CPOW Foundation (Q3999222): Difference between revisions
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(Changed label, description and/or aliases in it, and other parts: Adding Italian translations) |
(Changed label, description and/or aliases in en, and other parts: Adding English translations) |
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CPOW Foundation | |||||||||||||||
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Continuous focus within CPOW is to improve the employability of staff and to keep low absenteeism by investing in the health, competences and motivation of staff. New insights on sustainable employability and health have led to a shift in policy in recent years at CPOW: from curative, focused on absenteeism and reintegration to preventive, focused on work, lifestyle and vitality. CPOW has the ambition to continue this trend because there are still major improvements to be made when working towards optimally deployable and retaining the employees. Education is facing increasing tightness in the labour market. This contraction in the labour market together with many other factors (including appropriate education, digitalisation of education and increasing demands of parents and society) increased the workload within education. CPOW notes that, partly because of this, the proportion of PSA-related complaints has risen sharply in the last year. The aim of the programme is to gain insight into the challenges of employability at organisational level and to provide individual employees with advice on how to improve their own employability. The grant programme guarantees: 1. Programme design and communication 2. Programme implementation 3. Evaluation The exact composition of the programme shall be determined on the basis of internal interviews and framework conditions to be established, appropriate to the target group. Evaluation shall be based on relevant outcomes, such as awareness, work ability, overall fitness and risk factors. (English) | |||||||||||||||
| Property / summary: Continuous focus within CPOW is to improve the employability of staff and to keep low absenteeism by investing in the health, competences and motivation of staff. New insights on sustainable employability and health have led to a shift in policy in recent years at CPOW: from curative, focused on absenteeism and reintegration to preventive, focused on work, lifestyle and vitality. CPOW has the ambition to continue this trend because there are still major improvements to be made when working towards optimally deployable and retaining the employees. Education is facing increasing tightness in the labour market. This contraction in the labour market together with many other factors (including appropriate education, digitalisation of education and increasing demands of parents and society) increased the workload within education. CPOW notes that, partly because of this, the proportion of PSA-related complaints has risen sharply in the last year. The aim of the programme is to gain insight into the challenges of employability at organisational level and to provide individual employees with advice on how to improve their own employability. The grant programme guarantees: 1. Programme design and communication 2. Programme implementation 3. Evaluation The exact composition of the programme shall be determined on the basis of internal interviews and framework conditions to be established, appropriate to the target group. Evaluation shall be based on relevant outcomes, such as awareness, work ability, overall fitness and risk factors. (English) / rank | |||||||||||||||
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| Property / summary: Continuous focus within CPOW is to improve the employability of staff and to keep low absenteeism by investing in the health, competences and motivation of staff. New insights on sustainable employability and health have led to a shift in policy in recent years at CPOW: from curative, focused on absenteeism and reintegration to preventive, focused on work, lifestyle and vitality. CPOW has the ambition to continue this trend because there are still major improvements to be made when working towards optimally deployable and retaining the employees. Education is facing increasing tightness in the labour market. This contraction in the labour market together with many other factors (including appropriate education, digitalisation of education and increasing demands of parents and society) increased the workload within education. CPOW notes that, partly because of this, the proportion of PSA-related complaints has risen sharply in the last year. The aim of the programme is to gain insight into the challenges of employability at organisational level and to provide individual employees with advice on how to improve their own employability. The grant programme guarantees: 1. Programme design and communication 2. Programme implementation 3. Evaluation The exact composition of the programme shall be determined on the basis of internal interviews and framework conditions to be established, appropriate to the target group. Evaluation shall be based on relevant outcomes, such as awareness, work ability, overall fitness and risk factors. (English) / qualifier | |||||||||||||||
point in time: 16 January 2022
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Revision as of 09:27, 16 January 2022
Project Q3999222 in Netherlands
| Language | Label | Description | Also known as |
|---|---|---|---|
| English | CPOW Foundation |
Project Q3999222 in Netherlands |
Statements
50.0 percent
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30 August 2019
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30 August 2021
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Stichting CPOW
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1441ZN
