respond to current
workforce needs. By looking at this area of study in HR, recruiters can continue to make their businesses
attractive to quality potential hires while keeping their current talent engaged and fulfilled.

Overall wellness in the workplace is a critical component of organizational success and employee satisfaction.
In developing African countries, where economic, social, and health challenges are prevalent, implementing
comprehensive wellness strategies can significantly enhance productivity and quality of life for employees. This
paper explores key aspects of workplace wellness and provides strategic recommendations tailored to the
unique context of developing African nations.

1.1 What is Employee Well-being

Employee well-being refers to the state of employees’ mental and physical health, resulting from dynamics
within—and sometimes outside—the workplace. These include their relationships with colleagues, use of tools
and resources, larger business decisions that impact the employee and their work, and many other factors.
Employee well-being can therefore be summarized as the professional’s holistic state of mental, emotional, and
physical health.
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Employee well-being encompasses mental, physical, emotional, and economic health, influenced by workplace
relationships, resources, and decisions. It's enhanced by a positive culture prioritizing well-being, clear tasks,
motivation, and benefits like financial support, health aids, and work-life balance measures. These could entail
attributes like flexible work hours, health insurance plans, yoga classes, gym membership, and club
membership.

Companies have increasingly relied on benefits such as those mentioned above to boost employee well-being.
Safaricom is a case of one of the largest organizations in Kenya, which has understood this ahead of time as will
be seen in one of our case Studies in this paper, and practices overall wellness by incorporating some core
activities for instance allowing its employees to access membership at Afrofit Gym while equally being club
members at Wadi Degla Club.

By introducing such perks, employers feel confident that staff gain better work-life balance and feel more
positive about their jobs while being proudly associated with such an organization. However, there are gaps
identified that require bridging, and the same will be dealt with at length in this paper.

1.2 The Importance of Workplace Wellness to the Employee

Workplace wellness encompasses physical, mental, and social well-being. It includes measures to prevent
illness, promote health, and create supportive work environments. Effective wellness programs lead to increased
employee engagement, reduced absenteeism, and higher productivity. In the African context, addressing
wellness is also crucial for tackling prevalent health issues such as HIV/AIDS and tuberculosis (TB), which can
severely impact the workforce.

Employee well-being initiatives help workers feel supported as the organization provides a better way to
manage stress. Ensuring well-being makes the workers feel good about coming to do their jobs, which in turn
helps them feel more engaged. Consequently, we can have the following:

-More Productivity: Employee well-being boosts productivity and performance. When feeling well, employees
display healthier behaviors and better decisions. The environment has become increasingly competitive in
current times. Everyone in business is looking at releasing goods to the market at the lowest possible cost to
enable them to gain a meaningful market share. Employers should thus concern themselves with the best
mechanisms for improving productivity.

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- Higher Employee Morale: Employees feel more competent and valued when their needs are met at all levels,
including physical, mental, and financial. This can be achieved through motivation, which is an area that will be
delved into deeper in this term paper as part of overall well-being.

- Better Talent: When an organization has a good reputation in the market as an employer who respects and
supports work-life balance, it is more likely to attract skilled candidates and retain existing employees for
longer periods.

- Improved Customer Relationship Management: Happy employees are an organization's best brand
ambassadors. If you treat them well, that positive energy will pass on to your customers. Those employees will
be motivated to understand how your products and services will best serve customer needs.

1.3 The Importance of Workplace Wellness to the Organizations

Organizations benefit from employee wellness programs through improved productivity, reduced absenteeism,
and lower healthcare costs. Holistic Overall Wellness when practiced by organizations helps in talent
acquisition and acts as a tool for maintaining and retaining employees. Moreover, organizations with robust
wellness programs often experience enhanced corporate reputation and attractiveness. It is thus safe to say
employee retention starts way before recruitment.

