Placement report sample essay

N.V. Elmar (Naamloze Vennootschap Electriciteit-Maatschappij Aruba) is in charge of providing electricity in Aruba. Formerly, the company’s name is N.V. ELECTRA founded by Mr. John G. Eman in 1950. After his death, his wife Mrs. F. van der Biest-Eman took over his place and continued the company’s operation. In November 9, 1950, N.V. ELECTRA discusses with Parliament the dealings of providing electricity in Aruba at the public’s interest. Under this discourse, the company had experienced several issues. ELECTRA then becomes a government property after the approving the proposal.

Within the proposal, the company specifies itself to be under the control of OGEM N.V. located at the city of Rotterdam, Holland. Its first operation in November 15, 1950, N.V. Elmar has the capacity of 3000 KW with three diesel engines and eventually increased in 1958 buying a power station with a capacity of 15,000 KW. However, in 1982, OGEM experienced bankruptcy and decided to sell its shares of N.V. Elmar to Utilities Aruba N.V. owned by the government. Now, the company proudly states of its financial stability and management under the limits of concession (, 2004). Now, Elmar has a number of 163 employees and approximately 33,000 consumers on the island of Aruba.

Island of Aruba

Serviced by the N.V. Elmar, Aruba is a Carribean island 24 km west coast of Venezuela. Of the three Dutch Islands, Aruba is the smallest having an area of 194 km2 with eight regions, namely, Noord / Tanki Leendert, Oranjestad (West), Oranjestad (East), Paradera, Santa Cruz, Savaneta, Sint Nicolas (North) and Sint Nicolas (South). The official language used is Dutch, particularly in education, mass media and civil service. Another language, is Papiamento, second to English as the main language in the island. The population also speaks of Spanish, a prevalent language in upper grades of primary schools (Elmar, 2006).

Role in the Company

Because I hold a position in the Human Resources Department, most of my concerns are on employee benefits, recruitment and other employee related issue. Six months in N.V. Elmar has undoubtedly reached my capacity as an employee in the Human Resources Department. Two of their projects for employees, health and wellness program and monetary rewards will be discussed as the main concept of this report.


Research Design

Elmar, like any other company, has major concerns on their employees. To address, this, the company initiated a corporate Health and Wellness program. In this program, the awareness of employees on health related issues and quality of life are substantially relayed. The company has outlined the procedures by giving employees education and promotion on health programs, and orientation and coordination of health assistance. Primarily, it is important to know what the general health status in the island is. Some of the researches made convey of obesity as the primary contributor to life-limiting illnesses in Aruba.

The reasons for a high rate in the island are the decreased deprivation of food and a sedentary lifestyle. Aruba is a developed country and in most studies, countries in this state have high incidences of obesity especially on families with lower household income. Often, the quality of food is overlooked wherein buying foods high in calorie and fat is rampant. In a survey conducted in 1991-1992, 67% of the Aruba population is overweight. Moreover, this finding affects both sexes. Next study was conducted in 1995 to 1996 showing the nutritional state of first up to fifth grade overweight.

Approximately, 13.4 to 14% of the first graders are overweight and 26.1 to 29.4% of the fifth graders experience obesity. A more recent study in 2004 by Dr. Richard Visser stated that of the 367 children studied, 133 were obese, the number of underweight children is 18, and the remaining 216 were healthy. Significantly, Visser found out that one factor of the growing population concerning obesity in oner population is the unawareness and disregard as a public concern. Hence, attention such treatment and proper education about being obese is insufficient.

Monetary and Non-Monetary rewards are essential for performance improvement of employees. Though we may see that vision, mission, and goals would be enough motivating entities in employee performance, still, these direct costs will provide a meaningful and prosperous stay in the company. In the monetary rewards, as the name implies, more of salary additions are being worked upon while the non-monetary rewards focus on recognizing the employee capability on work and other areas.

Elmar Company has an incentives and rewards system, wherein it compensates, reinforces, and encourage enhancement of employee duties. In these types, providing incentives and rewards may focus on team or individual distribution. Moreover, the essentiality of these programs for employee performance, will direct work efforts in advantage to the mission, vision and goals of the company. Incentives and rewards are given to teams, organizations, or individuals in the company that exceed the company’s expectations.


Elmar company has outlined its goals and objectives in preparing the health and wellness programs. In this way, the company will properly monitor how the program is advancing towards the organization’s benefits. The company’s concern for its employees marks the unity of the two in a system of social relations. Upon noting the principles held by the company in this program, the statement now implies that there is the importance for maintenance, prevention, and promotion of health status of employees.

The vision of the company in pursuing this project is to develop an advanced and efficient program for the health and wellness of the company. Conceptual perceptions about this vision are:
Corporate health and wellness means work with the employees of Elmar.
Corporate health and wellness underlines the positive dimensions of health.
Corporate health and wellness has to involve different groups, organizations and institutions.

Subsequently, the company has marked the strategic and operational objectives for this program. Strategic objectives cover the expected results upon reinforcement of the program while the operational objective sees how the actual procedure must perform on the employees.

The following are the strategic objectives:
To reduce medical costs and disability costs: many companies have found that they can significantly reduce the cost of employee health care benefits by proactively promoting health, safety and wellness.
To reduce absenteeism: numerous studies have found that employee wellness programs can significantly reduce employee absenteeism.
To enhance productivity: many studies have linked health risks with reduced employee productivity and have found that healthier workers are more productive.
To improve general health and well being.

