Presentation by Ronald de Leij, director of DECP and advisor to AWVN at the WHO/TNO/Dutchgovernment Congres 'Connecting Health and Labour' 29 - 1 December 2012
Fintech Belgium_Webinar 8: Manage Deconfinement / Covid-19: Home Working Cha...FinTech Belgium
This document summarizes a webinar on managing deconfinement during the coronavirus pandemic. The webinar includes:
- Presentations on the impact of coronavirus on gift cards and customer habits from Monizze and the situation of banks from Febelfin regarding recruitment and diversity.
- A comparison of the current crisis to 2008 from Isabel Group regarding recruitment strategies during crises.
- A Q&A session and concluding remarks.
The webinar aims to discuss managing the transition out of lockdown and lessons learned for human resources, recruitment, and inclusion from industry representatives experiencing the effects of the coronavirus crisis.
The document discusses telecommuting, which is working remotely from home using technology like computers, modems, and fax machines linked to an office. Telecommuting allows employees to work from home or satellite offices and benefits include increased productivity, better work-life balance, and lower costs. However, telecommuting also presents challenges like isolation, lack of supervision, and difficulties being considered for promotions. When implementing telecommuting, companies should carefully select personnel, provide needed equipment and communication tools, and establish guidelines.
The document discusses telecommuting, which is working remotely from home using technology like computers, modems, and fax machines linked to an office. Telecommuting allows employees to work from home or satellite offices and benefits include increased productivity, better work-life balance, and lower costs. However, telecommuters can feel isolated and may not be considered for promotions. When implementing telecommuting, companies should provide needed equipment and support, carefully select qualified candidates, and establish guidelines. As technology advances, more companies are expected to utilize telecommuting arrangements.
This document discusses the challenges posed by email, including the relentless growth in email volume and size of personal email records. It notes that email overuse is impacting user effectiveness and productivity. The constant interruptions from email cause stress and can reduce morale and health. While email is a phenomenal technology, its problems are reducing its usefulness unless users can take back control through an effective personal workflow management system. Existing email training methods have not adequately addressed the problem.
Building Long Term Success with Social BusinessMike Yeomans
The honeymoon period after introducing a new digital communications strategy within your organization can be short-lived. You’ll need a plan to build adoption of your digital channels and sustain it over the long haul. Alcatel-Lucent has key findings to demonstrate how companies can sustain strong enterprise collaboration across operations and global regions. This session will provide insight into early phase adoption, leadership’s vital role and how to gain executive buy in.
Employers health and safety responsibilities, Employers health and safety re...The Pathway Group
Employers health and safety responsibilities, Employers health and safety responsibilities for taking on an apprentice, Employers health and safety responsibilities for apprenticeship,
’Employers’ Responsibilities When Making Settlements in Employment Related La...Umesh Heendeniya
The document discusses employers' responsibilities when settling employment claims. It notes that while only 5% of cases go to trial, the average cost to settle a case has tripled in 5 years to $300,000 due to rising jury awards. When settling, employers must issue proper tax forms (W-2 or 1099) and clearly state the purpose of each payment to avoid IRS penalties. Attorney fees are also taxable to the claimant. The document provides guidance but notes some issues remain unclear regarding certain types of cases and settlements.
Employees Health & Safety Responsibilities Guidelines The Pathway Group
Employees Health & Safety Responsibilities guidelines lay out the foundations for good health and safety regulations. Employers have the responsibility to make sure that their employees are protected by the correct health and safety regulations and legislation. This document talks about the Health and Safety at Work Act, risk assessments, employers duty of care and making the work place safe. It sets out what is and isn't acceptable for a working environment in terms to health and safety.
Fintech Belgium_Webinar 8: Manage Deconfinement / Covid-19: Home Working Cha...FinTech Belgium
This document summarizes a webinar on managing deconfinement during the coronavirus pandemic. The webinar includes:
- Presentations on the impact of coronavirus on gift cards and customer habits from Monizze and the situation of banks from Febelfin regarding recruitment and diversity.
- A comparison of the current crisis to 2008 from Isabel Group regarding recruitment strategies during crises.
- A Q&A session and concluding remarks.
The webinar aims to discuss managing the transition out of lockdown and lessons learned for human resources, recruitment, and inclusion from industry representatives experiencing the effects of the coronavirus crisis.
The document discusses telecommuting, which is working remotely from home using technology like computers, modems, and fax machines linked to an office. Telecommuting allows employees to work from home or satellite offices and benefits include increased productivity, better work-life balance, and lower costs. However, telecommuting also presents challenges like isolation, lack of supervision, and difficulties being considered for promotions. When implementing telecommuting, companies should carefully select personnel, provide needed equipment and communication tools, and establish guidelines.
