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Management of the Personnel and Intellectual Resources in Russia
Journals / Management of the Personnel and Intellectual Resources in Russia / Volume 7 Issue 5 / Experience, Development Trends And Problems of Implementing Corporate Employee Health and Well-Being Programs
UDC 65

Experience, Development Trends And Problems of Implementing Corporate Employee Health and Well-Being Programs

Published в Management of the Personnel and Intellectual Resources in Russia · Volume 7, Issue 5, 2018 · Pages 19–29 · Rubrics: Social and personnel policy
DOI 10.12737/article_5bd1c6797f9068.21933673
Received: 25.10.2018 Accepted: 14.11.2018 Published: 14.11.2018 Language of publication: RUS
Authors
Valeriya Konovalova 1 iD
1 State University of Management (Human Resource Management Department, Professor)
Moskva, Moscow, Russian Federation
ABSTRACT
The article considers the accumulated experience and trends in the development of health management at the corporate level. The data of international and national studies are presented, indicating the benefits of using health programs for employee, employers and society as a whole, as well as highlighting the key problems arising in the management of employee health: when implementing corporate programs, it is not always clear and specific goals are established and data collection is organized , allowing to estimate their real results and efficiency; despite significant investments and efforts to stimulate participation in health and well-being programs, often employee participation continues to be at a rather low level (not least because of employee concerns about the use and confidentiality and protection of data obtained during implementation, discrimination); the studies point to marked differences in the assessment of the results of health and well-being programs by employers and employees; most of the programs for recovery and well-being are mostly reactive in nature, they are not aimed at solving existing problems, but not at preventing them, etc. The conditions necessary for the further development and effectiveness of corporate health and well-being management programs are justified.
KEYWORDS
employee health and well-being programs health risk factors healthy lifestyle employee engagement emotional burnout corporate culture.
Information Text References
Authors:
1.  State University of Management (Human Resource Management Department, Professor)

Moskva, Moscow, Russian Federation
Type:
Article
Pages:
from 19 to 29
Status:
Published
Subject area:
UDC 65
Language:
Russian, English
Keywords:
employee health and well-being programs, health risk factors, healthy lifestyle, employee engagement, emotional burnout, corporate culture.
Text

Ни одна проблема не может быть решена
на том уровне сознания, на котором она создана
Альберт Эйнштейн


В 1984 г. рабочая группа Всемирной организации здравоохранения (ВОЗ), обсуждая «Концепции и принципы обеспечения здоровья», составила итоговый документ, в котором была дана новая концепция здоровья как степени способности индивида, с одной стороны, реализовывать свои стремления и удовлетворять потребности, с другой, изменять или кооперироваться со средой. Здоровье, во-первых, было предложено рассматривать как ресурс каждодневной жизни, а не цель жизни, а во-вторых, было выделено три компоненты здоровья — физическое, душевное и социальное.
Согласно определению ВОЗ, здоровое место работы — это место, где работники и менеджеры постоянно сотрудничают в совершенствовании охраны и укрепления здоровья, безопасности и благополучия всех работающих, способствуют совершенствованию рабочего места в процессе решения основных проблем, изложенных ниже [1]:
• здоровье и безопасность в физической производственной среде;
• здоровье, безопасность и благополучие в психосоциальной производственной среде, включая организацию труда и культуру рабочего места;

• личный потенциал здоровья работника на рабочем месте;
• способы участия в совместной работе по улучшению здоровья работающих, их семей и других членов сообщества. Программы управления здоровьем на рабочем месте рассматриваются экспертами ВОЗ как важный элемент политики формирования здорового образа жизни (ЗОЖ), укрепления психического здоровья на работе, который в итоге создает преимущества не только для работников, но и для работодателей, и государства в целом.
В подтверждение значимости проблемы управления здоровьем персонала можно привести следующие данные:
• согласно оценкам ВОЗ, связанные с работой несчастные случаи, профессиональные заболевания, и другие проблемы со здоровьем приводят к мировым потерям ВВП 4–6 % в год (в Евросоюзе — 2,6–3,8% в год);
• по данным американского Центра по контролю и профилактике заболеваний (CDC), экономика США, например, только в 2016 г. понесла издержки в 2 млрд долл. из-за отсутствия сотрудников компаний на работе по причине болезни [2];
• работодатели платят более 1 млрд долл. в неделю, чтобы компенсировать работникам травмы и болезни на рабочем месте [3];
• рабочие дни, пропущенные из-за хронических заболеваний, обходятся работодателям в 153 млрд долл. ежегодно [4];
• по данным ФГБНУ «НИИ МТ», потери российских работодателей составляют от 40 до 60 тыс. руб. в год при уровне временной нетрудоспособности 14 дней на человека. Это в три раза превышает данные по США (3–5 дней) и по Европе (2–8 дней).

References

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2. Absenteeism and Employer Costs Associated With Chronic Diseases and Health Risk Factors in the US Workforce. Available at: https://www.cdc.gov/pcd/issues/2016/15_0503.htm/

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4. Jones D., Molitor D., June J.R. (2018). What Do Workplace Wellness Programs Do? Evidence from the Illinois Workplace Wellness Study. Available at: http://www.nber.org/workplacewellness/s/IL_Wellness_Study_1.pdf/

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15. Baxter, Siyan, et al (2014). The relationship between return on investment and quality of study methodology in workplace health promotion programs. American Journal of Health Promotion, 28(6): 347-363. DOI: https://doi.org/10.4278/ajhp.130731-LIT-395; EDN: https://elibrary.ru/UPJYAL

16. Gowrisankaran G., et al (2013). A hospital system’s wellness program linked to health plan enrollment cut hospitalizations but not overall costs // Health Affairs, 32(3): 477-485.

17. Mattke S., et al (2013). Workplace Wellness Programs Study: Final Report. Santa Monica, CA: Rand Corporation. Available at: http://www.rand.org/pubs/research_reports/RR254.html/

18. Why Health Screening Programs Fail and What Employers Can Do About It. Available at: https://www.corporatewellnessmagazine. com/worksite-wellness/health-screening-programs-fail/

19. Edington Dee W. (2009). Zero Trends: Health as a Serious Economic Strategy. 1st Edition. Health Management Research Center.

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27. The Employee Engagement Study. Available at: https://workplacetrends.com/the-employee-burnout-crisis-study/

28. 7 common pitfalls of corporate wellness programs. Available at: https://www.cio.com/article/3084493/health/7-commonpitfalls-of-corporate-wellness-programs.html/

29. Why Your Office Health and Wellness Programs Fail. Available at: https://www.recruiter.com/i/why-your-office-health-andwellness-programs-fail/

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31. Available at: https://www.shrm.org/resourcesandtools/hr-topics/benefits/pages/wellness-program-success-factors.aspx/

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