1.4 Key Elements of Workplace Wellness

Occupational Health and Safety (OHS):

Ensuring a safe work environment is fundamental. The International Labour Organization (ILO) emphasizes the
importance of national OHS policies that incorporate implementation plans and monitoring frameworks. For
example, Lesotho's National OSH Policy integrates wellness and HIV/TB interventions, showcasing a holistic
approach to workplace health.

Work-Life Balance:

Balancing work and personal life is essential for employee well-being. Flexible working hours, reduced work
hours, and teleworking have been shown to improve work-life balance, enhance productivity, and support
mental health. The COVID-19 pandemic highlighted the benefits of flexible work arrangements, which many
countries should continue to adopt post-pandemic.

Mental Health Support:

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Mental health is often overlooked but is a critical component of overall wellness. Programs that provide
counseling, stress management training, and support for mental health conditions are vital. Addressing the
stigma associated with mental health in the workplace can lead to a more supportive environment

Health Promotion and Disease Prevention:

Regular health screenings, vaccinations, and health education can prevent diseases and promote a healthier
workforce. Integrating HIV/TB interventions into workplace wellness programs is particularly relevant in
African countries with high prevalence rates. The ILO's guidelines on health and wellness interventions offer a
framework for such initiatives.

1.5 Obstacles to Sustaining Well-being at Work

There are many obstacles to sustaining well-being at work, ranging from leadership style, workload, reduced
social support, task clarity, lack of motivation, and many others. In this paper, we want to look at motivation as
a major component of employee wellness.

1.4.1 Motivation at the Workplace

According to Stephen P. Robbins, motivation is the process that accounts for an individual’s intensity,
direction, and persistence of effort toward attaining a goal. Motivation can stem from various sources,
including:

- Environmental Factors: Work conditions, company culture, leadership style.

- Intrinsic Factors: Personal satisfaction, interest, and enjoyment.

- Extrinsic Factors: Financial rewards, recognition, and promotions.

Motivation directly influences an individual’s willingness to perform and excel in the job.

1.4.2 Relationship between Motivation, Job Performance, and Overall Well-being

- Intrinsic Motivation, Job Performance, and Overall Wellness: When employees find their work internally
satisfying and have a sense of accomplishment, they are likely to perform better and stay well in general.

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- Extrinsic Motivation, Job Performance, and Overall Wellness: External rewards such as bonuses,
promotions, and other incentives can enhance job performance by providing tangible reasons to achieve goals
and excel in tasks, and by extension, ensure overall wellness.

- Engagement, Job Performance, and Overall Wellness: High levels of motivation contribute to greater job
satisfaction and engagement, leading to improved performance. An employee who is actively engaged has a
sense of belonging, which ultimately means that they are enjoying working for the organization and this ensures
their wellness.

- Goal Settings, Job Performance, and Overall Wellness: Clear and challenging goals, coupled with feedback,
can enhance motivation and improve job performance. An employee who feels motivated to deliver to their
optimal level feels satisfied and attains overall wellness.

1.4.3 Theories of Motivation

Some philosophers have developed theories as far as motivation is concerned. This paper will deal with need-
based and perspective theories as outlined below:

- Maslow’s Hierarchy of Needs: Maslow’s theory of motivation suggests that an individual’s needs are
arranged in a hierarchical order of importance and that people will attempt to satisfy the more basic (lower-
level) needs before directing behavior toward satisfying higher-level needs. Maslow’s five need levels, from
lowest to highest, are:

1. Physiological Needs: Basic survival needs such as food, water, shelter, and sleep.

2. Safety Needs: Security and protection from physical and emotional harm.

3. Social Needs: Belongingness, love, and social interaction.

4. Esteem Needs: Self-esteem, recognition, and respect from others.

5. Self-actualization Needs: Personal growth, self-fulfillment, and achieving one's potential.

Equity Theory: Equity theory emphasizes the principle of fairness in the workplace. Employees compare their
inputs (efforts, skills) and outcomes (rewards, recognition) with those of others. Perceived fairness enhances
motivation, while perceived inequity can lead to demotivation and reduced job performance.

