Best Practice Example

Transcription

1 Interview Information Date: February , 10:00am Duration: 35min Remarks: A. General Enterprise Information Best Practice Example Company / Organisation Brau Union Österreich AG Postal Address Poschacherstrasse 35 City 4020 Linz Country Austria Name Susanne Rief Position Health management -Address HTUs.rief@brauunion.comUTH Phone number 0732/ Website HTUwww.brauunion.comUTH Sector / Branch (NACE) Publications (Sources) C - Manufacture of beer Number of Employees 581 (Upper Austria) 2200 (Whole Austria) Press releases, especially after gaining the health award, employee brochures provided by Heineken Age Sex male female Total < to Total Date: Source: ZPLJUB20 Var. Rief (Pers.Bereich 1530/1535/1590/2101/2401) Layout /RIEF-34, /RIEF-50, /RIEF-50PLUS - 1

2 B. Policy & Corporate Culture: Description (max. 500 words) In 2006, Brau Union Austria AG introduced a WHP programme to improve the health and well-being of their employees. The WHP programme was initiated in 2005 by Ms. Susanne Rief, the health officer and WHP project leader at Brau Union at the time. Because of Ms. Rief s efforts, in 2009, Brau Union gained the first place in the category enterprises with more than 100 employees. in the Upper Austrian health award Fit im Job, The WHP programme was to improve the fitness, nutrition and mental health of the employees. The health policy at Brau Union was to evaluate and increase well-being and reduce health risks. The aims were to motivate the employees to a healthy lifestyle, improve health and safety awareness and reduce stress and health problems. Other aims were to reduce strain caused by work, minimise health risks and improve work satisfaction. The long term aim was to reduce sickness figures and the related costs. Members of the steering and the project group were the works doctor, works council representatives and representatives of the management and the Brau Union operative departments (e.g. logistics, HR). Further support was given by the national health insurance OOGKK. The management board supports WHP by approving the required resources (financial and human). Employees participated by their activities in the health circles and through surveys Regular meetings, the internal newspaper and the workers representatives keep the employees up to date on WHP issues. After the end of the project, further activities are planned with health circles and the implementation of measures. WHP will be expanded to Brau Unions subsidiaries which are spread all over Austria. - 2

3 C. Organisation & Structure: Description (max. 500 words) As the Brau Union WHP programme covers all aspects of health, no special workgroup for mental health has been set up. The agenda for mental health is the task of the WHP steering board. After the successful introduction of the WHP programme, Mrs. Rief continues to be responsible for health issues within the Brau Union throughout Austria. A WHP contact person is available at each subsidiary. Sufficient resources have been made available for the organisation of WHP measures; however, resources to make the measures available to the employees are varied for example, employees can attend some in their working time, others are available in their leisure time but are paid for by the company. - 3

4 D. Implementation: Description (max. 500 words) The planning and implementation of measures for mental health are, like all WHP programme measures, based on the results of a survey. At the beginning of the WHP project, sickness figures were evaluated and a survey was carried out by means of the SALSA system, putting emphasis on employees satisfaction. The emphasis was on a subjective assessment of health, work load, task characteristics as well as operative and social resources. On the basis of the results, schedules were created within the health circles for a considerable number of behaviour or environment related measures for mental and physical health. Several health seminars, dealing with topics such as back exercises, nutrition, relaxation, mental training, stress management and burnout-prevention were offered to the employees. A lecture Simplify your life was given by Dr August Höglinger. All the courses are free for all the employees. Yoga, Shiatsu and massage programmes are also offered. Examples of the kind of measures implemented which could act indirectly to improve mental health are the following:- ergonomically state-of-the-art machines, new IT equipment, and improved fork-lift truck seats. Employees had training in the handling of chemicals used in the production process and in the loading of the delivery lorries. Overloaded lorries represent a considerable strain to the drivers. Additionally, improved nutrition is offered (fruit, salads and chilled water at Brau Union Linz),. An improvement of management behaviour was also important. Seminars like Healthy Leadership and Self-management for Leaders have been held. Annual staff appraisals enable our employees to communicate and discuss their issues with the responsible team leader. As health seminars have a positive effect on collegiality and work climate, further activities have been established at Brau Union. These include Nordic Walking, climbing, Shiatsu and kinesiology in a warm and socially interactive ambience. Employees suffering from mental illness are invited to a one-to-one meeting with their chief or the works doctor, who informs them about possible means of support. The WHP board is currently developing a special working hours model for employees suffering from stress. A - 4

5 return- to-work interview after a long illness has also been introduced, along with a policy on alcohol. For employees returning to work after a long illness, such as burnout, there is the possibility to adjust the working hours or change job. - 5

6 E. Evaluation: Description (max. 500 words) The WHP evaluation was done by repeating the survey with the SALSA system and the analysis of the sickness figures. An external company conducted oral surveys and interviews. The evaluation of WHP seminars is done by the Brau Union through the feedback of the participants. WHP results are mainly communicated by the internal health report. External communication is done by PR department, especially when the award was won. Holding owner Heineken also reports on the WHP measures of the Brau Union Austria through brochures for the employees which are distributed internationally. WHP has reduced the sickness figures and improved social behaviour within all hierarchy levels. The leadership behaviour has improved, as has loyalty and social interaction within our employees. The corporate climate improved and stress caused by tight schedules and bad work place ergonomics decreased. According to Mrs. Rief, the most important factor for success is that the management supports WHP and provides financial resources. Communication and the promotion of measures, together with the implementation of as many as possible of the measures suggested are key success factors. Difficulties: New measures are sometimes hard to implement and a lack of communication is also a problem when introducing WHP. - 6