Authors
1 Department of Health Policy, Ministry of Health and Medical Education, Tehran
2 Department of Health Management, Chancellor’s Office, Isfahan University of Medical Science, Isfahan, Iran
Abstract
Background: Reviewing the human resources management literature shows an absence
of attention given to the employee’s benefits. Taking a look at functions of the Tehran
University of Medical Sciences’ wellbeing services system, it uncovers a gap between
employees’ real needs and what is delivered to meet their needs. So it requires an improved
comprehensive system for delivering wellbeing services (financial, insurance, health care
services, educational and training services, etc). Wellbeing need assessment can helps
planners to identify vital needs of employee and response to them effectively. Moreover it
can be used to evaluate the effectiveness of the current services which are delivered. Thus,
the aim of this study is to assess wellbeing services of staffs working in TUMS to (1) evaluate
the satisfactory rate of services which are delivered, and (2) exploring those wellbeing needs
which were not fulfilled by the organization. Material and Methods: Being a cross‑sectional
and analytic‑descriptive survey including 98 responding participants, it is conducted by
a questionnaire collecting employees’ demographic information, their satisfactory rate
of the implemented services, and determines unfulfilled wellbeing needs which were not
already covered. Result: Results indicated that services related to financial, educational,
non‑financial, insurance, occupational health and tourism/recreational services were the
most satisfactory services successively. ‘Staff’s unwillingness to receive services’ and
‘poor announcement’ (unawareness on the wellbeing services),’ were found to be the most
frequent reasons for not receiving the existing wellbeing services. Conclusion: To increase
the satisfaction rate and responsiveness to the real needs of the staff, the current delivery
system of wellbeing services in the TUMS should be redesigned by defining new wellbeing
packages.
Keywords
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