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Continu aandachtspunt binnen CPOW is het verbeteren van de inzetbaarheid va het personeel en laag houden van verzuim door te investeren in de gezondheid, competenties en motivatie van het personeel. Nieuwe inzichten met betrekking tot duurzame inzetbaarheid en gezondheid hebben de laatste jaren bij CPOW geleid tot een kanteling in het beleid: van curatief, gericht op verzuim en re-integratie naar preventief, gericht op arbeid, leefstijl en vitaliteit. CPOW heeft de ambitie om deze trend verder door te zetten omdat er nog steeds grote verbeterslagen te maken zijn bij het gericht werken aan het optimaal inzetbaar krijgen en behouden van de medewerkers. Het onderwijs heeft te maken met toenemende krapte op de arbeidsmarkt. Deze krapte op de arbeidsmarkt samen met tal van andere factoren (waaronder passend onderwijs, digitalisering van het onderwijs en toenemende eisen van ouders en maatschappij) zorgen dat de werkdruk binnen het onderwijs stijgt. CPOW merkt dat, mede hierdoor het aandeel PSA-gerelateerde klachten het laatste jaar sterk stijgende is. Doel van het programma is het inzichtelijk krijgen waar de uitdagingen zitten omtrent inzetbaarheid op organisatieniveau en Individuele medewerkers adviezen geven hoe ze hun eigen inzetbaarheid kunnen verbeteren. Het subsidieprogramma borgt: 1. Programmaontwerp en communicatie 2. Programma-uitvoering 3. Evaluatie De exacte samenstelling van het programma wordt vastgesteld op van basis interne gesprekken en vast te stellen randvoorwaarden, passend bij doelgroep. Evaluatie vindt plaats op basis van relevante uitkomsten, zoals bewustwording, werkvermogen, algemene fitheid en risicofactoren. (Dutch)
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La atención continua dentro de la CPOW es mejorar la empleabilidad del personal y mantener el bajo absentismo invirtiendo en la salud, las competencias y la motivación del personal. Las nuevas ideas sobre la empleabilidad sostenible y la salud han llevado a un cambio de política en los últimos años en la CPOW: desde la curativa, centrada en el absentismo y la reintegración hasta la prevención, centrada en el trabajo, el estilo de vida y la vitalidad. La CPOW tiene la ambición de continuar esta tendencia, ya que todavía hay mejoras importantes que deben hacerse cuando se trabaja hacia un despliegue óptimo y la retención de los empleados. La educación se enfrenta a una mayor rigidez en el mercado laboral. Esta contracción en el mercado laboral junto con muchos otros factores (entre ellos la educación adecuada, la digitalización de la educación y las crecientes demandas de los padres y la sociedad) aumentó la carga de trabajo dentro de la educación. La CPOW observa que, en parte debido a ello, la proporción de denuncias relacionadas con PSA ha aumentado considerablemente en el último año. El objetivo del programa es comprender mejor los retos de la empleabilidad a nivel organizativo y asesorar a los empleados sobre cómo mejorar su propia empleabilidad. El programa de subvenciones garantiza: 1. Diseño del programa y comunicación 2. Ejecución del programa 3. Evaluación La composición exacta del programa se determinará sobre la base de entrevistas internas y de las condiciones marco que se establezcan, adecuadas para el grupo destinatario. La evaluación se basará en los resultados pertinentes, como la sensibilización, la capacidad laboral, la aptitud general y los factores de riesgo. (Spanish)
16 January 2022
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L'attenzione continua all'interno del CPOW consiste nel migliorare l'occupabilità del personale e nel mantenere basso l'assenteismo investendo nella salute, nelle competenze e nella motivazione del personale. Nuove conoscenze sull'occupabilità sostenibile e la salute hanno portato a un cambiamento delle politiche in seno al CPOW negli ultimi anni: dal curativo, incentrato sull'assenteismo e il reinserimento alla prevenzione, focalizzato sul lavoro, sullo stile di vita e sulla vitalità. CPOW ha l'ambizione di continuare questa tendenza perché ci sono ancora importanti miglioramenti da apportare quando si lavora verso una distribuzione ottimale e mantenere i dipendenti. L'istruzione si trova ad affrontare una crescente rigidità nel mercato del lavoro. Questa contrazione del mercato del lavoro e molti altri fattori (tra cui un'istruzione adeguata, la digitalizzazione dell'istruzione e la crescente domanda dei genitori e della società) hanno aumentato il carico di lavoro nell'ambito dell'istruzione. Il CPOW osserva che, in parte a causa di ciò, la percentuale di denunce relative al PSA è aumentata notevolmente nell'ultimo anno. L'obiettivo del programma è quello di comprendere le sfide dell'occupabilità a livello organizzativo e di fornire consulenza ai singoli dipendenti su come migliorare la propria occupabilità. Il programma di sovvenzioni garantisce: 1. Progettazione e comunicazione del programma 2. Attuazione del programma 3. Valutazione La composizione esatta del programma è determinata sulla base di colloqui interni e di condizioni quadro da stabilire, adeguate al gruppo destinatario. La valutazione si basa sui risultati pertinenti, quali la consapevolezza, la capacità lavorativa, l'idoneità generale e i fattori di rischio. (Italian)
16 January 2022
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Continuous focus within CPOW is to improve the employability of staff and to keep low absenteeism by investing in the health, competences and motivation of staff. New insights on sustainable employability and health have led to a shift in policy in recent years at CPOW: from curative, focused on absenteeism and reintegration to preventive, focused on work, lifestyle and vitality. CPOW has the ambition to continue this trend because there are still major improvements to be made when working towards optimally deployable and retaining the employees. Education is facing increasing tightness in the labour market. This contraction in the labour market together with many other factors (including appropriate education, digitalisation of education and increasing demands of parents and society) increased the workload within education. CPOW notes that, partly because of this, the proportion of PSA-related complaints has risen sharply in the last year. The aim of the programme is to gain insight into the challenges of employability at organisational level and to provide individual employees with advice on how to improve their own employability. The grant programme guarantees: 1. Programme design and communication 2. Programme implementation 3. Evaluation The exact composition of the programme shall be determined on the basis of internal interviews and framework conditions to be established, appropriate to the target group. Evaluation shall be based on relevant outcomes, such as awareness, work ability, overall fitness and risk factors. (English)
16 January 2022
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Identifiers
2019EUSF201529
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