Corporate Health Management
Company health management (BGM) is the design, control and development of company structures and processes in order to make work, organization and behavior in the workplace health-promoting. They should benefit the employees and the company alike.
The aim of the WHM is to optimize the workload and to strengthen personal resources. Good working conditions and quality of life in the workplace on the one hand sustainably promote health and motivation and on the other hand increase the productivity, product and service quality and innovative ability of a company. This creates a win-win situation for employers and employees , and the company's image as a good employer in terms of corporate social responsibility is improved. The latter should not be underestimated in view of the demographic development and the associated competition for qualified young professionals. The fields of action of the WHM include preventive areas such as occupational safety , addiction prevention, workplace health promotion , personnel and organizational development. Corrective fields of action are, for example, emergency and crisis management and absence management. Further components of the WHM are the operational integration management (BEM) and the medical services for prevention according to SGB VI.
The idea of corporate health management goes back on the one hand to the Ottawa Charter of 1986, which formulated the goal of empowering the population to deal with health in a self-determined manner as well as the health-promoting design of the living environment and health services. On the other hand, it is rooted in occupational health and safety, which can look back on a long tradition, has been strengthened in the context of European legislative initiatives in recent years and is highly professional and institutionalized. A holistic WHM approach should, in addition to the holistic occupational safety, which has been prescribed since 1996, also take into account company health promotion, improvement of management culture , measures to reconcile private life and work as well as tasks of age-appropriate work design.
The most important analysis tools are risk assessment ( occupational safety , psychological and physical stress), exploratory analyzes, absenteeism analyzes, health insurance reports, biometric data, health circles , workshops for strategic and operational goal setting and employee surveys . By combining different analysis methods and successive condensation of findings, needs for action and problem areas in the company can be determined and measures can be determined.
An inventory is also important for company health management. This is used to create an overview of all measures and processes already in place in the company. This can e.g. B. be:
- flexible working time models (flexitime, working time accounts, sabbaticals ),
- Human Resources (HR) measures to promote personal responsibility for health promotion,
- Health as a topic in the corporate philosophy ,
- an executive development program,
- a good working atmosphere ,
- Courses for back school, running groups, ergonomic training,
- Occupational health and safety,
- Provision of beverages,
- healthy canteen catering,
- an operational integration management .
Taking up these already existing individual measures, structuring them, networking them with one another and communicating the procedure is an essential part of the work of in-house health managers.
Objective in OHM practice
For the implementation of specific health-promoting measures, it is important to orientate oneself on the results of the WHM analysis and to derive the following objectives from these:
- Operational area of activity: Where do those responsible want / have to be active?
- Health action areas: At which health levels (physical, psychological, cognitive and / or organizational level) do we want / have to be active?
- Specific key figures: Which specific key figures from our initial analysis do we want to improve / strengthen? What should the key figures look like? A key figure-based target formation and analysis tool is, for example, the MIAS concept
- Measurement times: By when should the key figures be achieved? When should an evaluation of the WHM measures be carried out?
In the strategy development phase, goals, fields of action, target-oriented actions and processes are to be defined. With the DIN SPEC 91020 specification, which is based on the High Level Structure (HLS), the company health management system can be brought into harmony or merged with other management systems (quality, environment, energy and also occupational safety such as ISO 45001 ).
A three-pillar model is proposed for health promotion:
- Person: Behavioral prevention aims at healthy self-control by individuals. Spinal courses, stress management training, flu vaccinations, addiction counseling are instruments for behavioral prevention. Movement-related interventions are among the most frequently implemented measures in companies.
- Work: Relational prevention has priority in occupational safety. Relational prevention aims at healthy working conditions. Improvements in ergonomics in the workplace or in work organization should be mentioned here.
- System: System prevention aims at healthy cooperation in cooperation, in the hierarchy and in the company as a whole. For example, mixed-age groups, a company agreement on how to treat each other respectfully or management training can be suitable measures for systematic prevention in the area of social conflicts. From the point of view of occupational safety, system prevention is a preventive measure against the environment.
Behavioral and relationship prevention can overlap. For example, relationship prevention can create structures that are needed for behavioral prevention.
After the analysis and strategy phase, company health management is integrated into the company organization and management systems with the help of project management, in steps. Selected practical activities accompany the introduction. Essential elements of company health management are the change in company culture (company health management must be a company goal) and the participation of employees and interest groups. Existing company structures are integrated into company health management ( occupational safety and health ). Accompanying the implementation and the interventions, the evaluation re-analyzes what has improved through the implemented measures: Were the goals achieved? Has the sick leave decreased? Are the employees more motivated and satisfied with the working conditions and the working atmosphere? A continuous improvement process (CIP) is therefore also an indispensable element of corporate health management.