The document discusses telecommuting, which is working remotely from home using technology like computers, modems, and fax machines linked to an office. Telecommuting allows employees to work from home or satellite offices and benefits include increased productivity, better work-life balance, and lower costs. However, telecommuters can feel isolated and may not be considered for promotions. When implementing telecommuting, companies should provide needed equipment and support, carefully select qualified candidates, and establish guidelines. As technology advances, more companies are expected to utilize telecommuting arrangements.
This document discusses the challenges posed by email, including the relentless growth in email volume and size of personal email records. It notes that email overuse is impacting user effectiveness and productivity. The constant interruptions from email cause stress and can reduce morale and health. While email is a phenomenal technology, its problems are reducing its usefulness unless users can take back control through an effective personal workflow management system. Existing email training methods have not adequately addressed the problem.
Building Long Term Success with Social BusinessMike Yeomans
The honeymoon period after introducing a new digital communications strategy within your organization can be short-lived. You’ll need a plan to build adoption of your digital channels and sustain it over the long haul. Alcatel-Lucent has key findings to demonstrate how companies can sustain strong enterprise collaboration across operations and global regions. This session will provide insight into early phase adoption, leadership’s vital role and how to gain executive buy in.
Employers health and safety responsibilities, Employers health and safety re...The Pathway Group
Employers health and safety responsibilities, Employers health and safety responsibilities for taking on an apprentice, Employers health and safety responsibilities for apprenticeship,
’Employers’ Responsibilities When Making Settlements in Employment Related La...Umesh Heendeniya
The document discusses employers' responsibilities when settling employment claims. It notes that while only 5% of cases go to trial, the average cost to settle a case has tripled in 5 years to $300,000 due to rising jury awards. When settling, employers must issue proper tax forms (W-2 or 1099) and clearly state the purpose of each payment to avoid IRS penalties. Attorney fees are also taxable to the claimant. The document provides guidance but notes some issues remain unclear regarding certain types of cases and settlements.
Employees Health & Safety Responsibilities Guidelines The Pathway Group
Employees Health & Safety Responsibilities guidelines lay out the foundations for good health and safety regulations. Employers have the responsibility to make sure that their employees are protected by the correct health and safety regulations and legislation. This document talks about the Health and Safety at Work Act, risk assessments, employers duty of care and making the work place safe. It sets out what is and isn't acceptable for a working environment in terms to health and safety.
Based on our findings, in this year’s report you’ll find a diverse array of workplace and employee quality of life factors represented; these include trends related to the built environment, technological advances and the workforce. Each of the trends, by definition, has the ability to improve the quality of life of people and their communities. As one would expect, however, organizational commitment
to its people — both on a professional and personal level — remains a central theme among all of our trends. With more employees viewing their work and life as one, it can only benefit an organization
to become acquainted with the workplace trends that will engage and retain the workforce of 2014.
This document is a newsletter from an employee union (OPSEU) providing updates to its members at MPAC (Municipal Property Assessment Corporation). It summarizes concerns about nepotism in MPAC's student hiring practices, negative feedback from members and the public about a new uniform vest, and reminds members to follow proper grievance procedures. It also provides contact information for union leadership.
This document is a newsletter from an employee union (OPSEU) providing updates to its members at MPAC (Municipal Property Assessment Corporation). It summarizes concerns about nepotism in MPAC's student hiring practices, negative feedback from members and the public about a new uniform vest, and reminds members to follow proper grievance procedures. It also provides contact information for union leadership.
Downsizing,VRS,Worklife Balance, time management by suneshSunesh Malik
Merits and demerits of downsizing. Reasons of downsizing.Example of Kingfisher Airlines and HSBC downsizing. worklife balance definition and time management . VRS merits and complications.
Corporate Strategy or Strategic Management
Concepts and Cases by Fred R. David,
Francis Marion University, Florence, South Carolina, &
Forest R. David,
Strategic Planning Consultant
Engelstalige essay over HR in 2017.
Deze essay was deelname aan de NVP International Future HR-Award 2003 en bekroond met de eerste prijs!
1e plaats: HR in 2017, Espace-transformation-a future HR-essay
De bijdrage van Mark van den Broek, HR Development Directeur bij FCI, getuigt van een integrale zakelijke visie op de toekomst van de HR-professie. Zijn essay bevat een heldere probleemanalyse en toont een duidelijke link met de actuele en toekomstige HR beleidsdoelstellingen. Zijn bijdrage onderscheidt zich door een creatieve, soms gedurfde toepassing van huidige en/of nieuwe HRM-instrumenten, -methodieken en/of denkwijzen. Zijn bijdrage is verzorgd, prettig leesbaar, degelijk, compleet en zet de lezer aan tot denken.
