Hazelzet Emmelie, Houkes Inge, Bosma Hans, de Rijk Angelique
Department of Social Medicine, CAPHRI Care and Public Health Research Institute, Faculty of Health, Medicine and Life Sciences, Maastricht University, 6200 MD, Maastricht, the Netherlands.
BMC Public Health. 2021 Jun 29;21(1):1259. doi: 10.1186/s12889-021-11278-7.
The perspectives of low-educated employees are often neglected when designing sustainable employability (SE) interventions. As a result, the interventions offered by the employer do often not align with the needs of low-educated employees. This particular group should therefore be actively involved in the process of developing and implementing SE interventions in their work organizations. The current paper describes the development process of a web-based intervention for HR managers and direct supervisors aimed at improving the SE of low-educated employees. This intervention is specifically designed to involve low-educated employees.
The first four steps of the Intervention Mapping (IM) approach were used to systematically develop the intervention with the active involvement of stakeholders. Step 1 comprised a needs assessment including a literature review, empirical evidence, scoping search and several focus group interviews with employees and with representatives of employers. Step 2 formulated the intervention objective. During step 3, suitable theoretical methods were selected and translated to practical applications. Step 4 involved the development of a web-based intervention by integrating all information from the preceding steps.
The needs assessment indicated that the employees' active involvement and employees-employer genuine dialogue should be essential characteristics of an SE intervention for low-educated employees. The online toolkit 'Healthy HR' (HHR) was developed, which contains eight steps. Each step consists of one or more tasks helping the employer and employees with developing and implementing SE interventions themselves. One or more dialogue-based tools support each task. The leading principle providing structure within HHR was Adapted Intervention Mapping.
Principles of IM appeared to be useful to develop the intervention HHR systematically. This development process resulted in a practical online toolkit that supports employers in the development and implementation of local SE interventions tailored to the needs of low-educated employees. These employees should be actively involved in the process through a dialogue-based approach. By using IM principles, HHR is expected to increase the effectiveness in bettering the health and well-being of low-educated employees.
在设计可持续就业能力（SE）干预措施时，低学历员工的观点往往被忽视。因此，雇主提供的干预措施往往不符合低学历员工的需求。因此，这一特定群体应积极参与其工作组织中SE干预措施的开发和实施过程。本文描述了一种针对人力资源经理和直接主管的基于网络的干预措施的开发过程，旨在提高低学历员工的SE。该干预措施专门设计用于让低学历员工参与其中。
采用干预映射（IM）方法的前四个步骤，在利益相关者的积极参与下系统地开发干预措施。第1步包括需求评估，包括文献综述、实证证据、范围搜索以及与员工和雇主代表进行的几次焦点小组访谈。第2步制定干预目标。在第3步中，选择合适的理论方法并转化为实际应用。第4步通过整合前几步的所有信息来开发基于网络的干预措施。
需求评估表明，员工的积极参与和员工与雇主之间的真诚对话应是针对低学历员工SE干预措施的基本特征。开发了在线工具包“健康人力资源”（HHR），它包含八个步骤。每个步骤由一个或多个任务组成，帮助雇主和员工自行开发和实施SE干预措施。一个或多个基于对话的工具支持每个任务。在HHR中提供结构的主导原则是改编后的干预映射。
IM原则似乎有助于系统地开发干预措施HHR。这一开发过程产生了一个实用的在线工具包，支持雇主开发和实施针对低学历员工需求的本地SE干预措施。这些员工应通过基于对话的方法积极参与这一过程。通过使用IM原则，预计HHR将提高改善低学历员工健康和福祉的有效性。