Communication in company health management
Many companies already offer their employees a variety of health-promoting offers. But it is not uncommon for them to have no overview of what is on offer and therefore do not use it or only use it to a limited extent.
That is why continuous communication in OHM is essential. True to the motto do good and talk about it , employees must be informed about current offers and measures of company health management within the framework of OHM communication. This can e.g. B. can be done via different channels, such as the company magazine, the intranet, e-mail distribution, posters or flyer campaigns. It is therefore helpful when planning a OHM to also develop a communication concept and plan it precisely:
- which information
- by whom
- to whom will be published.
Good communication supports transparency, increases participation and ensures demonstrably better participation in health-promoting offers. In addition, it promotes the sensitivity of managers and removes obstacles to WHM (e.g. lack of knowledge, lack of personal commitment, lack of motivation among the workforce).
Companies that already have an in-house health management system consciously use this to retain employees and attract skilled workers. Initial studies confirm the effect of WHM on company attractiveness. Communication of the offer therefore often goes beyond internal advertising.
Digital company health management (dBGM)
The term digital corporate health management (dBGM) refers to the use of digital methods, instruments and measures in corporate health management by private and public institutions . The digitization of corporate health management emerges with the emerging challenges of an increasingly digitized world of work . In addition to new fields of activity, dBGM differs from classic corporate health management through the use of online coaching, health platforms, employee assistance programs (EAP), complete OHM systems, health apps and wearables .
Company management, personnel department, works council , company doctor and occupational safety specialist are important actors within the company who often organize themselves within the framework of a WHM steering group. External advice and support may be required temporarily , e.g. B. for the implementation of the WHM in the form of DIN SPEC 91020 in the company quality management system (according to ISO 9001), the training of the legal framework, for management training, coaching . For the qualification of the actors, see the next section on training .
Training as a company health manager qualifies you for the development and introduction of a company health management system. There are certified courses with a certificate, master’s courses and advanced training. Further training courses are offered, for example, by the Center for Scientific Further Education at Bielefeld University or the German University for Prevention and Health Management. At the Magdeburg-Stendal University of Applied Sciences , students can take a degree in health promotion and management . The Institute for Health and Management (IfG) offers a multi-level, certified by the Federal Association of Company Health Management (BBGM) , advanced training to become a company health manager. This is based on the criteria for suitable further training as a company health management specialist (BBGM) and company health manager (BBGM) . The Volkshochschulverband Baden-Württemberg offers advanced training for ProSalutO process support, which enables companies to professionally support the introduction of company health management. The IHK Düsseldorf , in cooperation with the IST-Studieninstitut GmbH, offers in -service training in corporate health management (IHK) . The advanced training to become a company health manager - TÜV from the TÜV SÜD Academy imparts knowledge in the areas of occupational health and safety, company health promotion, corporate management, personnel management and internal corporate communication. Company health managers cannot, however, take on the specialist tasks of, for example, the company doctor within the framework of the OHM or the BEM. A large number of specialized providers offer advanced training for interest groups. The core topic here is the connection of legal requirements for the implementation of WHM (labor law, data protection, occupational safety) with the operational framework conditions.
- Bachelor of Arts in Health Management, German University for Prevention and Health Management, Saarbrücken.
- Master of Arts in Prevention and Health Management, German University for Prevention and Health Management, Saarbrücken.
