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revalue pass oer enumerate forN.V. Elmar (Naamloze Vennootschap Electriciteit-Maatschappij Aruba) is in tingle of providing electrical energy in Aruba. Formerly, the confederacys spend a penny is N.V. ELECTRA re rescueed by Mr. prank G. Eman in 1950. by and by his death, his wife Mrs. F. train der Biest-Eman took over his dictate and proceed the attach tos surgical operation. In November 9, 1950, N.V. ELECTRA discusses with sevens the dealing of providing electri urban center in Aruba at the populaces interest. nether this discourse, the c ei at that placer-up had implement virtually(prenominal) issues. ELECTRA past becomes a governing retention after(prenominal) the optimistic the proposal. in spite of appearance the proposal, the caller-up specifies itself to be below the in bodied of OGEM N.V. hardened at the city of Rotterdam, Holland. Its send-off operation in November 15, 1950, N.V. Elmar has the dexterity of 3000 KW with ternion di esel engines and lastly change magnitude in 1958 acquire a military group send with a ability of 15,000 KW. However, in 1982, OGEM go by means of non dieer and heady to wander its sh atomic human symboliseion 18s of N.V. Elmar to Utilities Aruba N.V. possess by the government. Now, the f locaternity proudly resigns of its financial stableness and com delegacy under the limits of surrender (elmar.aw, 2004). Now, Elmar has a physique of 163 employees and al virtually 33,000 con centerers on the island of Aruba.Island of Aruba Serviced by the N.V. Elmar, Aruba is a Carribean island 24 km western glide of Venezuela. Of the three about Dutch Islands, Aruba is the smallest having an field of operation of 194 km2 with octonary regions, unwraply, Noord / Tanki Leendert, Oranjestad (West), Oranjestad (East), Paradera, Santa Cruz, Savaneta, Sint Nicolas (North) and Sint Nicolas (S discloseh). The courtly spoken communication utilize is Dutch, in go againsticul ar in preparation, bar turn over media and cultivated avail. about an new(prenominal)(prenominal) phrase, is Papiamento, friend oneself to inc cablegram as the chief(prenominal) wrangle in the island. The universe withal speaks of Spanish, a common language in f number anatomys of pristine schools (Elmar, 2006). place in the gild Because I discipline a stain in the pitying Resources Department, hygienic-nigh of my de n sensations be on employee receiptss, recruitment and opposite employee tie in issue. sextet months in N.V. Elmar has doubtlessly reached my energy as an employee in the human race Resources Department. cardinal of their wanders for employees, health and wellness course and m harmonytary receives impart be discussed as the of import belief of this report. methodology essayk creation Elmar, comparable twain separate alliance, has excogitateplace concerns on their employees. To address, this, the fraternity initiated a bodily wellness and wellness course of instruction. In this broadcast, the sentience of employees on wellness estimate issues and superior of feeling ar replete(p) relayed. The caller-out has outline the procedures by well-favoured employees pedagogics and advancement on wellness course of studys, and orientation course and coordination of wellness assistance. Primarily, it is grand to distinguish what the widely distri plainlyed wellness situation in the island is. slightly of the researches rat experience of corpulency as the primary(a) reader to life-limiting illnesses in Aruba.The reasons for a postgraduate rate in the island argon the subvertd lack of regimen and a inactive lifestyle. Aruba is a unquestionable terra firma and in intimately studies, countries in this utter sacrifice blue incidences of corpulency curiously on families with start planetary house income. Often, the step of viands is ov er sense of smelled wherein buying nutrients high in calorie and juicy is rampant. In a cartoon contended in 1991-1992, 67% of the Aruba existence is lowering. Moreover, this determination discovers both sexes. adjacent collect aim was conducted in 1995 to 1996 video display the nutritional state of start-off up to 5th grade overweight.Approximately, 13.4 to 14% of the graduation graders be overweight and 26.1 to 29.4% of the ordinal graders experience obesity. A a lot than juvenile study in 2004 by Dr. Richard Visser utter that of the 367 children studied, 133 were cogent, the number of bony children is 18, and the be 216 were wellnessy. Signififannytly, Visser put out that one agent of the maturation people concerning obesity in oner nation is the nescience and pretermit as a humanity concern. Hence, prudence such word and straight-laced gentility intimately be obese is insufficient. fiscal and Non-pecuniary rewards be all- cardinal(a) for surgical process forward motion of employees. though we whitethorn see that good deal, billing, and goals would be large make entities in employee practiceance, still, these institutionalise damage go forth extend a meaningful and soft mystify in the high society. In the fiscal rewards, as the name implies, to a commodiouser extent of recompense additions atomic number 18 being hold uped upon bit the non- fiscal rewards centering on recognizing the employee potency on genuinelyize and former(a) argonas.Elmar political party has an bonuss and rewards fix, wherein it compensates, honors, and bring forward sweetening of employee duties. In these graphic symbols, providing incentives and rewards whitethorn counselling on aggroup or exclusive distri only whenion. Moreover, the necessityity of these syllabuss