Description

A growing number of surveys and studies have demonstrated the link between well-being at work and organizational performance.

Developing a quality of life at work policy requires acting at different levels and involving all stakeholders to find lasting solutions.

The training was an opportunity to articulate the concept of RPS, the legal framework and psychosocial risk factors. It also identifies levers and tools to act on the why and how of well-being at work, a source of attractiveness and motivation.

Who is this training for ?

For whom ?

• HRD and RRH
• HR project manager
• Manager
• QVT project manager
• Health and safety manager
• Social worker
• Public or private sector nurse
• Member of the CSSCT or CSE.

Prerequisites

None.

Training objectives

Give yourself a reading grid to decode the mechanisms of pain at work

Audit your organization to identify risk areas and support points

Act for the cause (organization, culture, HR policies, working conditions, management)

Identify different possible solutions and rely on best practices

Make HR a key player in the RPS prevention system

Identify the keys to success and points of vigilance in the preventive approach

Training program

• Psychosocial risk: what are we talking about?
  • - Define the terms: pain, stress, harassment, burnout, violence, lack of respect...
  • - Painful construction mechanics at work.
  • - Identify the signs and symptoms of distress.
• Legal framework and prevention issues
  • - Identify risk factors.
  • - Identifying the factors that concern the company's responsibility: HR policy, organization, working conditions, corporate culture.
  • - Identify the sources of happiness at work.
  • - Effects on motivation and performance.
• Audit your company against psychosocial risks
  • - Choose the right tool.
  • - Create shared diagnostics.
  • - Identify strengths and weaknesses.
• Steps to follow in the prevention process
  • - Identify the actors. Manage the prevention of PSR.
  • - Organizational levels of action: organization, management, human resources systems, working conditions.
  • - Coordinate around an adjusted action plan.
• Obtain tools to measure the prevention of psychosocial risks
  • - Develop psychosocial risk management tools.
  • - Communicate on progress in prevention.
• Well-being at work becomes a strategic obligation
  • - Define the sources of well-being at work.
  • - Increase motivation and performance through well-being.