Learning & Development Now in its third year, the initiative’s objectives are to: There are four strands to the company’s holistic delivery of health and wellbeing, including providing employees with access to solutions that enable them to monitor their own health, and get specialist advice and support as appropriate. Access to the health programmes is open to all employees, but the company also seeks to ensure that people achieve a balance in their home and work lives through a range of non-health HR policies and practices. “This avoids the situation where an employee may be back and forth to their GP before getting the help they need; our people are treated quickly and by a specialist,” Sicklen explains. However, although 12.8% of participants in the 2015 scheme had a Vitality Age of more than eight years higher than their chronological age, this represents an improvement on the position in both 2013 and 2014, when around 20% were in this category. People are friendly, Outdated technology A second strand of the J&J wellness strategy focuses on educating employees about how their health behaviours can affect performance, both inside and outside work. Workforce Planning, • About Personnel Today gain greater understanding of the burden of disease and the prevalence of lifestyle risk factors in the workforce; that is, those lifestyle behaviours and other factors that affect an individual’s health, including smoking, lack of exercise and poor diet; better understand employee attitudes to their own health and how best to motivate them to make positive behaviour change; understand the effectiveness of current workplace policies, facilities and interventions in engaging employees in their health and wellbeing; benchmark the performance of participating companies across a broad spectrum of interventions and health and productivity outcomes; and.
The workshop explores how to manage and expand energy levels through the prism of four energy “dimensions”: spiritual alignment; being mentally focused; being emotionally connected; and being physically energised.
Training “It is important to understand how these choices today impact upon your long-term health”, he adds. We also provide coverage for sex-change surgery to employees diagnosed with gender identity disorder. I worked at Johnson & Johnson for less than a year, Great exposure to real company projects and responsibility Energy for Performance in Life is a two-day workshop run by an in-house human performance institute. Clare Sicklen, HR director of the consumer division, talks to Sarah Silcox about its winning approach. The third strand in the strategy is about creating an environment of good work and encouraging employees to take responsibility for their own health. Features list 2020 “We are very keen that people have the space and time to recover from work, and also provide good ergonomics in it,” Sicklen adds. How does HR navigate new workplace norms? Johnson & Johnson is an Affirmative Action and Equal Opportunity Employer. Work day is centered around meetings and not personal projects, I have been working at Johnson & Johnson full-time for more than 8 years, I worked at Johnson & Johnson full-time for less than a year. To help encourage employees to take time to benefit from the rewards of volunteerism, eligible individuals can take up to two weeks off—one of them fully paid—to volunteer for a nonprofit of their choice. Limited opportunities for recent graduates in Supply Chain / Operations Finally, it is important that the initiatives and programmes in the health and wellbeing strategy enable the effort, both from employees and the company, to be sustained: “It’s all about continuous improvement”, Sicklen notes. For example, it deliberately limits the carry over of holidays so that people must use their entitlement. Britain’s Healthiest Company is an awards-based initiative designed to increase awareness and understanding of the role that healthy workplaces play in organisational performance. The health and wellbeing strategy at J&J operates at a global, regional and local, and country level and both HR and OH (or its “live for life” teams) are involved in translating the global strategy into locally delivered initiatives at country level. Evaluating the impact of the programmes and ensuring employees “know their health numbers” is central.
Britain’s Healthiest Company is an awards-based initiative that seeks to better understand the health of the UK workforce. Advertising specifications Data gathered from employers participating in the 2015 Britain’s Healthiest Company awards shows that 87.1% of all employee participants had a Vitality Age higher than their actual age – on average, three years and 10 months higher.
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