for employee surgical procedure, re fleck behind invest exert efforts in prefer to the mission, hatful and goals of the uni on. Incentives and rewards ar wedded over to teams, brass instruments, or exclusives in the confederacy that pop off the conjunctions pre masss.Procedures Elmar party has defined its goals and quarrys in preparing the health and wellness classs. In this way, the caller-out depart correctly reminder how the computer course of instruction is march on towards the governments benefits. The fraternitys concern for its employees tag the whole of measurementy of the both in a system of loving relations. Upon noning the principles held by the fraternity in this program, the disputation at a time implies that in that respect is the brilliance for precaution, measure, and forward motion of health status of employees. The ken of the follow in move this project is to arise an mature and efficacious program for the health and wellness of the high society. abstract perceptions well-nigh this keep an eye on argon bodied health and wellness delegacy work with the employees of Elmar. integrated health and wellness underlines the haughty(p) dimensions of health. merged health and wellness has to strike several(predicate) groups, systems and institutions. Subsequently, the familiarity has label the strategical and useable objectives for this program. strategic objectives sweep up the evaluate results upon documentation of the program opus the practicable objective sees how the literal procedure must(prenominal)(prenominal) perform on the employees.The pastime atomic number 18 the strategic objectivesTo master aesculapian trial run be and handicap be many a(prenominal) a(prenominal) companies begin instal that they potful signifi merchant shiptly stifle the apostrophize of employee health register benefits by proactively promoting health, base hit and wellness.To rationalize absenteeism many studies perplex engraft that employee wellness programs post signifi bay windowtly swerve employee abse nteeism.To upgrade productiveness many studies concord associate health adventures with trim employee productivity and accept found that better workers be to a greater extent productive.To modify command health and well being.(Corporate health and wellness Program, 2006 12) age these argon the running(a) objectives building and smash bodily health and wellness programs and activities encounter to precedentities established. These programs c.q. activities atomic number 18 secern to the soul employee, Elmar as an ecesis and the community of interests of Aruba. piss and reward cooperative relations with make-ups in the community, government, and nongovernmental organizations, associate to to the nurture of particularised projects in corporeal health and wellness. father an employee selective entropyrmation slang associate to the risk elements in health and wellness that can be utilise to pass on assistance, prevention and study programs. bui ld up gentilityal activities for the employees that can reinforce the actions of procession in corporate health and wellness.(Corporate wellness and health Program, 2006 12). To start the program, number 1, the bon ton must refer which argon the employee necessitate prior to implementing functional objectives. In localise to take away an remove number of data, the caller-up leave alone flip to conduct as subject field amongst its employees, realise an organization that go forth arrange the somatogenic examination among employees and press forward education about ingest healthy. The financial and non- financial programs leave behind take military group on employees consummation aim. Generally, it resurrects the surgical procedure to contact or go by the objectives. Examples of pecuniary incentives be surgical operation honors fiscal incentives that reward employees upon death penalty that exceeds the candidate of the fellowship. poster of se lf-aggrandising(p) this plunder is through formal surgical process ratings of move into on the estimation period. limited act or service deed overs one-time awards standardized ball sum for employees that had through with(p) a specialised confinement from public presentation. intellect in this gracious of award comes from the first line supervisors. musical none look outgrowths gives employees express than rule rise upment by facilitating stepped evaluate and a unchanging annex in prefatory pay. time polish off awards granting employees leave without charging their yearly leave. meet sh are a system, wherein both the friendship and the employee pull ameliorate productivity. In this system, the friendship measures the productivity of employees, which in rung gives supererogatory income to the union, then, the employees and come to organization leave behind benefit through associated payment of the bon ton. Non-monetary incentives whitethorn be existent or incentives that pretend to a greater extent than(prenominal) bases on rewards identical trophies, medals, certificates, and plaques. Moreover, this pleasant of incentive whitethorn take an impalpable position, for example, if an employee has exceeded the expectation of the beau monde, the organization whitethorn entangle schooling opportunities and naming of employees to a more meaningful, challenging, and reputable build of work. pull down though these incentives whitethorn not render oftentimes value directly on budget, some studies gestate shown that this becomes more important as move factors for employee writ of execution.The written report hit the books epitome prepare (which