Pacific Prime's Global Employee Benefits Trends Report 2021Pacific Prime
The document discusses Pacific Prime's Global Employee Benefits Trends Report for 2021. It highlights 5 top trends: 1) the rise of hybrid work models in the post-pandemic workplace, 2) increased mental health concerns among employees and demand for employer support, 3) the need for employers to adopt holistic wellbeing programs, 4) how diversity, equity and inclusion goals benefit employers, and 5) the growing popularity of flexible benefits plans that allow employees to personalize their benefits. The report features insights from benefits specialists, insurance partners, and case studies of leading companies.
"HR 2.0": Talent retention in the post-Covid worldAchal Raghavan
The author proposes an "HR 2.0" approach for talent retention in the post-Covid world. They had previously developed an "HR Double Helix" model where the company and employee visions are intertwined like DNA strands through communication and trust. Covid-19 has changed employees personally and made priorities like family more important. The author argues companies must have fundamental conversations with employees to understand new expectations and strengthen bonds through empathy, support like flexible hours, and involvement in employees' personal goals. Developing this tailored "HR 2.0" strategy can help companies differentiate themselves and retain top talent.
Hewlett-Packard's "HP way" emphasizes trusting employees, sharing responsibilities and benefits, and providing opportunities for personal and professional development. It is an informal culture where people are treated with dignity and respect. Managers coach employees and help them grow into new roles. The goal is to create an environment where employees feel empowered to do their best work and directly contribute to the company's success.
The document discusses Hewlett-Packard's "HP way," which is their unique working philosophy and culture. The HP way is based on trusting employees, sharing responsibilities and opportunities, and treating people with dignity and respect. It includes policies like profit-sharing, stock ownership plans, flexible work hours, and minimizing layoffs during downturns. The overarching goal is to create an environment where employees feel empowered, supported, and able to do their best work.
The Collaborative Organization ManifestoJacob Morgan
A free ebook which serves as a pre-cursor to my book, The Collaborative Organization. The way we work is changing. New behaviors and technologies are entering the enterprise and organizations are struggling to adapt to these changes. This ebook is the first step in providing a resource that can help evolve businesses into Collaborative Organization's.
The document discusses work-life balance and its importance for both employees and organizations. It defines work-life balance and discusses its six key components: self-management, technology management, leisure management, time management, stress management, and change management. It then outlines the impacts of work-life balance issues like stress and lack of balance on employee absenteeism, turnover, and productivity. Finally, it provides examples of work-life programs and policies that companies can implement to improve balance for their employees.
Group health insurance is a popular employee benefit offered by many companies. When structuring a group health insurance plan, companies should select the right insurance partners, figure out participant numbers, and provide effective employee communication. An insurance broker can help companies design the optimal plan by providing personalized quotes from top insurers, managing enrollment and claims assistance, and advising on benefit strategy and cost containment. The basic covers that can be included are coverage for the employee, spouse, children and sometimes parents, along with benefits like maternity coverage, dental, OPD visits and pharmacy reimbursement. Companies typically provide a minimum sum insured of Rs. 200,000 but some set higher limits or corporate buffer amounts. Claim ratios, premium costs and the demography
The document summarizes recent trends in human resource management post-pandemic, as presented by a study group from Imperial School of Agri Business. It discusses how the pandemic accelerated changes like remote working, reskilling and upskilling employees, increased use of data and technology like artificial intelligence. It also covers trends like the rise of gig work, outsourcing, and the important role of Generation Z in the evolving workplace. The document concludes by discussing how companies like Jai Kisan adapted their HR practices during the pandemic to prioritize employee well-being while continuing to serve customers through digital transformation and a hybrid work model.
It used to be the case that staff worked the way they were told to by their employers. It was therefore the objectives of the organisation – efficiency, in most cases – that defined the working style of the majority.
Now, though, the way we work is subject to all manner of influences. Organisations that wish to design engaging and productive working environments for their employees must understand those forces, and react accordingly.
An Exceptional Working Life: Creating Better WorkplacesTiger Recruitment
Modern thinkers all agree: the world of work is experiencing a seismic shift, with developments in nearly every part of an organisation, from HR to workplace design. In An Exceptional Working Life, we dive into the 11 tenets of the modern workforce, including diversity, performance management, flexible working and mental health, capturing the latest research and trends from industry experts. With contributors from some of the most innovative companies in the world, including Hootsuite, Atlassian, British Land and Deloitte, this e-book challenges traditional assumptions, outlining the developments to look out for, as well as actionable tips and tricks to integrate into your organisation.
