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Step 2 - Process Development
Organisations are helped to formulate pragmatic,
cost effective procedures for introducing stress
management. Procedures range from training employees
to understand stress and mental health issues,
to working proactively to assess problems and
work with employees to find solutions for continuous
improvement.
ApP is very versatile in approach to process
development.
| ApP
consultants are fully up to date
with the latest government and HSE
initiatives and research including,
The 6 risk factors, The Management
Standards, “Real Solutions
Real People” and “Health,
Work and Well-being - Caring for
our future.” |
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If proactive intervention is being carried out
for compliance, ApP follows the HSE, 5 step risk
assessment approach. However, the emphasis on
the risk assessment process will vary depending
on the culture of organisation and the systems
already in place.
If economics and absence reduction is the main
driver for proactive intervention, then the process
will be linked with absence and performance management
processes.
If the driver is a healthy workforce the process
will be likely to include more health and well
being intervention.
To find out more about the HSE
Management Standards Approach
and HSE
guidance for tackling stress
at work Click HERE.
A project
If proactive intervention is being introduced
it is helpful if this is undertaken as a project
with a project group and project manager. Research
shows that in large organisations an ideal project
group comprises a senior manager, an HR manager,
a H&S manager and an Occupational Health
manager. The project groups should also comprise
a line manager and an employee or union representative.
The project group will then be able to decide
on a process and produce a policy.
Where possible, ApP encourages organisations to link stress policies with health,
well being and performance policies to form an integrated whole. This is explained
in the ApP Healthy organisation model click HERE.
Click HERE to
go to step 3 - Training
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