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Herzberg’s Two-Factor Theory: Herzberg identified motivators (factors that lead to job satisfaction and
motivate employees to work harder) and hygiene factors (factors that can lead to job dissatisfaction if absent but
do not necessarily motivate if present).

- Motivators: Include achievement, recognition, the work itself, responsibility, advancement, and personal
growth. These factors contribute to higher levels of job satisfaction and motivation.

- Hygiene Factors: Include company policies, supervision, salary, interpersonal relations, and working
conditions. While their presence doesn't necessarily motivate employees, their absence can lead to
dissatisfaction and demotivation.

1.4.4 Application of Motivational Theories to Wellness Programs

Understanding these theories helps in designing effective wellness programs that address various motivational
needs:

- Addressing Physiological Needs: Providing healthy snacks, ensuring adequate break times, and creating a
comfortable work environment.

- Ensuring Safety Needs: Implementing workplace safety measures, offering health insurance, and providing
job security.

- Fulfilling Social Needs: Encouraging teamwork, organizing social events, and fostering a supportive
workplace culture.

- Enhancing Esteem Needs: Recognizing employee achievements, offering opportunities for professional
development, and providing constructive feedback.

- Promoting Self-Actualization: Offering challenging and meaningful work, providing opportunities for
creativity and innovation, and supporting career advancement.

2.0 CRITICAL ASPECTS OF STRATEGIC HUMAN RESOURCE MANAGEMENT (SHRM) ON

EMPLOYEE WELLNESS

Strategic Human Resource Management (SHRM) is the proactive management of employees as strategic assets,
aiming to align HR practices with the overall business strategy to achieve long-term organizational goals. This
section delves into the critical aspects of SHRM, emphasizing the integration of HR practices with business
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strategy, the role of HR in fostering organizational culture, and talent management, and the impact of SHRM on
organizational performance while ensuring overall wellness.

2.1 Aligning SHRM Practices with Employee Wellness Strategies

One of the fundamental principles of SHRM is ensuring that HR practices are aligned with the business
strategy. This alignment means that HR policies and practices are designed and implemented to support the
achievement of the organization's strategic objectives. HR has over the decades ensured that in aligning its
objectives with the business strategy it does not dilute the importance of overall wellness: HR has achieved this
through:

1. Strategic Planning: HR professionals must be involved in the strategic planning process to understand the
organization's goals and how HR can contribute to achieving them. This includes workforce planning,
identifying skill gaps, and developing strategies to fill these gaps.

2. Performance Management: Aligning performance management systems with business objectives ensures
that employees' goals are in sync with organizational goals. This involves setting clear performance
expectations, providing regular feedback, and linking rewards to performance outcomes.

3. Learning and Development: Developing training programs that align with strategic goals ensures that
employees acquire the skills and knowledge needed to support the business strategy. This includes leadership
development programs to prepare future leaders who can drive the organization toward its strategic goals.

2.2 Role of HR in Fostering Employee Wellness in Organizational Culture

Organizational culture is a critical factor in determining the success of SHRM. HR plays a pivotal role in
shaping and fostering a culture that supports the business strategy and by extension the overall wellness. HR
does this through:

1. Defining Core Values: HR helps define the core values and principles that guide the behavior and decision-
making processes within the organization. These values should align with the strategic objectives and be
communicated clearly to all employees.

2. Promoting Inclusivity and Diversity: A diverse and inclusive workplace culture enhances creativity,
innovation, and employee engagement. HR must develop policies and practices that promote diversity and
inclusivity, ensuring that all employees feel valued and respected.

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3. Employee Engagement: Engaged employees are more productive, innovative, and committed to their
organization. HR can foster engagement by creating a positive work environment, recognizing and rewarding
employee contributions, and providing opportunities for career growth.

