Becton Dickinson B.V. (Q4005204): Difference between revisions
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The average age within Becton Dickinson increases with which the risks of failure and absenteeism increase. In particular, it is a challenge for employees who often carry out physical work to reach the retirement date vitally. In addition, the consequences of illness are increasingly becoming a responsibility of the employer. Becton Dickinson wants to get a better grip on the absenteeism and employability of the employees. It has been decided to pursue a more preventive policy, focusing on an active approach to absenteeism. The focus is on prevention. The aim is to raise awareness of vitality and health among the employees, so that potential vitality problems are identified earlier and made negotiable. By raising awareness, the employees themselves gain more control over their own vitality. Becton Dickinson wants to facilitate her employees in this. Becton Dickinson also wants to use the advice and research results to further develop a forward-looking personnel policy. (English) | |||||||||||||||
| Property / summary: The average age within Becton Dickinson increases with which the risks of failure and absenteeism increase. In particular, it is a challenge for employees who often carry out physical work to reach the retirement date vitally. In addition, the consequences of illness are increasingly becoming a responsibility of the employer. Becton Dickinson wants to get a better grip on the absenteeism and employability of the employees. It has been decided to pursue a more preventive policy, focusing on an active approach to absenteeism. The focus is on prevention. The aim is to raise awareness of vitality and health among the employees, so that potential vitality problems are identified earlier and made negotiable. By raising awareness, the employees themselves gain more control over their own vitality. Becton Dickinson wants to facilitate her employees in this. Becton Dickinson also wants to use the advice and research results to further develop a forward-looking personnel policy. (English) / rank | |||||||||||||||
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| Property / summary: The average age within Becton Dickinson increases with which the risks of failure and absenteeism increase. In particular, it is a challenge for employees who often carry out physical work to reach the retirement date vitally. In addition, the consequences of illness are increasingly becoming a responsibility of the employer. Becton Dickinson wants to get a better grip on the absenteeism and employability of the employees. It has been decided to pursue a more preventive policy, focusing on an active approach to absenteeism. The focus is on prevention. The aim is to raise awareness of vitality and health among the employees, so that potential vitality problems are identified earlier and made negotiable. By raising awareness, the employees themselves gain more control over their own vitality. Becton Dickinson wants to facilitate her employees in this. Becton Dickinson also wants to use the advice and research results to further develop a forward-looking personnel policy. (English) / qualifier | |||||||||||||||
point in time: 26 January 2022
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Revision as of 17:02, 26 January 2022
Project Q4005204 in Netherlands
| Language | Label | Description | Also known as |
|---|---|---|---|
| English | Becton Dickinson B.V. |
Project Q4005204 in Netherlands |
Statements
12,500.0 Euro
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25,000.0 Euro
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50.0 percent
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12 October 2018
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12 October 2019
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Becton Dickinson B.V.
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9207JC
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De gemiddelde leeftijd binnen Becton Dickinson stijgt waarmee de risico’s op uitval en verzuim toenemen. Met name voor medewerkers die veelal fysieke werkzaamheden verrichten is het een uitdaging om vitaal de pensioendatum te halen. Daarnaast geldt dat de gevolgen van ziekte in toenemende mate een verantwoordelijkheid worden van de werkgever. Becton Dickinson wil meer grip krijgen op het verzuim en de inzetbaarheid van de medewerkers. Er is besloten een preventiever beleid na te streven, waarbij een actieve benadering van verzuim centraal staat. De nadruk ligt op voorkomen. Het doel is om het bewustzijn rondom vitaliteit en gezondheid te vergroten bij de medewerkers, zodat potentiele vitaliteitproblemen eerder worden gesignaleerd en bespreekbaar worden gemaakt. Door het bewustzijn te vergroten krijgen de medewerkers vanzelf meer regie over de eigen vitaliteit. Becton Dickinson wil haar medewerkers daarin faciliteren. Tevens wil Becton Dickinson het advies en de onderzoeksresultaten gebruiken voor verdere ontwikkeling van een toekomstgericht personeelsbeleid. (Dutch)
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The average age within Becton Dickinson increases with which the risks of failure and absenteeism increase. In particular, it is a challenge for employees who often carry out physical work to reach the retirement date vitally. In addition, the consequences of illness are increasingly becoming a responsibility of the employer. Becton Dickinson wants to get a better grip on the absenteeism and employability of the employees. It has been decided to pursue a more preventive policy, focusing on an active approach to absenteeism. The focus is on prevention. The aim is to raise awareness of vitality and health among the employees, so that potential vitality problems are identified earlier and made negotiable. By raising awareness, the employees themselves gain more control over their own vitality. Becton Dickinson wants to facilitate her employees in this. Becton Dickinson also wants to use the advice and research results to further develop a forward-looking personnel policy. (English)
26 January 2022
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Identifiers
2018EUSF201505
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