Aditi HR

Amity Business School
•Increasing Competition in Hospitality Industry
•Measures to Decrease Stress Among Employees
•Importance of Employee Wellness
•Benefits of Employee Wellness Programs
•Programs focus on physical and psychological health of the employees
•Affect on performance and productivity of the employee of an

organization.
Primary Objective
•To find out the effective employee wellness in hospitality sector.
Secondary Objective
• To know various kinds of wellness programs in the industry.
• What is the change in the productivity of employees due to participation

in these programs?
• The kinds of benefits drawn by employees and organization by these

wellness programs.
• How these programs could be made more effective and beneficial.


RESEARCH DESIGN: -
Use of both exploratory and descriptive research design was done.
TYPES OF DATA: -
Both primary and secondary data were used.
DATA COLLECTION PROCESS: -
The primary data was collected through questionnaire comprising of 12 questions filled by employees
of company X and Y of Hospitality sector and the secondary information was taken from various
sources like journals, articles and internet. The sample size of company X was 50 and of company Y
was 50 due to which the total sample size is 100.
EMPLOYEE
WELLNESS
TANGIBLE BENEFITS INTANGIBLE BENEFITS
Health Insurance Member Morale
Disability Plans Healthier Member Loyalty

Workforce
Productivity Attract new employees
Absenteeism Retain existing employees
Member Turnover Cost Positive work environment
= GOODWILL RETURN
= FINANCIAL RETURNS
•For both the Company’s, majority of the respondents consider wellness as

psychological satisfaction and physical fitness.
•In both companies, more than half of the respondents are participating in 3 – 5
wellness programs which are mainly related to stress management. Respondents
participating in 1 or 2 programs are either new or are those who haven’t made use
of any wellness program till date.
•Majority of employees believe that other factors are more crucial towards
increasing the employee commitment towards the organization.
•Only about 44% respondents believe that these programs do contribute towards
increasing their commitment towards their organization.
•Wellness Programs were mainly started to reduce the amount of stress that the
employees were experiencing. So they do reduce stress levels to a great extent.
People who do not agree with wellness programs are the ones who believe that
stress is due to work and personal problems.
•Fitness programs like gyms, meditation, reiki etc. are helpful in attaining physical
fitness which is agreed upon by 55% of the respondents. Whereas there were
respondents who believed that to get benefitted from such programs even the
employee need to be interested and committed.
•About 80% of the respondents believe that wellness programs support the fact
that there has been an increase in their productivity.
•Improvement in performance of the participants is seen due to their

participation in wellness programs. Almost 85% of the population is in favor of
this statement.
• Around 60% to 80% improvement in performance is seen in almost half of the

employees in both the companies.
• Out of the total workforce 40% to 60% agrees to the fact that wellness
programs has improved employee’s engagement and loyalty.
• It was also seen that wellness programs have reduced absenteeism and sick
leaves to a remarkable extent.
Research has broadened my view for the industry, it clearly

shows that if the workforce is benefited (i.e. relieved from
stress), it leads to downfall of attrition rate, increasing
employee loyalty and better work output.
As far as this report is concerned , the

Research for this report has given me a
uniqueness
broadened or view
the learning we got from
of the industry, this is
it clearly
thatshows that if of
the motive thethe
workforce is benefited
organization should itnot
leads to better work output.
only in maximizing profits but should be
betterment of the workforce, and that will
automatically lead to maximization.
•Well being strategies need to be evaluated and built every year in response to the
changing business needs.
•Organizations need to have an open environment for discussions and sharing of

experiences and a mechanism for periodic work evaluation and feedback
mechanisms.
•The workplace processes are to be assessed and steps to promote health need to be
planned with special focus on specific healthy workplace program (long term
objectives for workplace health).
•Participation of the employees developing the framework and programs.
•Monitor and evaluate the programs (with defined time frames) at regular intervals.
The programs should have built in feedback mechanisms reducing the stress levels
employee loyalty.

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Aditi HR

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Amity Business School

Amity Business School

•Increasing Competition in Hospitality Industry

•Measures to Decrease Stress Among Employees

•Importance of Employee Wellness

•Benefits of Employee Wellness Programs

•Programs focus on physical and psychological health of the employees

•Affect on performance and productivity of the employee of an

•To find out the effective employee wellness in hospitality sector.

• What is the change in the productivity of employees due to participation

• The kinds of benefits drawn by employees and organization by these

• How these programs could be made more effective and beneficial.

Use of both exploratory and descriptive research design was done.

Both primary and secondary data were used.

DATA COLLECTION PROCESS: -

TANGIBLE BENEFITS INTANGIBLE BENEFITS

Health Insurance Member Morale

Disability Plans Healthier Member Loyalty

Absenteeism Retain existing employees

Member Turnover Cost Positive work environment

•For both the Company’s, majority of the respondents consider wellness as

•Improvement in performance of the participants is seen due to their

• Around 60% to 80% improvement in performance is seen in almost half of the

Research has broadened my view for the industry, it clearly

As far as this report is concerned , the

•Organizations need to have an open environment for discussions and sharing of

•Participation of the employees developing the framework and programs.

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