Work Health Workplace Health Management

Workplace Health Management (WHM) There are four key components of workplace health management:

Work Safe practices
Workplace Health Promotion
Social and lifestyle determinants of health
Environmental Health Management
In the past policy was frequently driven solely by complying with legislation. In the new approach to workplace health management, policy development is driven by both what is requirements and by health targets set on a voluntary basis by the working community within each industry. To become effective Workplace Health Management needs to be based on knowledge anavar for sale, experience and practice accumulated in three disciplines: work health, workplace health promotion and environmental health. It is important to see WHM as a process not only for continuous improvement and health gain within the company, but also as framework for involvement between various agencies locally. It gives a platform for co-operation between the local authorities and business leaders on community development through the improvement of public and environmental health.

The Healthy Workplace setting — a building block of the Community Action Plan.

The Luxembourg Affirmation of the european union Network for Workplace Health Promotion defined WHP as the combined effort of employers, employees and society to improve the health and well-being of men and women at work

This can be achieved through a combination of:

Improving the work organization and the working environment
Promoting active involvement of employees in health activities
Encouraging personal development
Workplace health promotion is seen in the EUROPEAN network Luxembourg Affirmation as a modern corporate strategy which aims at preventing ill-health at work and enhancing health promoting potential and well-being in the employees. Documented benefits for workplace programs include decreased absenteeism, reduced cardiovascular risk, reduced health care claims, decreased staff turnover, decreased musculoskeletal injuries, increased productivity, increased organizational effectiveness and the potential of a return.

However, many of these improvements require the sustained involvement of employees, employers and society in the activities required to create a difference. This is achieved through the empowerment of employees enabling them to make decisions about their own health. Work Health Consultants (OHA) are in a position to use needs assessment for health promotion initiatives with the working populations they serve, to prioritize these initiatives alongside other work safe practices initiatives which may be underway, and to organize those things at the enterprise level to ensure that initiatives which are planned are delivered. In the past work health services have been active in the assessment of fitness to work and in assessing numbers of handicap for insurance purposes for many years.

The concept of maintaining working ability, in the otherwise healthy working population, has been manufactured by some innovative work health services. In some cases these efforts have been developed in respond to the growing challenge caused by the aging employees and the ever-increasing cost of social security. OHA’s have often been at the front of these developments.

There is a need to develop further the focus of all work health services to include efforts to maintain work ability and to prevent non-occupational workplace preventable conditions by interventions at the workplace. This will require some work health services to become more pro-actively involved in workplace health promotion, without reducing the attention paid to preventing work accidents and diseases. OHA’s, with their close contact with employees, sometimes over many years, are in a good position to plan, deliver and evaluate health promotion and maintenance of work ability interventions at the workplace.

Health promotion at work has exploded in importance during the last decade as employers and employees recognize the respective benefits. Employees spend about half of their non-sleeping day at work and this has an ideal chance of employees to share with you and receive various health messages and for employers to create healthy working environments. The scope of health promotion depends upon the wants of each group.

Probably the most common health promotion activities are smoking reducing activities, healthy nutrition or physical exercise programs, prevention and abatement of drug and alcohol abuse.

However, health promotion may also be directed towards other social, cultural and environmental health determinants, if the people within the company consider that these factors are important for the improvement of their health, well-being and quality lifestyle. In this case factors such as improving work organization, motivation, reducing stress and burnout, introducing flexible working hours, personal development plans and career enhancement may also help to contribute to all around health and well-being of the working community.

The Healthy Community setting In addition to work health and workplace health promotion there is also another important factor to Workplace Health Management. It is related to the impact that all company may have on the surrounding background environment, and through contaminants or products provided to others, its affect faraway environments. Remember what steps the effects of the Chernobyl Nuclear accident in 1986 affected whole neighbouring countries.

Although the environmental health impact of companies is controlled by different legislation fot it which applies to Safe practices at work, there is a strong relationship between shielding the working environment, improving work organization and working culture within the company, and its approach to environmental health management.

Many leading companies already combine work safe practices with environmental health management to optimally use the available recruiting within the company and to avoid copying of effort. Work health nurses can make a contribution towards environmental health management, particularly in those companies that do not employ environmental health specialists.