International Research Journal of Education and Technology

Most businesses aim to be in a healthy state. It therefore makes sense that if their employees are in a good state of health and well-being, this must surely contribute to the company’s successful performance as healthy and fit employees are essential to ensuring a company remains efficient and profitable. Employee wellbeing is steadily rising up the business agenda as more employers recognize the business benefits and contribution that can be made by introducing workplace health and employee wellbeing policies. HR practices increase the value of the human capital through flexibility and development and as such, the wellbeing of the workforce is critical to the performance and survival of organizations. The fourth general point is the motivational processes of social exchanges, which is used to explain the links between HRM practices and employees’ wellbeing at work. A fundamental responsibility of managers/Supervisors is the delivery and implementation of HR Practices and to ensure that the perception of support, trust, fairness and consistency are maintained amongst workers. At a practical level, it is noteworthy that these influential factors fall within the purview and control of human resource policy makers and practitioners.

Key words: Employee Well-being, Organization Commitment, Job Satisfaction.