2.3 Talent Management and its contribution to employee wellness

Effective talent management is essential for achieving strategic objectives. Talent management involves
attracting, developing, and retaining skilled employees who can drive the organization towards its goals. Key
components include:

1. Talent Acquisition: HR must develop strategies to attract top talent, including employer branding,
recruitment marketing, and leveraging social media and professional networks. This ensures that the
organization can attract candidates with the skills and experience needed to achieve strategic objectives.

2. Talent Development: Continuous development of employees' skills and capabilities is crucial for maintaining
a competitive edge. HR should implement training and development programs that align with business needs
and support career progression.

3. Succession Planning: Identifying and developing future leaders is critical for long-term success. HR should
implement succession planning processes to ensure a pipeline of qualified candidates for key leadership
positions.

2.4 Impact of SHRM on Organizational Performance and overall Employee Wellness

The effective implementation of SHRM can significantly impact organizational performance and employee
wellness. Through effective implementation, the following can be achieved.

1. Improved Productivity: Aligning HR practices with business strategy enhances employee productivity by
ensuring that employees have the necessary skills, resources, and motivation to perform their roles effectively.

2. Enhanced Innovation: A strategic approach to HR fosters a culture of innovation by encouraging creativity,

risk-taking, and continuous improvement. This can lead to the development of new products, services, and
processes that provide a competitive advantage.
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3. Higher Employee Satisfaction: When HR practices are aligned with employee needs and organizational
goals, it leads to higher job satisfaction and employee morale. Satisfied employees are more likely to stay with
the organization, reducing turnover and associated costs.

4. Better Financial Performance: Organizations that effectively implement SHRM tend to achieve better
financial performance. This is due to improved productivity, innovation, employee satisfaction, and reduced
turnover, all of which contribute to the bottom line.

3.0 STRATEGIES FOR IMPLEMENTING EMPLOYEE WELLNESS INITIATIVES IN

DEVELOPING AFRICAN COUNTRIES

3.1 The Role of HR in Promoting Employee Health, Well-being, and Workplace Culture

The health and well-being of employees are very key to ensuring a positive workplace culture, and it is the
responsibility of Human Resources (HR) to prioritize these areas. HR protects employee health by promoting
physical wellness, supporting mental health, and implementing stress management strategies. HR must develop
and implement comprehensive policies and programs to enhance employee well-being while fostering a
supportive culture. By doing so, HR can positively impact the health and welfare of employees, benefiting both
individuals and the organization as a whole.

To promote a healthy workplace culture, HR departments can take proactive steps such as organizing awareness
campaigns, workshops, and training sessions. Such initiatives can effectively educate employees and managers
on the significant impact of mental health in the workplace. By fostering empathy and understanding, HR can
create a culture where employees feel adequately supported during emotional distress. This shift in mindset can
greatly reduce stress and anxiety, empowering individuals to prioritize their mental health and well-being
(Danna & Griffin, 1999)

Aside from raising awareness for mental health, HR is also crucial in establishing tangible support systems for
employees struggling with mental health issues. In addition, the HR department has a unique opportunity to
address the prevalent issue of workplace stress. It is widely known that stress can harm employee well-being
and productivity. To tackle this challenge, HR can lead stress management initiatives and programs to mitigate
its effects

This part of the paper explores the role of Human Resources in promoting employee health and well-being and
creating a supportive workplace culture.

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1. Developing a Supportive Workplace Culture:

Within an organization, it is the responsibility of the Human Resources department to prioritize the health and
well-being of employees by fostering a supportive work culture. This essential element plays a crucial role in
creating an environment where employee health, both physical and mental, is given utmost importance. The
initial steps towards establishing this kind of environment involve creating an atmosphere of safety and
empowerment, where employees feel comfortable discussing their health concerns, including those related to
mental health. This secure space encourages individuals to openly discuss their well-being, contributing to
destigmatizing mental health issues (Pfeffer, 2018). Effective communication is key to cultivating an inclusive
workplace culture that values mental health as essential to overall wellness.