Employee benefit Insurance policies guide for Indian CompaniesSusheel Agarwal
Group health insurance is a popular employee benefit offered by many companies. When structuring a group health insurance plan, companies should select the right insurance partners, figure out employee numbers, and provide effective employee communication. An insurance broker can help companies design the optimal insurance program by providing personalized quotes from top insurers, managing enrollment and claims assistance, and recommending strategies to control costs while ensuring employee satisfaction. The core elements of a group health plan include covers for employees, spouses, children, and sometimes parents, as well as benefits like maternity coverage and room cost caps. Premiums are impacted by the number covered, demographics, included covers, and prior claims experience.
The document discusses the need for organizations to shift their employee experience strategies in 2022 to focus on personalization and flexibility. Standardized solutions are no longer meeting employees' evolving needs. The pandemic has accelerated changes in how and where work gets done, empowering employees and shifting the balance of power between employers and employees. To attract and retain top talent, organizations must offer highly personalized experiences that consider each individual employee's unique context and priorities. The upcoming People Matters EX Conference in 2022 will bring together HR leaders to discuss strategies for taking employee experience to an exponential level through emerging technologies, hyper-personalization, and other means of adapting to the new world of work.
This document provides an introduction and overview of labor welfare. It defines labor welfare as efforts to improve the lives of workers beyond their wages. The objectives of labor welfare are improving employee loyalty, morale, and productivity while reducing turnover. Labor welfare can be intramural, provided within the workplace, or extramural, provided outside. Common intramural services include drinking water, toilets, childcare, medical aid, and cafeterias. Extramural services include transportation, housing, training, and insurance. Theories behind labor welfare implementation include policy, religion, philanthropy, and public relations motivations. The document outlines the methodology used to study labor welfare measures at a private company.
This document discusses integrating occupational health services into primary health care. It argues that while some countries have made progress expanding occupational health services, coverage remains low globally. Most workers, especially in informal sectors and small businesses, lack access to even basic services. The document calls for strengthening primary health care systems based on the principles of the 1978 Alma Ata Declaration, including providing universal access to essential health interventions and services. Integrating occupational health into primary care could help extend coverage of basic services to more workers and their communities through workplace and community-based delivery models.
Based on our findings, in this year’s report you’ll find a diverse array of workplace and employee quality of life factors represented; these include trends related to the built environment, technological advances and the workforce. Each of the trends, by definition, has the ability to improve the quality of life of people and their communities. As one would expect, however, organizational commitment
to its people — both on a professional and personal level — remains a central theme among all of our trends. With more employees viewing their work and life as one, it can only benefit an organization
to become acquainted with the workplace trends that will engage and retain the workforce of 2014.
This document is a newsletter from an employee union (OPSEU) providing updates to its members at MPAC (Municipal Property Assessment Corporation). It summarizes concerns about nepotism in MPAC's student hiring practices, negative feedback from members and the public about a new uniform vest, and reminds members to follow proper grievance procedures. It also provides contact information for union leadership.
This document is a newsletter from an employee union (OPSEU) providing updates to its members at MPAC (Municipal Property Assessment Corporation). It summarizes concerns about nepotism in MPAC's student hiring practices, negative feedback from members and the public about a new uniform vest, and reminds members to follow proper grievance procedures. It also provides contact information for union leadership.
Downsizing,VRS,Worklife Balance, time management by suneshSunesh Malik
Merits and demerits of downsizing. Reasons of downsizing.Example of Kingfisher Airlines and HSBC downsizing. worklife balance definition and time management . VRS merits and complications.
Corporate Strategy or Strategic Management
Concepts and Cases by Fred R. David,
Francis Marion University, Florence, South Carolina, &
Forest R. David,
Strategic Planning Consultant
Engelstalige essay over HR in 2017.
Deze essay was deelname aan de NVP International Future HR-Award 2003 en bekroond met de eerste prijs!
1e plaats: HR in 2017, Espace-transformation-a future HR-essay
De bijdrage van Mark van den Broek, HR Development Directeur bij FCI, getuigt van een integrale zakelijke visie op de toekomst van de HR-professie. Zijn essay bevat een heldere probleemanalyse en toont een duidelijke link met de actuele en toekomstige HR beleidsdoelstellingen. Zijn bijdrage onderscheidt zich door een creatieve, soms gedurfde toepassing van huidige en/of nieuwe HRM-instrumenten, -methodieken en/of denkwijzen. Zijn bijdrage is verzorgd, prettig leesbaar, degelijk, compleet en zet de lezer aan tot denken.
