METggz (Q4000018): Difference between revisions
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With ggz, the work ability and pleasure of its employees are positively stimulated. This reduces absenteeism and undesirable progress. In order to achieve this, MET ggz carried out a comprehensive study of the psychosocial workload among employees of MET ggz in mid-April 2018. As clear internal communication is necessary, further research will be carried out within this guidance process through a PSA questionnaire and sustainable Employability Index (DIX) among the employees of MET ggz. Based on these results, HRM communicates to the employees what the purpose of the research is and how this relates to the values of culture. A pilot group will be the first to undergo the research in order to involve the employees from the outset in the entire programme. The pilot members will also speak about their experiences and various discussions will focus on the purpose of the research and the importance of participation. Pilot members will speak about their experiences and, in various discussions, attention is paid to the purpose of the research and the importance of participation. The employees with special (low) scores pose a direct loss risk, are invited individually for an in-depth discussion. The purpose of this conversation is to find out the cause and the appropriate intervention to restore work ability. Thanks to this clear internal communication, the employees feel involved in the solutions of this research. This promotes sustainable employability per employee within WITH ggz. (English) | |||||||||||||||
| Property / summary: With ggz, the work ability and pleasure of its employees are positively stimulated. This reduces absenteeism and undesirable progress. In order to achieve this, MET ggz carried out a comprehensive study of the psychosocial workload among employees of MET ggz in mid-April 2018. As clear internal communication is necessary, further research will be carried out within this guidance process through a PSA questionnaire and sustainable Employability Index (DIX) among the employees of MET ggz. Based on these results, HRM communicates to the employees what the purpose of the research is and how this relates to the values of culture. A pilot group will be the first to undergo the research in order to involve the employees from the outset in the entire programme. The pilot members will also speak about their experiences and various discussions will focus on the purpose of the research and the importance of participation. Pilot members will speak about their experiences and, in various discussions, attention is paid to the purpose of the research and the importance of participation. The employees with special (low) scores pose a direct loss risk, are invited individually for an in-depth discussion. The purpose of this conversation is to find out the cause and the appropriate intervention to restore work ability. Thanks to this clear internal communication, the employees feel involved in the solutions of this research. This promotes sustainable employability per employee within WITH ggz. (English) / rank | |||||||||||||||
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| Property / summary: With ggz, the work ability and pleasure of its employees are positively stimulated. This reduces absenteeism and undesirable progress. In order to achieve this, MET ggz carried out a comprehensive study of the psychosocial workload among employees of MET ggz in mid-April 2018. As clear internal communication is necessary, further research will be carried out within this guidance process through a PSA questionnaire and sustainable Employability Index (DIX) among the employees of MET ggz. Based on these results, HRM communicates to the employees what the purpose of the research is and how this relates to the values of culture. A pilot group will be the first to undergo the research in order to involve the employees from the outset in the entire programme. The pilot members will also speak about their experiences and various discussions will focus on the purpose of the research and the importance of participation. Pilot members will speak about their experiences and, in various discussions, attention is paid to the purpose of the research and the importance of participation. The employees with special (low) scores pose a direct loss risk, are invited individually for an in-depth discussion. The purpose of this conversation is to find out the cause and the appropriate intervention to restore work ability. Thanks to this clear internal communication, the employees feel involved in the solutions of this research. This promotes sustainable employability per employee within WITH ggz. (English) / qualifier | |||||||||||||||
point in time: 25 January 2022
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Revision as of 18:39, 25 January 2022
Project Q4000018 in Netherlands
| Language | Label | Description | Also known as |
|---|---|---|---|
| English | METggz |
Project Q4000018 in Netherlands |
Statements
25,000.0 Euro
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50,000.0 Euro
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50.0 percent
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18 June 2019
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18 June 2021
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METggz
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51°11'48.95"N, 5°58'59.95"E
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6041LA
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MET ggz wil het werkvermogen en het werkplezier van haar medewerkers positief stimuleren. Dit zorgt voor het terugdringen van verzuim en ongewenst verloop. Om dit te kunnen bereiken, heeft MET ggz medio April 2018 een uitgebreid onderzoek gedaan naar de psychosociale arbeidsbelasting onder medewerkers van MET ggz. Aangezien een heldere interne communicatie daarbij noodzakelijk is, wordt binnen dit begeleidingstraject verder onderzoek gedaan middels een PSA-vragenlijst en duurzame inzetbaarheidsindex (DIX) onder de medewerkers van MET ggz. Op basis van deze resultaten wordt vanuit HRM richting de medewerkers gecommuniceerd wat het doel van het onderzoek is en hoe zich dit verhoudt tot de cultuurwaarden. Er wordt gewerkt met een pilotgroep die zelf als eerste het onderzoek ondergaat om de medewerkers vanaf het begin te betrekken bij het gehele programma. De pilot-leden komen daarnaast aan het woord over hun ervaringen en er wordt in diverse werkoverleggen aandacht besteed aan het doel van het onderzoek en het belang van deelname. Hierbij komen pilot-leden aan het woord over hun ervaringen en wordt er in diverse werkoverleggen aandacht besteed aan het doel van het onderzoek en het belang van deelname. De medewerkers die met bijzondere (lage) scores direct uitval risico vormen, worden individueel uitgenodigd voor een verdiepend gesprek. Het doel van dit gesprek is het achterhalen van de oorzaak en de geschikte interventie om het werkvermogen te herstellen. Door deze heldere interne communicatie voelen de medewerkers zich betrokken bij de oplossingen van dit onderzoek. Dit bevordert de duurzame inzetbaarheid per medewerker binnen MET ggz. (Dutch)
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With ggz, the work ability and pleasure of its employees are positively stimulated. This reduces absenteeism and undesirable progress. In order to achieve this, MET ggz carried out a comprehensive study of the psychosocial workload among employees of MET ggz in mid-April 2018. As clear internal communication is necessary, further research will be carried out within this guidance process through a PSA questionnaire and sustainable Employability Index (DIX) among the employees of MET ggz. Based on these results, HRM communicates to the employees what the purpose of the research is and how this relates to the values of culture. A pilot group will be the first to undergo the research in order to involve the employees from the outset in the entire programme. The pilot members will also speak about their experiences and various discussions will focus on the purpose of the research and the importance of participation. Pilot members will speak about their experiences and, in various discussions, attention is paid to the purpose of the research and the importance of participation. The employees with special (low) scores pose a direct loss risk, are invited individually for an in-depth discussion. The purpose of this conversation is to find out the cause and the appropriate intervention to restore work ability. Thanks to this clear internal communication, the employees feel involved in the solutions of this research. This promotes sustainable employability per employee within WITH ggz. (English)
25 January 2022
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Identifiers
2019EUSF201141
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