When HR creates a supportive environment free from judgment or discrimination, employees feel empowered
to seek help when necessary without fear of stigma. This acknowledgment and respect for mental health
struggles can significantly reduce anxiety and stress associated with seeking assistance. Ultimately, this fosters
an environment where individuals are motivated to prioritize their mental well-being (Danna & Griffin, 1999).

HR departments can proactively organize awareness campaigns, workshops, and training sessions to cultivate a
supportive workplace culture. These initiatives educate employees and managers about the importance of
mental health, fostering empathy and creating a supportive atmosphere where employees feel embraced. By
disseminating knowledge, HR promotes a shared understanding of mental health issues, significantly reducing
the apprehension related to seeking help.

2. Mental Health Support Programs:

To prioritize the well-being of employees, HR departments provide access to vital resources and assistance in
mental health support. A proactive strategy to tackle this crucial aspect is establishing specialized programs
catering to mental health needs. A prime example of such an initiative is the Employee Assistance Program
(EAP), which has recently emerged as a popular option. These programs offer a confidential platform for
employees to seek counseling and guidance when confronting mental health issues (McLellan et al., 2018).

Employee Assistance Programs (EAPs) provide employees with a secure and private platform to discuss their
mental health issues with trained specialists who can offer valuable insights and assistance. By ensuring
confidentiality, these programs play a crucial role in removing the stigma associated with mental health
problems in the workplace. Employees are more inclined to seek help when they know their privacy is protected
and their concerns are handled sensitively. HR's involvement in endorsing and facilitating the use of EAPs is

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vital, as these initiatives can become a lifeline for employees dealing with complex mental health challenges
(McLellan et al., 2018).

Further, HR departments can establish partnerships with healthcare providers to integrate mental health services
into the organization's comprehensive health benefits package. This approach provides employees with various
mental health resources, such as counseling, therapy, and psychiatric services. Incorporating mental health
support into the organization's healthcare system in a comprehensive and well-integrated manner, this holistic
approach to employee well-being is 3 invaluable. It also sends a strong message that mental health is prioritized
equally to physical health within the organization, bridging the gap between the two and promoting a holistic
perspective on employee well-being (Goetzel et al., 2017).

HR is important in facilitating these collaborations and promoting mental health services as part of the broader
benefits package, highlighting the organization's commitment to employee well-being and mental health
support.

Fostering employee health and well-being can be achieved by: Raising Awareness - HR can proactively
organize awareness campaigns, workshops, and training sessions to educate employees and managers about the
significance of mental health. It will help reduce apprehension related to seeking help by disseminating
knowledge, fostering a shared understanding of mental health issues, and motivating employees to prioritize
their mental well-being through acknowledgment and respect.

Tips for Establishing a Supportive Workplace Culture

1. Prioritize Stress Management and Work-Life Balance

 Acknowledge the negative impact of stress on employees' physical and mental health and job
satisfaction and find the most viable solution for the same.
 Work with HR to implement stress management programs and initiatives.
 Encourage healthy work-life balance by offering flexible work arrangements. This has been
adopted by most Organizations post-COVID-19 Pandemic.
 Give employees the freedom to manage their work according to their personal needs
2. Create Wellness Programs
 Develop comprehensive wellness programs that address physical fitness, mental health, and
stress reduction.

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  Provide gym memberships, mindfulness workshops, yoga classes, and mental health resources.
This has been adopted by Organizations like Safaricom PLC as we had seen earlier on in this
paper and as we will also see herein below as one of our Case Studies.
 Accommodate the diverse needs and preferences of the workforce.
 Empower employees to take proactive measures for improved health and happiness.
3. Identify and Address Workplace Stressors
 Collaborate with HR and managers to identify sources of workplace stress.
 Conduct regular assessments to pinpoint stressors.
 Examples of workplace stressors include heavy workloads and ineffective communication which
ultimately lead to burnout and low productivity
 Take proactive steps to address stressors and demonstrate HR's commitment to minimizing
workplace stress and safeguarding employee health.

