8.1 D E F I N I T I O N
Employee wellness is a strategy to ensure that a safe and healthy work environment is created and maintained, together with individual wellness commitment that enables employees to perform optimally while meeting all health and safety legislative requirements and other relevant wellness good practices in support of the achievement of organisational objectives.
8.2.1 To promote opportunities and guidance that enables employees to engage in effective management of their own physical, mental, financial and social well-being.
8.2.2 To enable the employer to manage all aspects of employee wellness that can have a negative impact on employees’ ability to deliver on organisational objectives.
8.2.3 To promote a safe and healthy working environment in pursuit of optimum productivity and preserve human life and health.
8.2.4 To reduce employee risk emanating from health and wellness issues.
8.2.5 To contain health and wellness costs.
8.2.6 To enhance the employment value proposition by means of promoting a culture of individual health and overall organisational wellness.
8.3.1 Evaluate the organisational need and set objectives and boundaries for wellness programmes paying particular attention to high risk groups.
8.3.2 Formulate employee wellness strategy, policies and relevant HR procedures, fair to all employees, to promote and manage wellness programmes and risks.
8.3.3 Promote awareness of the wellness policy, strategy and procedures of the organisation.
8.3.4 Maintain statistical records across the organisation with regard to all aspects of wellness and specific case and incident analysis.
8.3.5 Consider flexible work practices and other alternative work arrangements to promote work life balance where possible.
8.3.6 Review the effectiveness of wellness programmes and interventions in support of operational objectives.
This standard element should be read and applied by taking cognisance of all the other standard elements, but with a particular focus on strategic HR management, HR risk management, employee relations management, performance management and HR measurement.
HR Competency Model: HR practitioners must be able to play an appropriate role in the following outputs:
- Wellness strategy and policy
- Occupational Health and Safety
- Chronic disease management
- Management of opportunities for people with disabilities
- Quality of work life and wellbeing
- Employee services