Health Place Management (WHM) There are four main components of work management workplace:
Occupational Health and Safety
Workplace Health Promotion
Determinant of social health and lifestyle
Environmental health management
In the previous policy it was often driven by compliance with the law. In a new approach to health management at work, policy development is driven by legislative requirements and with voluntary health targets by the working community in each industry. In order to be an effective work work, health management needs to be based on knowledge, experience and practices accumulated in three disciplines: occupational health, health promotion of workplaces and environmental health. It is important to see WHM as a process not only for sustainable improvement and health benefits in the company, but also as a framework for involvement between various institutions in the community. It offers a platform for cooperation between local authorities and business leaders about community development through improving public health and the environment.
Healthy workplace arrangements – the foundation of public action plans.
The Declaration of Luxembourg from the European Union network for health promotion at work is defined whp as an effort to combine employers, employees and communities to improve the health and welfare of people at work
This can be achieved through a combination:
Improve work organization and work environment
Promoting employee active participation in health activities
Encourage personal development
Health promotion Workplace is seen in the European Union network Luxembourg Declaration as a modern company strategy aimed at preventing poor health at work and improving health promoting potential and well-being in labor. The benefits documented for the workplace program include a decrease in attendance, reduced cardiovascular risk, reduced health care claims, a decrease in staff change, decreased musculoskeletal injury, increased productivity, increased organizational effectiveness and potential for investment returns.
However, many of these improvements require employees’ involvement, entrepreneurs and communities in the activities needed to make a difference. This is achieved through employee empowerment that allows them to make decisions about their own health. Occupational health advisors (OHA) are well placed to assess the need for health promotion initiatives with the work population they serve, to prioritize this initiative with other health and safety initiatives that can take place, and to coordinate activities at the company level to ensure that initiatives which is planned to be delivered. In the past work health services have been involved in fitness assessments to work and in assessing the level of disability for insurance purposes for years.
The concept of maintaining work skills, in a healthy work population, has been developed by several innovative work health services. In some cases, this effort has been developed in response to the growth of challenges caused by aging workers and continued social security costs. Oha is often at the forefront of this development.
There is a need to further develop the focus of all employment health services to include efforts to maintain work skills and to prevent non-work conditions that can be prevented by intervention at work. This will require several work health services to become more pro-active in health promotion in the workplace, without reducing the attention paid to prevent accidents and work diseases. OHA, with their close contact with employees, sometimes for years, is in a good position to plan, send and evaluate health promotion and maintenance of work ability I