Pacific Prime's Global Employee Benefits Trends Report 2021Pacific Prime
The document discusses Pacific Prime's Global Employee Benefits Trends Report for 2021. It highlights 5 top trends: 1) the rise of hybrid work models in the post-pandemic workplace, 2) increased mental health concerns among employees and demand for employer support, 3) the need for employers to adopt holistic wellbeing programs, 4) how diversity, equity and inclusion goals benefit employers, and 5) the growing popularity of flexible benefits plans that allow employees to personalize their benefits. The report features insights from benefits specialists, insurance partners, and case studies of leading companies.
"HR 2.0": Talent retention in the post-Covid worldAchal Raghavan
The author proposes an "HR 2.0" approach for talent retention in the post-Covid world. They had previously developed an "HR Double Helix" model where the company and employee visions are intertwined like DNA strands through communication and trust. Covid-19 has changed employees personally and made priorities like family more important. The author argues companies must have fundamental conversations with employees to understand new expectations and strengthen bonds through empathy, support like flexible hours, and involvement in employees' personal goals. Developing this tailored "HR 2.0" strategy can help companies differentiate themselves and retain top talent.
Hewlett-Packard's "HP way" emphasizes trusting employees, sharing responsibilities and benefits, and providing opportunities for personal and professional development. It is an informal culture where people are treated with dignity and respect. Managers coach employees and help them grow into new roles. The goal is to create an environment where employees feel empowered to do their best work and directly contribute to the company's success.
The document discusses Hewlett-Packard's "HP way," which is their unique working philosophy and culture. The HP way is based on trusting employees, sharing responsibilities and opportunities, and treating people with dignity and respect. It includes policies like profit-sharing, stock ownership plans, flexible work hours, and minimizing layoffs during downturns. The overarching goal is to create an environment where employees feel empowered, supported, and able to do their best work.
The Collaborative Organization ManifestoJacob Morgan
A free ebook which serves as a pre-cursor to my book, The Collaborative Organization. The way we work is changing. New behaviors and technologies are entering the enterprise and organizations are struggling to adapt to these changes. This ebook is the first step in providing a resource that can help evolve businesses into Collaborative Organization's.
The document discusses work-life balance and its importance for both employees and organizations. It defines work-life balance and discusses its six key components: self-management, technology management, leisure management, time management, stress management, and change management. It then outlines the impacts of work-life balance issues like stress and lack of balance on employee absenteeism, turnover, and productivity. Finally, it provides examples of work-life programs and policies that companies can implement to improve balance for their employees.
Group health insurance is a popular employee benefit offered by many companies. When structuring a group health insurance plan, companies should select the right insurance partners, figure out participant numbers, and provide effective employee communication. An insurance broker can help companies design the optimal plan by providing personalized quotes from top insurers, managing enrollment and claims assistance, and advising on benefit strategy and cost containment. The basic covers that can be included are coverage for the employee, spouse, children and sometimes parents, along with benefits like maternity coverage, dental, OPD visits and pharmacy reimbursement. Companies typically provide a minimum sum insured of Rs. 200,000 but some set higher limits or corporate buffer amounts. Claim ratios, premium costs and the demography
The document summarizes recent trends in human resource management post-pandemic, as presented by a study group from Imperial School of Agri Business. It discusses how the pandemic accelerated changes like remote working, reskilling and upskilling employees, increased use of data and technology like artificial intelligence. It also covers trends like the rise of gig work, outsourcing, and the important role of Generation Z in the evolving workplace. The document concludes by discussing how companies like Jai Kisan adapted their HR practices during the pandemic to prioritize employee well-being while continuing to serve customers through digital transformation and a hybrid work model.
It used to be the case that staff worked the way they were told to by their employers. It was therefore the objectives of the organisation – efficiency, in most cases – that defined the working style of the majority.
Now, though, the way we work is subject to all manner of influences. Organisations that wish to design engaging and productive working environments for their employees must understand those forces, and react accordingly.
An Exceptional Working Life: Creating Better WorkplacesTiger Recruitment
Modern thinkers all agree: the world of work is experiencing a seismic shift, with developments in nearly every part of an organisation, from HR to workplace design. In An Exceptional Working Life, we dive into the 11 tenets of the modern workforce, including diversity, performance management, flexible working and mental health, capturing the latest research and trends from industry experts. With contributors from some of the most innovative companies in the world, including Hootsuite, Atlassian, British Land and Deloitte, this e-book challenges traditional assumptions, outlining the developments to look out for, as well as actionable tips and tricks to integrate into your organisation.
Employee benefit Insurance policies guide for Indian CompaniesSusheel Agarwal
Group health insurance is a popular employee benefit offered by many companies. When structuring a group health insurance plan, companies should select the right insurance partners, figure out employee numbers, and provide effective employee communication. An insurance broker can help companies design the optimal insurance program by providing personalized quotes from top insurers, managing enrollment and claims assistance, and recommending strategies to control costs while ensuring employee satisfaction. The core elements of a group health plan include covers for employees, spouses, children, and sometimes parents, as well as benefits like maternity coverage and room cost caps. Premiums are impacted by the number covered, demographics, included covers, and prior claims experience.