- Company health manager - TÜV, certificate from TÜV SÜD Academy
- Health psychology course at the SRH University of Heidelberg (bachelor's basic course in psychology with an application focus in the area of WHM / BGF in the third year of study)
- Health management course at Campus M21 in Munich in cooperation with the Mittweida State University
- Health Management course at Aalen University (Bachelor and Master)
- Bachelor of Arts in Business Administration - Corporate Health Management and Prevention at the BGM Forum Switzerland in cooperation with the Steinbeis University Berlin
- Bachelor of Science in Health Communication, Bielefeld University
- Master of Workplace Health Management at Bielefeld University
- Company health management (IHK) at the IST Study Institute, Düsseldorf
- Company health manager (IHK) at the CARDEA Academy for Health Professions, Cologne
- CAS in occupational health management at the University of Applied Sciences Northwestern Switzerland, University of Applied Psychology in Olten
- Degree in health promotion and management at the Magdeburg-Stendal University of Applied Sciences
- Course Integrative Health Promotion at the University of Coburg
- Conflict counseling in organizations at EWALD & Partner with a certificate from the University of Hamburg
- Health management at the German University for Prevention and Health Management
- Degree in health management at the University of Fulda
- Health management course at the West Saxon University of Applied Sciences in Zwickau
- Applied health sciences course at Furtwangen University
- Health promotion course at the Schwäbisch Gmünd University of Education
- "Health Education" course at the University of Education in Freiburg
- Master's degree in prevention and health promotion at the European University of Flensburg
- Master's degree in health-promoting organizational development at the Magdeburg-Stendal University of Applied Sciences
- Master's degree in prevention, sports therapy and health management at the IST University for Management (also as a dual study model)
Certifications and Awards
There is no generally binding certification for company health management. Specifications are offered that enable companies to set up their occupational health management in a standardized manner. The usefulness of a certification of health management systems based on such specifications is controversial.
The so-called Social Capital and Occupational Health Standard (SCOHS) has existed since 2010. It is a catalog of requirements with the help of which a standardized WHM can be set up in companies. Badura and a team of scientists, consultants, representatives from industry and certification companies are behind the development of this standard. The SCOHS is based on the DIN EN ISO 9001: 2008 standard and can be integrated into existing management systems.
In addition, there are other providers who offer certifications and awards, including the Corporate Health Award, a joint initiative of the Handelsblatt publishing group , TÜV SÜD Academy , the ias group and the market research institute EuPD Research Sustainable Management. This award evaluates and recognizes company performance in the area of company health management and company health promotion . Other prizes such as the n-tv Mittelstandpreis also include successes in corporate health management in the assessment.
One successful project is the Fit im Forst initiative , a health management program initiated by the Lower Saxony State Forests together with the Institute for Sports Science at the Georg-August University in Göttingen , which has developed into the most successful program for hard-working people. The approx. 550 forest managers (forest workers), distributed across 24 forest offices throughout Lower Saxony , train together once a week in the forest office district. Half of the training is working time, the other half is the foresters' free time. Arnd Krüger and Andree Niklas developed a core training program in which the unavoidable muscular imbalance in forest work is compensated. After a trial run in five forest offices, the program was introduced across the board. The program is funded by the AOK Niedersachsen and the Deutsche Rentenversicherung Braunschweig-Hannover . It was honored with the 'Personnel Management Award 2011 for demographic management' and in 2012 with the 'Human Resources Award for innovative company health management of the German Association for Health Sports and Sports Therapy' as part of the Fraunhofer Innovation Forum.
Organizations and associations
The Federal Association of Occupational Health Management e. V. [BBGM] was founded in 2011 as a professional association. It is intended to offer companies and company health managers guidance on the introduction of company health management and to promote the exchange of experience between companies. In the long term, the association wants to ensure qualitative standards and the successful cooperation of the BGM providers.
- Bernhard Badura, Wolfgang Ritter, Michael Scherf: Company health management - a guide for practice. Edition Sigma, Berlin 1999, ISBN 3-89404-877-8 .
- Bernhard Badura u. a .: Absence Report 2008. Company health management: costs and benefits. Springer, 2008, ISBN 978-3-540-69212-6 . (The report appears annually. Topics related to corporate health management are also work-life balance in 2003 and psychological stress at the workplace in 1999.)
- EuPD Research: Occupational Health Management 2007/08 . Study examines the health management of the 800 largest German companies. Created in cooperation with the Handelsblatt, Badura, Bertelsmann Foundation, Hans-Böckler-Foundation and the BKK Bundesverband, ISBN 978-3-9812322-3-3 .
- Claus Mollenkopf, Bavarian State Ministry for Labor and Social Affairs: Holistic company health management system. (GABEGS). 2003, current status: January 20, 2010. (Gesundheitsmanagement.bayern.de)
- Alfons Schröer: Company health management. Strategic investments in the health of the company and employees - New concepts, models and experiences. Bremerhaven 2000, ISBN 3-89701-558-7 .
- Karin Struhs-Wehr: Company health management and leadership - health -oriented leadership as a success factor in OHM . 1st edition. Springer, Wiesbaden 2017, ISBN 978-3-658-14265-0 .
- Thorsten Uhle, Michael Treier: Corporate Health Management . Health promotion in the world of work - involve employees, design processes, measure success. 1st edition. Springer, Berlin 2010, ISBN 978-3-540-95933-5 .
