Introduction: Companies and hospitals in the healthcare industry, like other businesses, are not exempted from the rising labor costs and growing dissatisfaction among employees. The assessment and optimization of total rewards management (TRM) are important since TRM consists of monetary and non-monetary rewards given to employees in exchange for their time, talents, and efforts. Objective: This study assessed the TRM in Philippine healthcare companies. This study also looked into the organizational structure of various health-service companies and their TRM, and the difference between companies with TRM and without TRM in terms of pay, benefits, work-life balance, career development, and performance recognition. Method: A total of 74 human resource personnel were randomly sampled from healthcare companies in the Philippines. A survey questionnaire was administered with items on TRM philosophy divided into five parts – pay, benefits, work-life balance, career development, and performance recognition. High mean scores per TRM component correspond to higher levels of agreement to positive statements to the corresponding TRM component. Chi-square test was used to determine the association between various demographic variables and the existence of a TRM philosophy in a company. T-test was used to determine whether the differences in the mean scores per TRM component were statistically significant or not. Results: Less than half (44%) of the included companies have TRM and companies in Metro Manila were more likely to have an existing TRM philosophy. Companies in the healthcare sector usually disseminate information on TRM during town hall meetings, and not during onboarding. Employees in the healthcare companies had strict work schedules as most employers did not allow flexi-time arrangements. This may have contributed to burnout and stress that are common in most companies. Lastly, employees working in companies with a TRM philosophy do not experience significantly better pay, benefits, work-life balance, career development, and performance recognition than those working in companies without TRM. Conclusion These findings suggest that even companies with an established TRM philosophy need significant improvement in their TRM processes for TRM to translate to better pay, benefits, work-life balance, career development, and performance recognition.
Work-Life Balance

INTRODUCTION: The delivery sector has experienced a remarkable expansion in recent years, owing mainly to the COVID-19 pandemic. However, numerous elements, like practices, regulations, and health and safety conditions, impact their efficiency. Similarly, the issues and complaints of delivery services, notably its on-the-ground workers/riders, have grown. OBJECTIVE: This research aims to describe delivery riders' work-related health and safety conditions in the Philippines. METHOD: An online survey was conducted for delivery riders to inquire about working conditions, and health and safety issues. Eighty survey respondents were included via snowball sampling. The survey focused on seven variables: precautions at work, health risks due to work, accident involvement, bad driving practices, road conditions, potential dangers for riders, and employer regulations and support. Descriptive statistics were used to analyze the data. RESULTS: Most riders are low-income married men who have finished at least high school and work more than eight hours a day, six days a week. Most of them also work for food delivery businesses during the day. The findings show a general adherence to traffic and safety laws, a propensity to push oneself to work despite poor conditions, and a lack of company support for riders' health, safety, and other requirements. The regular delivery rider's everyday difficulties include dirt roads, a lack of traffic signals, the presence of wandering animals and irresponsible pedestrians, and an insistence on showing up to work despite weather or health concerns. Furthermore, responders have high esteem for and thoroughly grasp local traffic laws. CONCLUSION Although the riders are generally perceived to comply with safety standards, their employers’ rules and support indicate that delivery firms are deficient in providing adequate safety and health measures for their workers. There is low importance on strategies to prevent transmission and contraction of COVID-19, such as vaccinations, testing, face masks, face shields, and sanitizers, among others.

Objective: The study determined the effects of corporate wellness programs (CWP) on Filipino workers’ physical, occupational, socio-emotional, intellectual, and spiritual wellness. Methods: The study looked into the components of a CWP, its forms of communication, the respondents’ level of participation, motivation, and their physical, occupational, socio-emotional, intellectual, and spiritual well-being to determine their wellness status during the pandemic. The study utilized an online survey to examine questions related to the efficacy of such programs, descriptive statistics, correlation analysis to assess the respondents’ sociodemographic profiles, and point biserial correlation to test the association of CWP to their wellness status. Results: The research showed that 90% of the respondents participated in their organization’s CWP, contradicting most studies that state CWP suffers from a low participation rate. CWP initiatives are mostly publicized through electronic mail, printed in memos, then posted on the bulletin board, and shared through the company website and social media. In addition, the study showed that overall wellness mean scores were higher in employees who were aware of their wellness programs than those who were not and in participating vis-à-vis non-participating employees. Conclusion The study’s six assumptions showed positive results, indicating that CWPs are beneficial in improving employees’ overall wellness. However, the per paradigm and overall wellness scores were weakly associated with participation and awareness status based on the point biserial correlation. No adverse effects were recorded in the study. In addition, the study discovered that employees were active in personal wellness initiatives, leading to high scores in their wellness dimensions. The study showed different individual wellness initiatives implying that employees were also proactive about their total well-being.
Health Promotion ; Health Promotion ; COVID-19 ; Philippines ; Preventive Health Services