Development of a job profile for occupational health managers

被引：0

作者：

Wedel, Sebastian ^{[1
]}

Noefer, Eberhard ^{[2
]}

Schuetz, Astrid ^{[1
]}

机构：

[1] Otto Friedrich Univ Bamberg, Lehrstuhl Personlichkeitspsychol & Psychol Diagnos, Kompetenzzentrum Angew Personalpsychol, Markusplatz 3, D-96045 Bamberg, Germany

[2] Hsch Coburg, Friedrich-Streib Str 2, D-96450 Coburg, Germany

来源：

PRAVENTION UND GESUNDHEITSFORDERUNG | 2024年 / 19卷 / 01期

关键词：

Occupational health; Workplace health management; Occupational health promotion; Training; Staff selection;

D O I：

10.1007/s11553-022-01009-0

中图分类号：

R1 [预防医学、卫生学];

学科分类号：

1004 ; 120402 ;

摘要：

Background. The tasks of occupational health managers (OHMs) are diverse. Currently there is no up-to-date job profile for OHMs that can be used for demand-oriented selection of personnel and the development of training curricula in workplace health management (WHM).Objectives. The aim of this study was to develop a job profile for OHMs involving subject-matter experts.Materials and methods. We conducted a job analysis with Task Analysis Tools (TAToo) [6]. The three-step approach comprised 21 semi-structured interviews with job holders and supervisors, two workshops, and an online survey (n = 46) to ecologically validate the results. On that basis, a job profile for OHMs was developed.Results. The tasks, targets, and interfaces of OHMs are diverse. Expertise in health sciences, psychology, ergonomics, and business administration is particularly important for their work. Regarding methodological skills, networking, systematic work, presentation and project management skills are relevant. Important soft skills are trustworthiness, passion for health, enthusiasm, reliability, and the readiness for teamwork. COVID-19 has slightly changed the job profile, so that digital skills, healthy leadership, mental health, healthy home-offices, and pandemic preparedness have become more important.Conclusions. Limitations with regard to the generalizability of the job profile may result from the fact that the analysis is not based on a representative sample. Expertise around occupational safety, occupational health, return-to-work, evaluation, and digitalization should play a greater role in the training and selection of OHMs.

引用

页码：8 / 15

页数：8

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