Hazelzet Emmelie, Bosma Hans, de Rijk Angelique, Houkes Inge
Department of Social Medicine, Faculty of Health, Medicine and Life Sciences, CAPHRI Care and Public Health Research Institute, Maastricht University, Maastricht, Netherlands.
Front Public Health. 2020 Sep 8;8:446. doi: 10.3389/fpubh.2020.00446. eCollection 2020.
There is a need to develop sustainable employability (SE) interventions that are better aligned to the needs of low-educated employees. This group needs to get a voice in intervention development and implementation. In this study, a dialogue-based approach is proposed consisting of an online step-by-step support toolkit for employers, "Healthy Human Resources" (HHR). When intervening, this toolkit enables and stimulates employers to have a continuous dialogue with their low-educated employees. By improving the employees' job control, HHR is aimed at cost-beneficially improving SE. This paper describes the protocol of the evaluation study to evaluate the effectiveness and implementation process of HHR on the SE of low-educated employees. The protocol of the evaluation study consists of: (1) an effect evaluation with a pretest-posttest design with a 1-year follow-up in five work organizations in the Netherlands deploying low-educated employees and with SE as the primary outcome and job control as the secondary outcome. The effect evaluation is expanded with a budget impact analysis; (2) a mixed-method process evaluation at 6 and 12 months after the start of HHR to evaluate the whole implementation process of HHR. This includes the experiences with HHR of various stakeholders, such as employees, human resource managers, and line managers. The effect evaluation will give insight into the effects of HHR on the SE of low-educated employees. The process evaluation will provide insight into the underlying mechanisms of the (in) effectiveness of HHR. By improving dialogue, we hypothesize that HHR, through enhancing job control, will strengthen the SE of low-educated employees. Also for helping with tackling the socioeconomic health gap, if proven effective, the implementation of HHR on a wider scale can be recommended.
有必要开发与低学历员工需求更匹配的可持续就业能力（SE）干预措施。这一群体需要在干预措施的开发和实施过程中有发言权。在本研究中，提出了一种基于对话的方法，包括为雇主提供的在线分步支持工具包“健康人力资源”（HHR）。在进行干预时，该工具包使雇主能够并激励他们与低学历员工进行持续对话。通过改善员工的工作控制权，HHR旨在以成本效益的方式提高就业能力。本文描述了评估研究的方案，以评估HHR对低学历员工就业能力的有效性和实施过程。评估研究方案包括：（1）一项效果评估，采用前测-后测设计，在荷兰五个雇佣低学历员工的工作组织中进行为期1年的随访，以就业能力为主要结果，工作控制权为次要结果。效果评估通过预算影响分析进行扩展；（2）在HHR启动后6个月和12个月进行混合方法的过程评估，以评估HHR的整个实施过程。这包括员工、人力资源经理和直线经理等不同利益相关者对HHR 的体验。效果评估将深入了解HHR对低学历员工就业能力的影响。过程评估将深入了解HHR（不）有效的潜在机制。通过改善对话，我们假设HHR通过增强工作控制权，将增强低学历员工的就业能力。同样，为了帮助解决社会经济健康差距问题，如果证明有效，可以建议在更广泛的范围内实施HHR。
