ENTOS - Ennakoiva työhyvinvoinnin osaaminen

The
shortage of health and rehabilitation workers is exacerbated by mental health
challenges, work-life problems and musculoskeletal disorders. This situation is
putting further strain on existing staff, which is undermining their ability to
cope with the demands of their jobs. The sector needs skilled professionals who
take care of their own well-being and skills. Patient care is demanding and
involves psychosocial, physical and ethical strain. Managing these is important
for both individuals and the work community. The long careers of future health
professionals require a proactive investment in their own well-being and
ability to work. Frontline staff and employees also need to be aware of the
potential of work modification and other means of making use of this
potential.The project aims to promote the transition of newly qualified health
professionals into working life and to support their coping during their first
years of work. The project will create a mentoring model that will benefit both
existing employees and new graduates, as the well-being of the whole work
community will be enhanced by the well-being of new employees. The project will
equip professionals with skills and knowledge about their own ability to work
and function and how to promote it. Processes will be created to support
individual well-being at work and benefit the whole work community. The first
few years of employment are particularly critical for new graduates and the
project aims to address these challenges through clearly structured learning,
mentoring and peer support.The idea for the project was born from discussions
with entrepreneurs and labour market actors in Finland and Central Finland.
Labour shortages and the lack of attractiveness of the social and health care
sector have been highlighted in society. Through cooperation on traineeships,
the challenges of working life and well-being in the health and rehabilitation
sector have been identified. These discussions have highlighted the need for a
clear intervention on well-being at work.During the project, companies can
develop their own well-being at work activities, which will have a positive
impact on the well-being, comfort and productivity of the workplace and its
members. This will also help to manage the costs of poor well-being at work.
For example, effective induction supports job and core competency mastery,
enabling employees to move smoothly into a job they feel they have mastered.