In the modern workplace, HR departments promote employee health and well-being, especially regarding
mental health support and stress management. They are instrumental in creating a company culture that
prioritizes the wellness of its workers, positively impacting the employees' overall health. HR departments
adopt different approaches to achieve this goal, such as creating a supportive work environment, introducing
mental health support programs, and addressing workplace stress.

3.2 Contextualizing HR Practices

It is essential to adapt HR practices to the local context, considering cultural, economic, and social factors. This
involves:

1. Cultural Sensitivity: Understanding and respecting cultural differences is crucial for effective HR
management. HR policies and practices should be tailored to reflect local cultural norms and values. Being self-
aware prevents us from projecting our values onto others and, in the process, helps us relate more effectively
across cultural lines. Further, by being culturally aware, we can recognize and have an appreciation for other’s
values, customs, and beliefs and meet them without judgment or prejudice. When we are culturally aware we
can know what is considered inappropriate or offensive to others. Incorrect body language often leads to
misunderstandings. For example, in Greece and Albania nodding your head in agreement can lead to
miscommunication.

2. Economic Considerations: Developing countries often face economic constraints that impact HR practices.
Organizations must develop cost-effective HR strategies that maximize the use of available resources. By
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prioritizing financial well-being, HR professionals can enhance both employee engagement and retention and
improve overall satisfaction outlook. Moreover, supporting employees through challenging economic times is
the right thing to do, and can contribute towards creating a resilient and adaptable workforce.

3. Social Factors: Social issues such as poverty, education, and healthcare can affect employee well-being and
productivity. HR must develop programs that address these issues and support employees in overcoming social
challenges. A focus on employee well-being promotes productivity and organizational culture. One of the
benefits of having a well-designed wellness plan is lower healthcare costs. Employee well-being is important
for increasing productivity and improving corporate culture.

3.3 Building Capabilities for developing Overall wellness by HR

Employees who feel cared for on multiple levels (physically, mentally, and emotionally) will be more
committed to the Company and upholding its policies. HR can ensure it does this majorly through:

1. Training and Development: An employee wellness program should not just be about physical health and its
impact on the Company. Professional employee development has an even stronger direct link to a Company’s
overall earnings, Performance, and Success. While most companies have some professional development
opportunities in place, few organizations are maximizing the opportunities to help their employees grow and
learn. On a Company-wide scale, Professional growth can lead to the following improvements: Higher
productivity, Greater Customer Satisfaction, Increased revenue, Improved morale, Fewer mistakes and/or
accidents, Increased number of promotions from within the company, and Lower turnover.

2. Leveraging Technology: In today’s digital age, HR can leverage technology to enhance safety practices and
streamline safety-related processes. Adopting innovative solutions not only strengthens the safety culture but
also demonstrates a commitment to staying up-to-date with advancements in the field. Here are some ways HR
can embrace technology for safety enhancement: Implement a digital incident reporting System, Utilize mobile
Safety apps, and Invest in wearable safety technology.

3. Collaborating with International Organizations: Collaborating with international organizations can

provide valuable support and resources for implementing wellness. HR can achieve this through:

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1. Partnerships: Establishing partnerships with international organizations such as the International Labour
Organization (ILO), the World Health Organization (WHO), and non-governmental organizations (NGOs) to
access expertise, funding, and resources.

2. Knowledge Sharing: Participating in international forums, conferences, and training programs to share
knowledge and learn from global best practices.

3. Technical Assistance: Seeking technical assistance from international organizations to develop and
implement HR policies and practices that align with global standards.

4.0 CASE STUDIES OF SUCCESSFUL OVERALL WELLNESS IMPLEMENTATION

This section provides case studies of successful Overall Wellness implementation in developing African
countries. These case studies highlight the challenges faced, strategies used, and outcomes achieved.