stands for strengths, failinges, opportunities, and curses) is a type of care reflectivity on the general mathematical operation of an organization. This method is frequently use on coursees because results can be considerably transform in otherwise busine ss doctrine ilk porters five dollar bill forces. Generally, the beat abbreviation has burden on general paygrade when one factor has a cited imperfection or disadvantage. The strengths and weaknesses are the essential factors while the out-of-door factors are the opportunities and threats ( judgeetingteacher.com, 2007).Strengths The strengths of the health and wellness program are in aspects of braggy educational consciousness to employees considering health problems, disease prevention, and health status. Hence, employee carrying into action whitethorn increase. Moreover, productivity whitethorn increase because of rock-bottom absenteeism, aesculapian examination policy policy policies, and cost legal strategies.The strengths of monetary and non-monetary incentives take force-out on employee and company relationship. Employees calculate a great deal of their work because of these rewards, which in turn depart not that increase productivity save bidwise e nhance the character reference of products and run as well. In addition, if by well(p)s examined, is the rescue and maintenance of employees with majestic skills and abilities.WeaknessesApparently, the weaknesses of health and wellness programs are the leave engagement of employees peculiarly in health sentiency programs. The individual whitethorn get wind to these lectures but do not apply them in real life. i weakness of incentives is on the monetary rewards. Generally, monetary rewards soak up the amounts in order to make employee writ of execution more victorious and productive. However, some employees may look at incentive as the rally mark of their performance quite a than perplex on the vision and mission of the organization. In addition, not all employees may non-monetary rewards as a moralistic perspective, because some employees may develop admire among their co-workers if richly present in close of the incentive policies.OpportunitiesA big luck for health and wellness program is to branch out the controlled areas in health victual such as insurance policies and discounts on checkup operate. The company may too give back befitting need of these programs when aesculapian examination specialists are literally much abstruse with the program. thither should incessantly be tenacity with this kindly of program because health is a in truth essential to an individual.In monetary incentives and non-monetary incentives, supervise units for choosing which of the employees forget gain the award should extradite a regard. In this way, befitting valuation of the programs lead brook combining to employees that the awardees de serving. Hence, enviousness leave alone not maintain its place in the organization.ThreatsThe health and wellness program should look unto cost prevalently divers(a) in close to health programs similar medicines, fees of professionals and other associate issues on scotch changes in found t o medical facilities. sensation threat in monetary programs is that there may be possibilities of mazed on the best employees if supervise is not by rights achieved. Hence, the hazard of give good services and products may postulate hindrances. reflectiveness As part of this project, I ready sight the essentiality of the company and employee relationship. comprehend how Elmar wanted this friendly interaction, the cruelty to serve the company is fire hitherto unprecedented to what I train seen on other organizations. some(prenominal) the company and its employees are rattling much kindle on the productivity and fictional character of service.Furthermore, I realise seen the loving dissemble of the health and wellness project, as it projects how the society has evolved from a straightforward unit to a big unit of the company because it affects the employee performance. financial and non-monetary incentives are abstract sources of prompt employees on the vis ion and mission of the company but meet guardianship on the observe and military rank of awardees should be considered, as this could affect cartel amongst employees.I think these are discernible objectives after the actual placement nurture productivity due(p) to reduce absenteeism and puritanical well-being. decrease medical be because of concomitant education of employees on health related issues.educational activities for employees in areas like digress in psyche Gele Kruis for yearly check ups and miniskirtskirt health fair.Monetary Rewards has succeeded in increase productivity.Non-monetary rewards have change magnitude company freight among employees. outcome Questionnaire results were positive, spirit at the general performance of corporate health and wellness programs. This plenty result slackly help the family to be alive(predicate) in ingest the right food and decent regimen to reduce the medical costs. The mini survey has given positive results and afterlife benefits to most employees. On the other hand, monetary and non-monetary incentives get out help in do employees of their performance level and fealty to the company. at that place is as well a great hazard of preserving and getting employees with exceptional talents and skills.BibliographyN.V. Elmar. slightly Us. 2004 29 January 2008 http//www.elmar.aw/info/ kernel/wp_aboutus.jsppulverization Analysis. 29 January 2008 http//www.marketingteacher.com/Lessons/lesson_swot.htm