What is the focus of health perception and health management?

A company's serial jumping off buildings has aroused widespread concern in society. The occurrence of the tragedy is distressing, and it has also triggered the criticism of a company from all walks of life and the reflection on the internal management of the enterprise. One of the important aspects is the discussion about employee health: how to bring employee health into the management system of enterprises? How to avoid similar tragedies from happening again? The discussion about workplace health has a long history. In the early years, Huawei's "karoshi" caused strong social repercussions; In the past few years, Peng, former president of Tsingtao Brewery, Tang Junnian, founder of Tomson Group, Yang Mai, former president of Ericsson China, and Chairman of Juneyao Group, etc. died young, which aroused people's concern about workplace health. However, after several years, it seems that the health status of employees in China enterprises has not been reversed, and the tragedy continues, but the health problems have expanded from physical health to mental health. The change of environment promotes the innovation of enterprise management mode. With the increasingly prominent health problems of employees, a new human resource management model-employee health management has gradually surfaced and attracted people's attention. First, employee health management: a modern human resource management model Health management originated in the United States. The rise of health management is mainly due to the rise of medical expenses, the development of commercial insurance and the progress of medical health. The traditional medical and health system in the United States is based on diagnosis and treatment. The most unhealthy 20% people occupy 80% of medical and health resources, and everyone in the other 80% people may become the most unhealthy or sick individual. If we only pay attention to the sick people and ignore the influence of health risk factors in the non-sick people, the sick people will inevitably expand, making the medical and health expenditure unbearable, so it is imperative to carry out health management for the non-sick people. Health management is a process of controlling the health risks of individuals and people in an all-round way, and it is a planned and organized system aimed at improving social health awareness, health behavior and individual quality of life. Employee health management is a kind of enterprise management behavior. Through the enterprise itself or with the help of the third party, the health status of employees in the enterprise is tracked and evaluated from the physiological and psychological perspectives, so as to systematically safeguard the physical and mental health of employees in the enterprise, reduce medical expenses and improve the overall production efficiency of the enterprise. Employee health management is a modern human resource management model. It is the embodiment of the transformation of human resource management mode from managing "things" to managing "people". Human resource management has experienced the transformation from the employment management mode with the theory of "commodity man" as the core to the human capital operation mode with the theory of "knowledge man" as the core. In this evolution process, the importance of people has become increasingly prominent, people's personalized needs have been continuously met, and human capital has gradually become the most important capital of enterprises. In fact, employee health management embodies humanistic care for employees, respect for people and attention to human capital. This management model caters to the needs of modern enterprise management and has considerable practical significance. Second, why do you want to carry out employee health management: the need for sustainable development of enterprises 1. It is beneficial to improve organizational performance and enterprise productivity. Porter-Lawler incentive model points out that job performance is not only determined by personal efforts, but also influenced by personal ability and quality, external working conditions and environment, personal perception and understanding of organizational expectations and intentions, and perception of pay fairness. In the era of knowledge economy, the importance of human capital is gradually emerging, and the improvement of organizational performance by enterprises should focus on employees themselves to a great extent. According to Porter-Lawler's incentive model, under the condition that other factors remain unchanged, if employees' willingness to work is strong and their work ability can be effectively exerted, then their work performance will be improved more easily. On the one hand, carrying out employee health management in enterprises reduces the restriction of employees' health risks on their ability to play and improves the quality of human capital in enterprises; On the other hand, let employees feel the concern of the enterprise, relieve their worries, optimize their motivation and willingness to work, and then improve their efforts and work performance. In fact, the investment in employee health management can be converted into enterprise profits, and the input-output ratio is usually between 1: 1.4 and 1.4. For example, after DuPont introduced employee health management, the employee absenteeism rate decreased by 14%, and the cost-benefit ratio reached 1: 1.42. 2. It helps to strengthen the cohesion of enterprises and promote the sustainable development of enterprises. Cohesion is the foundation for an enterprise to survive as a team, and it is also a necessary condition for its development and growth. This power makes the members of the organization willing to stay in the organization and contribute their intelligence to the organization. Employee health management embodies the people-oriented management concept, which can enhance employees' sense of identity and belonging to the organization and improve the cohesion of enterprises. Practice has proved that the turnover rate of employees in enterprises that implement employee health management has also decreased accordingly. After the introduction of employee health management in Taiwan Province Branch of IBM, the effect showed that the employee turnover rate decreased from over 65,438+00% in 2005 to 8% in 2007. Employee health management reduces the risk of brain drain, helps to form sustainable human capital and lays a good foundation for the sustainable development of enterprises. 3. The health status of employees in China enterprises is not optimistic. The health status of employees in China enterprises is worrying. According to the Ministry of Health's survey of office workers in 10 cities, sub-health employees account for 48%, especially in economically developed areas, including 75.3% in Beijing, 73.49% in Shanghai and 73.4% in Guangdong. And almost every individual who participates in market competition suffers from chronic diseases and mental diseases to some extent. Mercer, the world's largest employee welfare consulting company, released the 2008 China Employee Health and Welfare Survey Report, which shows that 88% of enterprises are worried about the current and future health status of employees. In this case, it is particularly necessary for enterprises to carry out employee health management. Third, a deep understanding of employee health management: not only the concept of diagnosing and treating employee health management has a long history, but also different understandings of what employee health management is and what it contains. Many people think that employee health management is to improve the medical insurance system of enterprises, provide regular physical examinations for employees and propose targeted solutions; Some people equate employee health management with EAP (Employee Health Management Plan), and think that the employee health management system will be established after EAP is introduced into enterprises. I think these understandings are biased.