Case Study 1: Safaricom Limited, Kenya

Background: Safaricom Limited is a leading telecommunications company in Kenya known for its innovative
HR practices and commitment to employee well-being. In line with their efforts to be 100 percent “human at
work” i.e. to achieve overall wellness, the organization has launched a holistic employee wellness program
called Thrive, a work-based intervention program designed to provide support to members of staff and create a
happy, healthy, and productive workforce.

Challenges: Safaricom faced challenges related to employee retention, work-life balance, and mental health
issues.

Strategies:

1. Employee Wellness Programs: Safaricom implemented comprehensive wellness programs, including gym
memberships, health screenings, and mental health support.

2. Flexible Work Arrangements: The company introduced flexible work arrangements, including remote work
options and flexible hours, to enhance work-life balance.

3. Leadership Development: Safaricom invested in leadership development programs to build a pipeline of

future leaders and enhance employee engagement.

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Outcomes:

1. Improved Employee Retention: The wellness programs and flexible work arrangements contributed to higher
employee retention rates.

2. Enhanced Productivity: Employees reported higher levels of job satisfaction and productivity due to
improved work-life balance and well-being.

3. Positive Organizational Culture: The focus on employee well-being and leadership development fostered a
positive organizational culture, enhancing overall performance.

Case Study 2: MTN Group, Nigeria

Background: MTN Group is a South African multinational corporation and mobile telecommunication
provider. One-third of the Company’s revenue comes from Nigeria where it has about 35% market share.

Challenges: MTN faced challenges related to talent acquisition, employee engagement, and aligning HR
practices with business strategy.

Strategies:

1. Strategic Workforce Planning: MTN developed a strategic workforce planning process to identify skill gaps
and develop strategies to address them.

2. Employee Engagement Initiatives: The company implemented employee engagement initiatives, including
regular surveys, feedback mechanisms, and recognition programs.

3. Training and Development: MTN invested in training and development programs to enhance employee
skills and support career progression.

Outcomes:

1. Improved Talent Acquisition: The strategic workforce planning process helped MTN attract and retain top
talent.

2. Higher Employee Engagement: Employee engagement initiatives led to higher levels of job satisfaction and
commitment.

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3. Enhanced Organizational Performance: The focus on training and development contributed to improved
organizational performance and competitive advantage.

CONCLUSION:

Investing in the health and well-being of employees is not just a gesture of goodwill but a strategic imperative
for any organization. The benefits are both tangible and long-lasting. A happier and healthier workforce is more
engaged, productive, and motivated to contribute positively to the organization's success. When employees feel
valued and cared for, they are more likely to remain loyal to the company, reducing turnover and retaining
valuable talent.

Furthermore, promoting health and well-being aligns with broader organizational goals of productivity and
sustainable growth. Physically and mentally healthy employees are better equipped to meet the demands of their
roles, make meaningful contributions, and drive innovation within the organization. HR plays a crucial role in
fostering a culture of well-being that is not only a moral obligation but a strategic imperative, ensuring the
organization's competitiveness and resilience in today's dynamic and demanding business environment.

Human resource departments play a focal role in promoting the health and well-being of employees. They are
essential in fostering a supportive workplace culture that prioritizes mental health and offers access to vital
support programs while proactively mitigating stressors. Through these efforts, HR departments contribute to
creating a healthier, more engaged workforce, ultimately leading to the long-term success and sustainability of
the organization.

Strategic Human Resource Management (SHRM) is essential for aligning HR practices with business strategy
and achieving long-term organizational goals. In developing African countries, implementing SHRM presents
unique challenges and opportunities. By contextualizing HR practices, building HR capabilities, leveraging
technology, and collaborating with international organizations, organizations can effectively implement SHRM
and enhance overall performance.

Workplace wellness is a multifaceted concept that requires a strategic approach tailored to the specific needs of
developing African countries. By adopting comprehensive policies, promoting flexible work arrangements, and
addressing both physical and mental health, employers and governments can create healthier, more productive
work environments. The key to successful wellness programs lies in a holistic approach that addresses physical,
mental, and emotional health, tailored to the unique needs of the workforce.

REFERENCES
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