Occupational health management in companies
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Sprache:Englisch
Fr. 19.90
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Format
Kopierschutz
Nein
Family Sharing
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Text-to-Speech
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Erscheinungsdatum
25.04.2022
Verlag
GRINSeitenzahl
25 (Printausgabe)
Dateigröße
2164 KB
Sprache
Englisch
EAN
9783346633200
Seminar paper from the year 2011 in the subject Business economics - Business Management, Corporate Governance, , language: English, abstract: This seminar paper deals with the topic of occupational health management (BGM). This topic is particularly interesting for students who want to work in a human resources department. Because coworkers of a personnel department are the main responsible persons of the BGM. The fact that there are already more than 30 bachelor's and master's degree programs in the field of occupational health management throughout Germany speaks for the high relevance of this topic in scientific theory and in practice in companies.
Today's working world is characterized by outsourcing, globalization and flexibilization, which increases the individual's health burden. The demographic change leads to the fact that the average age of the employees increases more and more. Therefore, it is of great importance to promote older employees within the framework of BGM. Due to stress at the workplace, extended working hours and a high intensity of work, the number of physical, but also mental illnesses is growing. In addition to classic illnesses such as back pain caused by long periods of sitting, depression and burn-out syndrome are on the rise. Many companies have not yet recognized the advantages of BGM and are struggling with high absenteeism and fluctuation rates. A holistic, sustainably applied BGM can increase employee motivation, reduce the number of illnesses, lower costs and improve the employer image.
In order to give a brief insight into the contents of this paper, we will discuss its structure and delimitation in the following. Due to the complexity of the topic we create first with the historical development and the definition of the terms BGF (Betriebliche Gesundheitsförderung) and BGM a basis. In the following we go into the legal framework and the involved actors of the BGM. Furthermore, we explain which instruments and measures are available to companies for the implementation of occupational health management. Subsequently, in the chapter "Benefit analysis", we discuss the intangible and tangible benefits for employees and companies. Furthermore, we show by means of a practical example that the implementation of a health management system also makes sense in small companies.
Today's working world is characterized by outsourcing, globalization and flexibilization, which increases the individual's health burden. The demographic change leads to the fact that the average age of the employees increases more and more. Therefore, it is of great importance to promote older employees within the framework of BGM. Due to stress at the workplace, extended working hours and a high intensity of work, the number of physical, but also mental illnesses is growing. In addition to classic illnesses such as back pain caused by long periods of sitting, depression and burn-out syndrome are on the rise. Many companies have not yet recognized the advantages of BGM and are struggling with high absenteeism and fluctuation rates. A holistic, sustainably applied BGM can increase employee motivation, reduce the number of illnesses, lower costs and improve the employer image.
In order to give a brief insight into the contents of this paper, we will discuss its structure and delimitation in the following. Due to the complexity of the topic we create first with the historical development and the definition of the terms BGF (Betriebliche Gesundheitsförderung) and BGM a basis. In the following we go into the legal framework and the involved actors of the BGM. Furthermore, we explain which instruments and measures are available to companies for the implementation of occupational health management. Subsequently, in the chapter "Benefit analysis", we discuss the intangible and tangible benefits for employees and companies. Furthermore, we show by means of a practical example that the implementation of a health management system also makes sense in small companies.
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