- Ingo Weinreich, Christian Weigl: Corporate advice on occupational health protection management: Basics - methods - personal skills. Erich Schmidt Verlag, Berlin 2011, ISBN 978-3-503-13057-3 .
- Stress at work - how can corporate health management prevent it? Current literature list, compiled by the ZBW - German Central Library for Economics.
- S Mayländer, M Walden, TS Kaeding (eds.): The vital company: How to get your employees moving . Richard Pflaum Verlag, Munich 2019.
- www.bibago.de/bgm - Literature collection on corporate health management
- Guideline for company addiction prevention as part of company health management BfbA, January 22, 2016
- www.bbgm.de - Federal Association of Company Health Management e. V. [BBGM]
- opens up new possibilities. Heap 2016
- Fredmund Malik: Management. The be-all and end-all of the craft . Campus Verlag, Frankfurt 2007, ISBN 978-3-593-38285-2 .
- Bernhard Badura, Wolfgang Ritter, Michael Scherf: Company Health Management - A Guide for Practice . Ed. Sigma, Berlin 1999, ISBN 3-89404-877-8 .
- Ingo Weinreich, Christian Weigl: Corporate advice on occupational health protection management: Basics - methods - personal skills. 2011, ISBN 978-3-503-13057-3 .
- S. Mayländer, M. Walden, TS Kaeding: The vital company: How to get your employees moving. Ed .: Tobias Stephan Kaeding. Richard Pflaum Verlag, Munich, ISBN 978-3-948277-00-0 , pp. 307 .
- Adriano Pierobon: Resilience-promoting personnel management in care companies. A guide to action. Grin Verlag , 2015, OCLC 986935966 .
- GKV Spitzenverband (Ed.): Prevention Guide Berlin, 2018. Fig. 8, p. 100.
- Christian Weigl: Modern integrated occupational safety MIAS . Ergomed, Dr. Kurt Haefner Verlag, Leinfelder Echterdingen 2013.
- Christian Weigl: How do companies see the specification DIN SPEC 91020, ASU industrial medicine, social medicine, health medicine in 2014 . Dr. Kurt Haefner Verlag, Leinfelder Echterdingen 2015.
- Rüdiger Möller: Glossary Company Health Management ABC of Health Promotion for Companies, Public Administrations and Non-Profit Organizations (PDF; 137 kB), 2010.
- § 4 ArbSchG and OHSAS 18001: 2007 Chapter 4.3.1 (order of precedence of protective measures).
- Motives and obstacles for corporate health management. ( Memento of the original from October 21, 2012 in the Internet Archive ) Info: The archive link was inserted automatically and has not yet been checked. Please check the original and archive link according to the instructions and then remove this notice. (PDF; 1.2 MB)
- Corporate health management and employer branding. Does BGM increase the company's attractiveness? Website of the information platform Health & Management. Retrieved February 11, 2016.
- Deutscher Ärzteverlag GmbH, editorial office of Deutsches Ärzteblatt: Digitization requires new forms of operational ... July 25, 2017, accessed on March 13, 2019 .
- Christian Weigl, Sven Strübin: Health managers in the company . Ergomed, Dr. Kurt Haefner Verlag, Leinfelder Echterdingen 2014.
- Katherina Schmidt: Standards for health. Can health management be standardized? A DIN standard wants to create the conditions for this. Whether that was necessary remains to be seen. ( Memento of the original from December 2, 2016 in the Internet Archive ) Info: The archive link was automatically inserted and not yet checked. Please check the original and archive link according to the instructions and then remove this notice. (PDF; 2.1 MB) In: Personalmagazin , 05/12, pp. 44–45 (The title contains an error: A DIN SPEC is not a DIN standard.).
- The Social Capital and Occupational Health Standard . Website of the information platform Health & Management; Retrieved June 27, 2012.
- site Fitimforst.de .
- Sabrina Rudolph: Fit in the forest: A movement-related intervention for foresters. Universitätsverlag, Göttingen 2013, ISBN 978-3-86395-104-7 .
- Bernd Steinhoff: Fit im Forst: Effects of a six-month training intervention under the influence of manual therapy on episodes of back pain as well as physiological and psychological properties. Cuvilier, Göttingen 2012, ISBN 978-3-95404-067-4 .
- Aims and tasks ( Memento of the original from February 13, 2012 in the Internet Archive ) Info: The archive link was inserted automatically and not yet checked. Please check the original and archive link according to the instructions and then remove this notice. Federal Association of Occupational Health Management