the need for sustainable development of enterprises
1. is beneficial to improving organizational performance and enterprise productivity
Potter - Lawler incentive model points out that job performance is influenced by individual ability and quality, external working conditions and environment, personal understanding and understanding of organizational expectations, perception of reward fairness, and other factors. In the era of knowledge economy, the importance of human capital is gradually showing. The improvement of organizational performance depends largely on the employees themselves. According to the Potter - Lawler incentive model, the work performance will be improved more easily if the employees' work intention is strong and the work ability can be effectively played under the other factors. On the one hand, the employees' health management has reduced the restrictions that the employees' health risks bring to their ability and improved the quality of the human capital of the enterprise. On the other hand, it makes the employees feel the concern of the enterprises, relieves the employees' worries, optimizes the employees' working machines and wishes, and then improves their efforts. To improve work performance.
In fact, investment in employee health management can be transformed into corporate profits, and the ratio of input to output is usually between 1:1.4 and 1:4. For example, after the introduction of employee health management, the staff absence rate of DuPont Co dropped by 14%, and the cost / benefit ratio reached 1:1.42.
2., it helps to enhance the cohesion of enterprises and promote the sustainable development of enterprises.
Cohesion is the basis for the survival of an enterprise as well as the necessary condition for the development and growth of an enterprise. This power enables the members of the organization to stay in the organization willingly and contribute their intelligence to the organization. Employee health management embodies the people-oriented management concept, which can enhance employees' sense of organizational identity and belonging, and enhance their cohesion. Practice has proved that the turnover rate of employees has also been reduced correspondingly. The results of IBM Taiwan branch's introduction of employee health management show that the turnover rate has dropped from 10% in 2005 to 8% in 2007.
Employee health management reduces the risk of brain drain, contributes to the formation of sustainable human capital, and lays a good foundation for the sustainable development of enterprises.
3. the health status of the employees in China's enterprises is not optimistic
The health of our employees is worrying. According to the survey of the office of the Ministry of health in 10 cities, 48% of the employees in the subhealth state, especially in the economically developed areas, are 75.3% in Beijing, 73.49% in Shanghai and 73.41% in Guangdong, and almost every individual involved in the market competition is more or less suffering from chronic diseases and psychological disorders. According to a survey of the health and welfare status of Chinese employees in 2008, the world's largest employee welfare consulting company, 88% of the companies are worried about the health of employees now and in the future. Under such circumstances, it is particularly necessary for employees to carry out health management.
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