Description

Economic, technological, organizational and social changes are increasingly rapid and frequent, leaving little time for individuals to adapt, accommodate or get used to new work situations. We are witnessing a rise in psychosocial risks (RPS) in companies. According to the Skills Campus 2017 survey on the social climate and quality of life at work, 53% of employees and 68% of managers report experiencing regular stress in their work. The CHSCT must be able to play a role in the prevention of RPS. It is essential that he identifies the role he can have on this subject and that he is able to participate in the diagnosis of risk situations in order to propose effective safeguards for an active prevention policy.

Who is this training for ?

For whom ?

Member of the CHSCT. President of the CHSCT. HR employee working within the framework of the CHSCT.

Prerequisites

Training objectives

Find your way around the definitions and the regulatory framework: risks, psychosocial disorders, stress...

Know the role and intervention of the CHSCT.

Know the risk factors and know how to identify them in the company.

Understand your scope action, the key players in the system and the action levers.

Understand the main stages of a prevention approach.

Training program

• What are we talking about RPS? Definitions: stress, harassment, burn out.
  • RPS in figures.
  • The issues.
• The regulatory framework for PSR
  • Legal and regulatory framework, case law.
  • The roles and responsibilities of the different actors in the company.
  • The responsibility of the company.
  • From risk prevention to quality of life at work.
• The CHSCT: preferred contact for employees on psychosocial risks
  • Know how to identify the criteria and clues.
  • How to intervene? The role of the CHSCT and its levers of action: appeals.
  • The right of withdrawal.
• Risk factors
  • The distinction between families of risk factors.
  • Organizational, managerial and other sources.
  • Warning indicators.
  • How to evaluate them? Diagnostic tools.
• Implement the prevention approach
  • The three levels of prevention (primary, secondary and tertiary).
  • The key stages of a successful approach.
  • The participation of the CHSCT as a key player.
  • Updating the single document.
  • Training and mobilization of prevention stakeholders in a collective approach.
  • Support for an employee in trouble.
• Remote activity
  • To learn about the contributions of an expert on a theoretical or practical point: a video 'Legal prevention of moral harassment'.