1. is conducive to improving 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 basis for an enterprise to survive as a team, and it is also a necessary condition for the enterprise to grow and develop. 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.