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Vaclav T-Systems

Case study: How T-Systems Malaysia drives a healthy and engaged workforce



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“A holistic approach to wellbeing and the active strategic support of top management” – this, according to Cyberjaya-based vice-president of human resources at T-Systems Malaysia, Vaclav Koranda, is the key to maintaining a workforce that is healthy and engaged at work.

The global IT services and consulting company recently embarked on a healthcare and wellness programme in Malaysia with the goals of increasing employee engagement, productivity, stress management and reducing absenteeism.

Aware of the biggest challenges in designing effective healthcare strategies, T-Systems focuses on cost control by continually analysing the main cost drivers and finding innovative solutions around the issue, such as implementing awareness campaigns that promote wellbeing as a personal responsibility.

Koranda adds that a low awareness of healthy lifestyle practices and the consequences of an unhealthy lifestyle are additional challenges faced by many employers.

T-System combats this by placing a large emphasis on awareness among its people, particularly in fostering a culture that promotes wellbeing as a personal responsibility. This campaign is carried out through various mediums such as emails, personalised motivational cards and posters displayed on notice boards, elevators and TV screens.

The company also makes information about health and wellbeing easily accessible to staff by setting up wellbeing booths with informational leaflets on upcoming health-centred Q&As and events. In addition, it utilises gamification to promote healthy living among employees, with plans to organise health-based competitions focused on various aspects of improving health, such as weight loss.

He notes that another hurdle for employers is the inflexibility of insurers and insurance policies chosen by the company. To overcome this, he says it is important to establish and nurture a partnership relationship with insurers and healthcare providers.

Measuring programme impact

With every people initiative, it is crucial to measure the programme’s impact on the business on a long-term basis. T-Systems plans to evaluate the results periodically every three months over the course of a year.

“We have a corporate-wide survey that is run twice a year, a part of which focuses on employee health. In addition, we will also take into account the number of sick leaves taken by employees over the year and the total yearly cost for the company’s medical plan.”

In the near future, he sees more companies adopting strategies similar to T-Systems in terms of healthcare and wellness by expanding their programmes to account for mental, emotional and social needs.

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