Health and productivity management (HPM) are convergent efforts to promote and maintain the general health of employees through prevention, intervention, awareness, education, risk assessment and support in order to mitigate the impact and effect of communicable and non-communicable diseases and injuries on the productivity and quality of life of individuals

• Improved employee health
• Lowered disease prevalence rates
• Decreased employee absenteeism
• Improved productivity
• Reduced new-hire training costs
• Lowered medical costs and fewer claims
• To promote self-evaluation internally
• To provide an opportunity for individuals
• to assess themselves

Self Care and Self Management

“Self care includes both self care and self management. Self care is about individuals taking responsibility for their own health and wellbeing. Self management is about individuals making the most of their lives and coping with difficulties and making the most of what

they have. It includes managing and minimising the way conditions limit individuals’ lives as well as what they can do to feel happy and fulfilled to make the most of their lives despite the condition” Skills for Health

HOW TO ASSESS YOUR EMPLOYEES’ WELLNESS NEEDS

• Where to start? What is employees’ Wellness
• What policies are in place for employees’ Wellness
• Helpful data sources and their utility in planning
• The importance of good baselines
• When to use wellness interest surveys
• An alternative to ”build it and they will come.”

HOW TO DECIDE THE SCOPE OF YOUR WELLNESS PROGRAM

• Identify high-risk populations within the workforce
• Target those populations with interventions and
• engage participants to assume responsibility for
• their health actions
• Linking scope decisions to your program model
• Implications of scope decisions
• Measure your outcomes and ROI by tracking
• participants diligently

HOW TO BUILD A SOUND WELLNESS PROGRAM

• The mistake most employers make
• The key pieces of your infrastructure
• Matching your infrastructure to your program
• model
• Resource implications
• What a robust infrastructure looks like

OCCUPATIONAL HEALTH EDUCATION AND

PROMOTION

• Develop programmes to promote and maintain the
• general health of employees
• Injury on duty and incapacity due to ill-health
• Health and productivity management offers a system
• to manage conditional leave and investigate
• accidents and injuries and the capability to assist the
• health risk workers

MENTAL HEALTH/PSYCHOSOMATIC ILLNESSES

• To recognize mental health and provide support
• options which are confidential and non-stigmatizing.
• Focus is on the provision of tools to provide the
• employee to manage stress

DISEASE MANAGEMENT AND CHRONIC ILLNESSES

Development of programmes for improvement of employee health and reduction of workforce turnover by implementing barriers to disease management, Health Promotion & Disease Prevention

• Workplace Environment
• Care Management
• Corporate Culture and Organizational Health

SELF CARE MANAGMENT

• Define nutrition
• Define stress
• Identify your 3 major sources of stress
• Write up a self-care plan for the next 6 months
• Discuss what wellness means to you.“you can’t give what you don’t have”
• Discuss how to build energy, rather than burnout.

On this last day the workshop come prepared towalk away with tips on how to:

• Environmental wellness
• Emotional wellness
• Intellectual wellness
• Occupational wellness
• Social wellness
• Spiritual wellness
• Physical wellness
• Improve performances
• Increase job satisfaction
• Increase motivation and self-confidence
• Reduce employee turnover and stress
• Support a healthy learning culture in the workplace

With our In-house Training, you SAVE on transport and accommodation and you enjoy the liberty of your venue and having the training at your time.

Trainers without Borders offers customised solutions for your training needs. Please contact us for more information.