SSE

AUTOMATION
By
Anushuram V
23MBA017
II - MBA - A
 Overview
01 02 03 04
About the Objectives Scope of the Limitations of the
Company Study Study

05 06 07
Reasearch Data collection Theoretical
Methodology Background of the
Study
 About the Company
SSE Automation has been synonymous with the highest standard
in assembly automation for over 11 years. We plan, develop,
produce, assemble, program and install. In close cooperation with
customers from the very beginning. We consider intensive
consultation during start-up and service beyond the beginning of
production to be indispensable components of our customer
orientated trade. We make use of our experience in automation
across all industries and with a focus on the future.
 Objectives
01
Health Improvement Metrics
02
Productivity Enhancement Metrics

03
Long-term Health and Sustainability
04
Employee Well-being and Work-Life Balance

05
Employee Development and Learning
 Scope of the Study
Objective 1 Objective 2
Program Design and Implementation: Outcome Evaluation and Measurement:
To investigate how different types of To analyze the effectiveness of
wellness programs (e.g., fitness wellness programs by evaluating their
challenges, mental health workshops, impact on employee health outcomes
smoking cessation programs) are (e.g., reduced absenteeism, improved
designed and implemented within overall health indicators) and
organizations. This scope involves productivity metrics (e.g., increased
examining best practices in program engagement, higher job satisfaction).
structure, delivery methods, incentives, This involves conducting quantitative
and participation strategies. assessments, such as analyzing data from
employee surveys, health assessments,
healthcare claims, and performance
metrics.
 Limitations of the Study
1 2
Program Design and Outcome Evaluation and Measurement.
Implementations. Many wellness programs focus on short-
Findings from one organization's term outcomes, such as immediate changes
wellness program may not be universally in health behaviors or attitudes. Long-term
applicable to other organizations due to impacts on sustained behavior change and
differences in organizational culture, organizational productivity may be more
workforce demographics, and resources. difficult to assess.

3 4
Broader Organizational Factors. Ethical Considerations.
Wellness programs may not achieve Collecting health-related data and
desired outcomes if they are not aligned monitoring employee behaviors through
with the organization's values, priorities, wellness programs may raise concerns
or overall culture of health. about privacy and confidentiality among
employees.
Research
Methodology
Quantitative Methods:
Surveys and Questionnaires:
Administering structured surveys to
employees to gather quantitative data
on their perceptions of wellness
programs, health behaviors, and
productivity metrics.
Qualitative Methods:
Interviews: Conducting semi-
structured interviews with
employees, managers, and program
coordinators to explore their
experiences, perceptions, and the
impact of wellness programs on
work-related outcomes.
Data Collection
Designing a questionnaire to collect data on the impact of
workplace wellness programs on employee health and Item 1

productivity involves careful consideration of the research

objectives and the variables of interest. Item 2

Health Improvement Metrics Item 3

Enhancement Metrics
Long-term Health and Sustainability
Employee Well-being and Work-Life Balance
Item 4

Employee Development and Learning: 0 10 20 30 40 50 60

 Theoretical Background of
the Study
Health Behavior Change Theories:
Health Belief Model (HBM):
Theory of Planned Behavior (TPB):
Social Cognitive Theory (SCT):
Organizational Behavior Theories:
Job Characteristics Model:
Organizational Support Theory:
Employee Engagement and Well-being Theories:
Positive Organizational Behavior (POB):
Work-Life Balance Theories:
Learning and Development Theories:
Adult Learning Theory:
Thank You
Presented by
Anushuram V
23MBA017
II-MBA-A