中文字幕理论片,69视频免费在线观看,亚洲成人app,国产1级毛片,刘涛最大尺度戏视频,欧美亚洲美女视频,2021韩国美女仙女屋vip视频

健康計(jì)劃有助于提高員工的工作效率和留任概率，但只有不到五分之二的員工參與，那么是否應(yīng)該強(qiáng)制實(shí)施此類計(jì)劃呢？這是最新一期瀚納仕期刊中探討的問(wèn)題。

Wellbeing programmes improve workforce productivity and retention, but with less than two in five employees participating, should such programmes be compulsory? This is an issue explored in the latest  Hays Journal.

根據(jù)瀚納仕大中華區(qū)執(zhí)行總監(jiān)蘭熙蒙認(rèn)為，“你很難找到反對(duì)健康計(jì)劃的人，但雇主們可能需要一些令人信服的理由來(lái)強(qiáng)制執(zhí)行這些計(jì)劃?！?/p>

According to Simon Lance, Managing Director of Hays Greater China, “You’d be hard pushed to find anybody who is willing to argue the case against wellness programmes, but it might take some convincing for employers to make wellness mandatory.”

聯(lián)合健康集團(tuán)的統(tǒng)計(jì)數(shù)據(jù)顯示，在參與工作場(chǎng)所健康計(jì)劃的員工里，62％的員工工作效率有所提高，而56％的員工病假天數(shù)減少。

Statistics from United Healthcare show that 62 per cent of employees who use workplace wellness programmes report productivity rises and 56 per cent have fewer sick days.

但是，盡管有這些好處，美國(guó)國(guó)家經(jīng)濟(jì)研究局的一項(xiàng)研究發(fā)現(xiàn)，即便具備條件，也只有不到39％的員工選擇參加。

But despite the benefits, a study by the National Bureau of Economic Research found that less than 39 per cent of eligible employees chose to participate at all.

因此，為了企業(yè)和員工的利益，一些組織正在實(shí)施強(qiáng)制性的健康計(jì)劃，這難道不令人感到意外嗎？

So, given the benefits for employers and employees alike, should it be a surprise that some organisations are implementing compulsory programmes?

根據(jù)瀚納仕期刊的報(bào)告，畢馬威會(huì)計(jì)師事務(wù)所（KPMG）在今年早些時(shí)候推出了一項(xiàng)此類計(jì)劃。

According to the Hays Journal , KPMG was reported to have launched one such programme earlier in the year.

該咨詢公司為所有在英國(guó)辦公的審計(jì)師們開(kāi)設(shè)了一門為期三天的課程，稱為“畢馬威審計(jì)大學(xué)”。必修課包括正念和瑜伽，目的是幫助員工應(yīng)對(duì)工作帶來(lái)的壓力。

The consultancy firm launched a three-day course for all UK-based auditors, known as ‘KPMG Audit University’. Compulsory sessions included mindfulness and yoga to help staff deal with the stress and scrutiny their job can entail.

與此同時(shí)，在瑞典，時(shí)尚運(yùn)動(dòng)服裝公司Bj?rnBorg規(guī)定，每周五員工必須放下工作，到附近的健身房鍛煉。

Meanwhile in Sweden, every Friday staff at fashion and sportswear company Bj?rn Borg are required to down tools for a mandatory workout at a nearby gym.

然而，美國(guó)心理學(xué)協(xié)會(huì)組織卓越助理執(zhí)行主任David W. Ballard就強(qiáng)制健康計(jì)劃發(fā)出了警告：

However, David W. Ballard, Assistant Executive Director for Organizational Excellence at the American Psychological Association, raises a warning when it comes to insisting on employee participation:

“盡管企業(yè)強(qiáng)制員工參與健康活動(dòng)的出發(fā)點(diǎn)是好的，但如果方式不當(dāng)，這些努力可能會(huì)適得其反：破壞信任，加劇壓力，滋長(zhǎng)工作場(chǎng)所的犬儒主義?！?/p>

“Although companies may have good intentions in mandating participation in wellness activities, those efforts can backfire if not executed properly — disrupting trust, heightening tensions and allowing cynicism to grow in the workplace.”

瀚納仕期刊建議，雇主可以通過(guò)多種方式鼓勵(lì)員工參與健康計(jì)劃，而不必強(qiáng)制要求：

According to the  Hays Journal, there are several ways in which employers can increase employee participation in wellbeing programmes without making them compulsory:

1. 激勵(lì)：IBM有四個(gè)健康計(jì)劃，包括持續(xù)12周的培訓(xùn)課程。公司每年最多提供300美元（完成每門課程獎(jiǎng)勵(lì)150美元）。

1. Incentivisation: IBM has four wellbeing programmes comprised of training courses lasting 12 weeks. It offers a maximum of US$300 a year (US$150 for each course completed).

據(jù)報(bào)道，在400,000多名員工中，有80％每年至少報(bào)名參加一項(xiàng)健康計(jì)劃。

As a result, it reports that 80 per cent of its 400,000-plus staff have signed up for at least one of the wellness programmes every year.

2. 不用即失：雇主可以將更大比例的健康選項(xiàng)轉(zhuǎn)移到員工的靈活福利中 – 主要是為了迫使員工“不用即失”，并保證至少有一部分員工使用健康服務(wù)。

2.  Use it or lose it: Employers could move a greater proportion of their wellness options into employees’ flexible benefits pot – essentially forcing them to use them or lose them, and guaranteeing at least some engagement with wellbeing services.

3. 將其納入年度考核：心理健康慈善機(jī)構(gòu)MIND“即刻改變”運(yùn)動(dòng)的負(fù)責(zé)人Sue Baker認(rèn)為，可以通過(guò)考核流程來(lái)更多地了解員工的心理健康問(wèn)題。

3. Add it to the annual review: Sue Baker, Director of the ‘Time to Change’ movement at mental health charity MIND, believes that staying more aware of employee mental health issues could come through the review process instead.

她說(shuō)：“我無(wú)法想象為什么某些大公司無(wú)法將心理健康檢查納入年度考核，或?qū)⑵渥鳛橐豁?xiàng)招聘標(biāo)準(zhǔn)?！?/p>

“I can’t imagine why certain large companies couldn’t make having a mental health check-in part of their annual review, or part of joining in the first place,” she says.

4. 改變文化：ESCP歐洲商學(xué)院教授Isaac Getz認(rèn)為必須先改變文化?！疤嗟慕】涤?jì)劃就像阿司匹林一樣，因?yàn)樗鼈冎螛?biāo)不治本。只有與工作中的其他事項(xiàng)相配合，健康計(jì)劃才會(huì)有效。

4. Change the culture: Isaac Getz, Professor at the ESCP Europe School of Business, says that cultural change must come first. “Too many wellness programmes are like an aspirin, in that they calm the fever but don’t hit the root cause of why it’s happening. ”he says.

如果管理人員仍然要求員工過(guò)度加班，如果組織仍然嚴(yán)格管控員工，如果工作場(chǎng)所中存在歧視，或者員工沒(méi)有自主權(quán)，那么冥想或減壓課程將毫無(wú)意義。健康計(jì)劃需要整個(gè)企業(yè)的配合。”

Wellness programmes only work if everything else about being at work is in alignment too. There’s no point having meditation or resilience classes if managers are still overworking people; if the environment is too controlling; if there’s discrimination; or if there is no scope for autonomy. Wellness needs joining up to the business as a whole.”

來(lái)源 / 經(jīng)濟(jì)日?qǐng)?bào)記者陳頤、朱琳

編輯 / 劉辛未