The document discusses the need for organizations to shift their employee experience strategies in 2022 to focus on personalization and flexibility. Standardized solutions are no longer meeting employees' evolving needs. The pandemic has accelerated changes in how and where work gets done, empowering employees and shifting the balance of power between employers and employees. To attract and retain top talent, organizations must offer highly personalized experiences that consider each individual employee's unique context and priorities. The upcoming People Matters EX Conference in 2022 will bring together HR leaders to discuss strategies for taking employee experience to an exponential level through emerging technologies, hyper-personalization, and other means of adapting to the new world of work.
This document provides an introduction and overview of labor welfare. It defines labor welfare as efforts to improve the lives of workers beyond their wages. The objectives of labor welfare are improving employee loyalty, morale, and productivity while reducing turnover. Labor welfare can be intramural, provided within the workplace, or extramural, provided outside. Common intramural services include drinking water, toilets, childcare, medical aid, and cafeterias. Extramural services include transportation, housing, training, and insurance. Theories behind labor welfare implementation include policy, religion, philanthropy, and public relations motivations. The document outlines the methodology used to study labor welfare measures at a private company.
Similar to Reappointing responsibilities, An employers’ contribution to the WHO Global Conference ‘Connecting health and labor’ (20)
This document discusses integrating occupational health services into primary health care. It argues that while some countries have made progress expanding occupational health services, coverage remains low globally. Most workers, especially in informal sectors and small businesses, lack access to even basic services. The document calls for strengthening primary health care systems based on the principles of the 1978 Alma Ata Declaration, including providing universal access to essential health interventions and services. Integrating occupational health into primary care could help extend coverage of basic services to more workers and their communities through workplace and community-based delivery models.
The document provides information about the Wantveld Health Centre in the Netherlands, including its services and staff. It discusses the current separate systems for primary healthcare and occupational healthcare, noting advantages and disadvantages. Reasons are provided for joining these systems, including more focus on work and functioning for clients. Experiences of a "company doctor in primary care" are shared. The referral processes between practitioners are outlined for several client cases.
The document discusses integrating occupational health practices into primary health care in the Netherlands. Currently, the two systems are separate, with general practitioners providing primary care and company doctors providing occupational health services. The summary is:
1) There are advantages and disadvantages to the separate Dutch systems, such as GPs not being pressured to provide sick notes but also a lack of communication between the sectors.
2) The document proposes integrating company doctors into primary care to address issues like overlooking work-related causes of illness and providing a point of contact for those without regular occupational services.
3) Examples are given of clients successfully treated by a primary care company doctor by addressing both health and work-related issues. The integration could improve
Rt 2 occupational health and primary care hague 11 29-11Health and Labour
The document discusses shifting the focus of primary care from episodic, disease-based care to holistic, patient-centered care that addresses social determinants of health like occupation and work. It outlines the large number of work-related injuries and illnesses in the U.S. each year and how integrating occupational health into primary care settings could help improve diagnosis, treatment, and prevention for many patients. Barriers and opportunities for strengthening collaboration between occupational health and primary care professionals and institutions are also examined.
This document summarizes Dr. Issa Said Al Shuaili's presentation on integrating occupational health services into primary health care in Oman. It discusses Oman's workforce demographics and existing occupational health regulations. It then outlines Oman's experience integrating occupational health into primary care through training primary care doctors, promoting health education in workplaces, and planning to attach doctors to workplaces. Finally, it identifies capacities needed like assessing local contexts, developing human resources, and establishing evaluation systems to support a people-centered occupational health model in primary care.
1. The role of primary care centers in workers' health is to provide prevention, treatment, disability assessment, and collaboration with occupational health specialists. Electronic health records and tools can help integrate occupational health data.
2. Strengthening collaboration requires training primary care and occupational health providers together, identifying stakeholders, and removing administrative and financial barriers.
3. Supporting workers' health involves empowering workers and communities through health education, ensuring access to occupational health services, and addressing legal issues. Involving workers and unions is important.
This document outlines discussions from Round Table 2 on people-centered care. The round table focused on identifying strategies and actions to protect and promote worker health. Key questions discussed included: [1] defining the role of primary care centers in worker health; [2] strengthening collaboration between occupational health and primary care; [3] empowering workers and communities to care for their own health; and [4] actions to advance people-centered care for workers at all levels. Suggestions focused on training, guidelines, identifying stakeholders, research, and ensuring access to occupational health services.