(Corporate Health and Wellness Program, 2006: 12)

While these are the operational objectives:
Structure and develop corporate health and wellness programs and activities according to priorities established. These programs c.q. activities are directed to the individual employee, Elmar as an organization and the community of Aruba.
Establish and reinforce collaborative relations with organizations in the community, government, and NGO’s, related to the development of specific projects in corporate health and wellness.
Generate an employee data bank related to the risk factors in health and wellness that can be used to generate assistance, prevention and education programs.
Develop educational activities for the employees that can reinforce the actions of promotion in corporate health and wellness.

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

To start the program, first, the company must identify which are the employee needs prior to implementing operational objectives. In order to have an appropriate amount of data, the company will have to conduct as survey amongst its employees, invite an organization that will manage the physical examination among employees and facilitate education about eating healthy.

The monetary and non-monetary programs will take effect on employee’s performance level. Generally, it enhances the performance to satisfy or exceed the objectives. Examples of Monetary incentives are:
Performance awards – monetary incentives that reward employees upon performance that exceeds the expectation of the company. Observation of giving this award is through formal performance ratings of record on the appraisal period.
Special act or service awards – one-time awards like lump sum for employees that had done a specific task from performance. Judgment in this kind of award comes from the first line supervisors.
Quality Step increases – gives employees faster than normal progression by facilitating stepped rates and a permanent increase in basic pay.
Time Off awards – granting employees leave without charging their annual leave.
Gain Sharing – a system, wherein both the company and the employee gain improved productivity. In this system, the company measures the productivity of employees, which in turn gives additional income to the company, then, the employees and involved organization will benefit through associated earnings of the company.

Non-monetary incentives may be tangible or incentives that have more bases on rewards like trophies, medals, certificates, and plaques. Moreover, this kind of incentive may take an intangible position, for example, if an employee has exceeded the expectation of the company, the organization may include training opportunities and assignment of employees to a more meaningful, challenging, and prestigious kind of work. Even though these incentives may not have much value directly on budget, some studies have shown that this becomes more important as motivating factors for employee performance.

The Report

SWOT Analysis

SWOT (which stands for strengths, weaknesses, opportunities, and threats) is a type of management observation on the overall performance of an organization. This method is often used on businesses because results can be easily transformed in other business philosophy like Porter’s five forces. Generally, the SWOT analysis has effect on overall evaluation when one factor has a cited defect or disadvantage. The strengths and weaknesses are the internal factors while the external factors are the opportunities and threats (, 2007).

The strengths of the health and wellness program are in aspects of giving educational awareness to employees considering health problems, disease prevention, and health status. Hence, employee performance may increase. Moreover, productivity may increase because of reduced absenteeism, medical insurance policies, and cost effective strategies.
The strengths of monetary and non-monetary incentives take effect on employee and company relationship. Employees regard much of their work because of these rewards, which in turn will not only increase productivity but also enhance the quality of products and services as well. In addition, if properly examined, is the preservation and maintenance of employees with exceptional skills and abilities.

Apparently, the weaknesses of health and wellness programs are the appropriate participation of employees particularly in health awareness programs. The individual may listen to these lectures but do not apply them in real life.
One weakness of incentives is on the monetary rewards. Generally, monetary rewards have the “amounts” in order to make employee performance more successful and productive. However, some employees may look at incentive as the central mark of their performance rather than cling on the vision and mission of the organization. In addition, not all employees may non-monetary rewards as a moral perspective, because some employees may develop envy among their co-workers if abundantly present in most of the incentive policies.

A big opportunity for health and wellness program is to widen the controlled areas in health provisions such as insurance policies and discounts on medical services. The company may also generate proper motivation of these programs when medical specialists are very much involved with the program. There should always be continuity with this kind of program because health is a very essential to an individual.
In monetary incentives and non-monetary incentives, monitoring units for choosing which of the employees will gain the award should have a regard. In this way, proper evaluation of the programs will provide trust to employees that the awardees deserve. Hence, envy will not have its place in the organization.

The health and wellness program should look unto costs prevalently diverse in most health programs like medicines, fees of professionals and other related issues on economic changes in effect to medical facilities.
One threat in monetary programs is that there may be possibilities of lost on the best employees if monitoring is not properly achieved. Hence, the probability of giving good services and products may have hindrances.


As part of this project, I have noticed the essentiality of the company and employee relationship. Seeing how Elmar valued this social interaction, the severity to serve the company is overwhelming yet incomparable to what I have seen on other organizations. Both the company and its employees are very much interested on the productivity and quality of service.

Furthermore, I have seen the social impact of the health and wellness project, as it projects how the society has evolved from a simple unit to a larger unit of the company because it affects the employee performance. Monetary and non-monetary incentives are appropriate sources of motivating employees on the vision and mission of the company but proper attention on the monitoring and evaluation of awardees should be considered, as this could affect trust amongst employees.

I think these are apparent objectives after the actual placement:
Enhance productivity due to reduced absenteeism and proper well-being.
Reduced medical costs because of subsequent education of employees on health related issues.
Educational activities for employees in areas like Roll in “Wit Gele Kruis” for yearly check ups and mini health fair.
Monetary Rewards has succeeded in increasing productivity.
Non-monetary rewards have increased company commitment among employees.


Questionnaire results were positive, looking at the overall performance of corporate health and wellness programs. This survey will generally help the family to be aware in eating the right food and proper diet to reduce the medical costs. The mini survey has given positive results and future benefits to most employees. On the other hand, monetary and non-monetary incentives will help in motivating employees of their performance level and commitment to the company. There is also a great probability of preserving and acquiring employees with exceptional talents and skills.


N.V. Elmar. “About Us.” 2004 29 January 2008

SWOT Analysis. 29 January 2008