How do I develop a Emergent WorkForce®
Phase 1:
Success depends on commitment from the ownership, the executive team and from senior management.
From the executive team, a sponsor will be selected. This is a key role, responsible for resource allocation, and for providing support.
Working with the sponsor, we will complete an assessment of your current Health, Safety and Wellness systems, including an evaluation for regulatory compliance. Deficiencies will be noted so that they can be addressed, and corrected.
We will also conduct on-line employee assessments, identifying current health and wellness profiles, and also identifying needs to support the staff.
Finally we will complete a cost-benefit analysis. No program should be funded where there is no defined benefit to both the organization and to the employees.
Phase 2:
Using the results of these assessments, the components of the program can be determined.
Your Wellness program will contain modules that best support your employees. It will typically include tools for stress management, for personal health and well-being, and interpersonal skills including communication skills, emotional and perceptual intelligence, and others.
Where appropriate, development or enhancement of your Occupational Health and Safety Management System (OHSMS) and your Psychological Health and Safety plan (PH&S) will be offered.
Once the components of your program have been identified, the program can be made available to the workforce. As our programs qualify in most jurisdictions under the Canada Job Grant program, up to 2/3 funding may be available to offset some of the program costs.
Phase 3:
Ongoing evaluation of the program’s effectiveness is essential to ensure that it stays relevant and fully utilized.
Monitoring of Key Performance Indicators (KPIs) such as absenteeism, turnover, accidents, and engagement, as well as the costs associated with WCB, and other benefits, will be compared to the program cost to evaluate both perceived benefits, and measurable financial benefits.
Where deficiencies are noted in the OHSMS, and where modifications to your wellness program are identified, corrective action will be taken to ensure that you are seeing the appropriate return from your investment, and that polices are updated, and adhered to.
To learn more about how the Sound Wellness Institute can help you achieve an Emergent WorkForce®, please click here to contact us
How do I develop a Emergent WorkForce®
Phase 1:
Success depends on commitment from the ownership, the executive team and from senior management.
From the executive team, a sponsor will be selected. This is a key role, responsible for resource allocation, and for providing support.
Working with the sponsor, we will complete an assessment of your current Health, Safety and Wellness systems, including an evaluation for regulatory compliance. Deficiencies will be noted so that they can be addressed, and corrected.
We will also conduct on-line employee assessments, identifying current health and wellness profiles, and also identifying needs to support the staff.
Finally we will complete a cost-benefit analysis. No program should be funded where there is no defined benefit to both the organization and to the employees.
Phase 2:
Using the results of these assessments, the components of the program can be determined.
Your Wellness program will contain modules that best support your employees. It will typically include tools for stress management, for personal health and well-being, and interpersonal skills including communication skills, emotional and perceptual intelligence, and others.
Where appropriate, development or enhancement of your Occupational Health and Safety Management System (OHSMS) and your Psychological Health and Safety plan (PH&S) will be offered.
Once the components of your program have been identified, the program can be made available to the workforce. As our programs qualify in most jurisdictions under the Canada Job Grant program, up to 2/3 funding may be available to offset some of the program costs.
Phase 3:
Ongoing evaluation of the program’s effectiveness is essential to ensure that it stays relevant and fully utilized.
Monitoring of Key Performance Indicators (KPIs) such as absenteeism, turnover, accidents, and engagement, as well as the costs associated with WCB, and other benefits, will be compared to the program cost to evaluate both perceived benefits, and measurable financial benefits.
Where deficiencies are noted in the OHSMS, and where modifications to your wellness program are identified, corrective action will be taken to ensure that you are seeing the appropriate return from your investment, and that polices are updated, and adhered to.
To learn more about how the Sound Wellness Institute can help you achieve an Emergent WorkForce®, please click here to contact us