Rt 1 The different dimensions of universal coverage and access to careHealth and Labour
Presentation by Prof. Dr. J. De Maeseneer, MD, PhD, FRCGP (Hon) Department of Family Medicine and PHC- Ghent University, Belgium at the WHO/TNO/Dutchgovernment Congres 'Connecting Health and Labour' 29 - 1 December 2012
This document outlines the agenda for four parallel working sessions at a conference on occupational health and safety. Roundtable 1 focuses on universal healthcare coverage strategies. Roundtable 2 discusses people-centered care and the roles of primary care and occupational health. Roundtable 3 addresses participatory governance and considering worker health in healthcare reforms. Roundtable 4 explores integrating worker health into non-health policies and national occupational health programs through primary care.
Presntation by Zorayda E. Leopando, MD, MPH
Professor of Family and Community Medicine University of the Philippines Manila at the WHO/TNO/Dutchgovernment Congres 'Connecting Health and Labour' 29 - 1 December 2012
The document summarizes discussions from Round Table 4 on enhancing consideration of workers' health in non-health policies. Key questions discussed include how to strengthen intersectoral collaboration on workers' health, how to design and link national workers' health profiles and action plans to primary care, the benefits of strategic health impact assessments, and actions to include workers' health in other policies. Suggestions focused on stakeholder analysis, education, legal frameworks, local solutions, data collection, and addressing knowledge gaps.
- Video recording of this lecture in English language: https://youtu.be/RvdYsTzgQq8
- Video recording of this lecture in Arabic language: https://youtu.be/ECILGWtgZko
- Link to download the book free: https://nephrotube.blogspot.com/p/nephrotube-nephrology-books.html
- Link to NephroTube website: www.NephroTube.com
- Link to NephroTube social media accounts: https://nephrotube.blogspot.com/p/join-nephrotube-on-social-media.html
Discover the benefits of homeopathic medicine for irregular periods with our guide on 5 common remedies. Learn how these natural treatments can help regulate menstrual cycles and improve overall menstrual health.
Visit Us: https://drdeepikashomeopathy.com/service/irregular-periods-treatment/
Giloy in Ayurveda - Classical Categorization and SynonymsPlanet Ayurveda
Giloy, also known as Guduchi or Amrita in classical Ayurvedic texts, is a revered herb renowned for its myriad health benefits. It is categorized as a Rasayana, meaning it has rejuvenating properties that enhance vitality and longevity. Giloy is celebrated for its ability to boost the immune system, detoxify the body, and promote overall wellness. Its anti-inflammatory, antipyretic, and antioxidant properties make it a staple in managing conditions like fever, diabetes, and stress. The versatility and efficacy of Giloy in supporting health naturally highlight its importance in Ayurveda. At Planet Ayurveda, we provide a comprehensive range of health services and 100% herbal supplements that harness the power of natural ingredients like Giloy. Our products are globally available and affordable, ensuring that everyone can benefit from the ancient wisdom of Ayurveda. If you or your loved ones are dealing with health issues, contact Planet Ayurveda at 01725214040 to book an online video consultation with our professional doctors. Let us help you achieve optimal health and wellness naturally.
The biomechanics of running involves the study of the mechanical principles underlying running movements. It includes the analysis of the running gait cycle, which consists of the stance phase (foot contact to push-off) and the swing phase (foot lift-off to next contact). Key aspects include kinematics (joint angles and movements, stride length and frequency) and kinetics (forces involved in running, including ground reaction and muscle forces). Understanding these factors helps in improving running performance, optimizing technique, and preventing injuries.
PGx Analysis in VarSeq: A User’s PerspectiveGolden Helix
Since our release of the PGx capabilities in VarSeq, we’ve had a few months to gather some insights from various use cases. Some users approach PGx workflows by means of array genotyping or what seems to be a growing trend of adding the star allele calling to the existing NGS pipeline for whole genome data. Luckily, both approaches are supported with the VarSeq software platform. The genotyping method being used will also dictate what the scope of the tertiary analysis will be. For example, are your PGx reports a standalone pipeline or would your lab’s goal be to handle a dual-purpose workflow and report on PGx + Diagnostic findings.
The purpose of this webcast is to:
Discuss and demonstrate the approaches with array and NGS genotyping methods for star allele calling to prep for downstream analysis.
Following genotyping, explore alternative tertiary workflow concepts in VarSeq to handle PGx reporting.
Moreover, we will include insights users will need to consider when validating their PGx workflow for all possible star alleles and options you have for automating your PGx analysis for large number of samples. Please join us for a session dedicated to the application of star allele genotyping and subsequent PGx workflows in our VarSeq software.
Nutritional deficiency Disorder are problems in india.
It is very important to learn about Indian child's nutritional parameters as well the Disease related to alteration in their Nutrition.
Computer in pharmaceutical research and development-Mpharm(Pharmaceutics)MuskanShingari
Statistics- Statistics is the science of collecting, organizing, presenting, analyzing and interpreting numerical data to assist in making more effective decisions.
A statistics is a measure which is used to estimate the population parameter
Parameters-It is used to describe the properties of an entire population.
Examples-Measures of central tendency Dispersion, Variance, Standard Deviation (SD), Absolute Error, Mean Absolute Error (MAE), Eigen Value
Gene therapy can be broadly defined as the transfer of genetic material to cure a disease or at least to improve the clinical status of a patient.
One of the basic concepts of gene therapy is to transform viruses into genetic shuttles, which will deliver the gene of interest into the target cells.
Safe methods have been devised to do this, using several viral and non-viral vectors.
In the future, this technique may allow doctors to treat a disorder by inserting a gene into a patient's cells instead of using drugs or surgery.
The biggest hurdle faced by medical research in gene therapy is the availability of effective gene-carrying vectors that meet all of the following criteria:
Protection of transgene or genetic cargo from degradative action of systemic and endonucleases,
Delivery of genetic material to the target site, i.e., either cell cytoplasm or nucleus,
Low potential of triggering unwanted immune responses or genotoxicity,
Economical and feasible availability for patients .
Viruses are naturally evolved vehicles that efficiently transfer their genes into host cells.
Choice of viral vector is dependent on gene transfer efficiency, capacity to carry foreign genes, toxicity, stability, immune responses towards viral antigens and potential viral recombination.
There are a wide variety of vectors used to deliver DNA or oligo nucleotides into mammalian cells, either in vitro or in vivo.
The most common vector system based on retroviruses, adenoviruses, herpes simplex viruses, adeno associated viruses.
Breast cancer: Post menopausal endocrine therapyDr. Sumit KUMAR
Breast cancer in postmenopausal women with hormone receptor-positive (HR+) status is a common and complex condition that necessitates a multifaceted approach to management. HR+ breast cancer means that the cancer cells grow in response to hormones such as estrogen and progesterone. This subtype is prevalent among postmenopausal women and typically exhibits a more indolent course compared to other forms of breast cancer, which allows for a variety of treatment options.
Diagnosis and Staging
The diagnosis of HR+ breast cancer begins with clinical evaluation, imaging, and biopsy. Imaging modalities such as mammography, ultrasound, and MRI help in assessing the extent of the disease. Histopathological examination and immunohistochemical staining of the biopsy sample confirm the diagnosis and hormone receptor status by identifying the presence of estrogen receptors (ER) and progesterone receptors (PR) on the tumor cells.
Staging involves determining the size of the tumor (T), the involvement of regional lymph nodes (N), and the presence of distant metastasis (M). The American Joint Committee on Cancer (AJCC) staging system is commonly used. Accurate staging is critical as it guides treatment decisions.
Treatment Options
Endocrine Therapy
Endocrine therapy is the cornerstone of treatment for HR+ breast cancer in postmenopausal women. The primary goal is to reduce the levels of estrogen or block its effects on cancer cells. Commonly used agents include:
Selective Estrogen Receptor Modulators (SERMs): Tamoxifen is a SERM that binds to estrogen receptors, blocking estrogen from stimulating breast cancer cells. It is effective but may have side effects such as increased risk of endometrial cancer and thromboembolic events.
Aromatase Inhibitors (AIs): These drugs, including anastrozole, letrozole, and exemestane, lower estrogen levels by inhibiting the aromatase enzyme, which converts androgens to estrogen in peripheral tissues. AIs are generally preferred in postmenopausal women due to their efficacy and safety profile compared to tamoxifen.
Selective Estrogen Receptor Downregulators (SERDs): Fulvestrant is a SERD that degrades estrogen receptors and is used in cases where resistance to other endocrine therapies develops.
Combination Therapies
Combining endocrine therapy with other treatments enhances efficacy. Examples include:
Endocrine Therapy with CDK4/6 Inhibitors: Palbociclib, ribociclib, and abemaciclib are CDK4/6 inhibitors that, when combined with endocrine therapy, significantly improve progression-free survival in advanced HR+ breast cancer.
Endocrine Therapy with mTOR Inhibitors: Everolimus, an mTOR inhibitor, can be added to endocrine therapy for patients who have developed resistance to aromatase inhibitors.
Chemotherapy
Chemotherapy is generally reserved for patients with high-risk features, such as large tumor size, high-grade histology, or extensive lymph node involvement. Regimens often include anthracyclines and taxanes.
The Children are very vulnerable to get affected with respiratory disease.
In our country, the respiratory Disease conditions are consider as major cause for mortality and Morbidity in Child.