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Employee Health and Wellness Programs

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Natalia Rolle

on 10 May 2014

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Transcript of Employee Health and Wellness Programs

Elizabeth Suarez
Marcia Soas-Bucknor
Maja Sencer
Natalie Recinos
Natalia Rolle
Employee Health and Wellness Programs
EHWP- Workplace health promotion activities and programs that enable people to increase control over their health and that help support their overall well-being
The activities include smoke-free programs, weight loss programs, gym membership, diabetes management programs, preventive health screenings and health coaching

EHWP- Employee Health Wellness Programs
Challenges of EHWP
Low level of employee participation
ROI isn’t easily projected and may take years
Initial cost of programs
Production time to develop and support programs

For low level of participants:
Incentives and reward programs to increase participants
Projection of ROI:
Keep supporting and motivating employees to continue participating in EHWP and eventually company will see the outcome of EHWP in place
Measure effectiveness of program
How to Work with EHWP Challenges
Cost of Programs
- Start with simple programs and invest in programs that the company feels will attract the most employees
Production time
- Invest an assigned time to the development of these activities

How to Work with EHWP Challenges
Why are EHWP implemented?
Help those people with high blood pressure, obesity, diabetes and other life threatening health issues
Promote healthy life style behaviors for employees
Reduce health care cost for employer
Decrease absenteeism
Increase overall job performance/productivity
In the long-run increase employee retention/morale

Importance of EHWPs
Rising healthcare cost in organizations
$576 billon due to poor workforce management
40% medical costs
60% lost productivity, disability wage replacement and workers claims
Proactive approach – predictions of health risk (employee health assessment)

Employees appreciate EHWP – perceive employer’s care for their health and well-being

Induce positive work environment – improve employee morale, retention & productivity

Improve performance of organization
How they benefit employees and employer?
What worked & what did not?
Nationwide example – employee health is the core concept of their business strategy
- interactive health assessment process
- employees choose according to their needs
ASTHO example – support health environments such as smoke-free policy, weekly walks, healthy food policy etc.
- “Lead by example”
What worked & what did not?
Continuous improvement and evaluation (HealthLed Standards) – analyzing efficiency
Best practices as process improvement
“ Tailor made” EHWP – reasons for implementation
Design objective measurements of the program's effectiveness/success

Measure of Success
ROI and health care savings will not project an immediate return
Savings after period of time – by monitoring:
- employee productivity
- absenteeism
- cost saving
- employee satisfaction

Measure of Success
Optum Health study in Minnesota 2013 – long term EHWP offer ROI of $3 for every $1 spent
Real savings after 3 years
Reduced heath care costs by 20-55%
Drop in workers compensation and disability by 30%
Decrease in short term sick leave by 32%
Aflac study – participants in EHWPs have more job satisfaction & commitment

Develop-Design-Implement EHWP
Develop/design/implement EHWP
Develop/design/implement EHWP
Healthy Workforce 2010

Establish a planning committee.

Assess the interests and needs of corporate leaders and other employees.
Tu & Mayrell
EWHP’s “to be customized to suit the culture and situation of a particular employer”
“comprehensive, integrated, and diversified”
-link wellness to the organization’s business strategy” are proven to be more successful
Develop mission statement, goals, and objectives and design the program.

Develop a timeline and budget.
Sibson’s Healthy Enterprise
less than one-half of 1% of an investment allocated to EHWPs (excluding the cost of medical coverage)”
funding not an issue
-more than half of the organizations used benefits budget
-almost one-third relied on their general human resources budget to fund these programs
Baicker, et al.
-“for every dollar invested in the program, the employer saves more than the dollar spent”

Select incentives.
Acquire resources.
Market the program.
Implement the program.
Evaluate the program.
Modify the program (continuous quality assurance).
Cyboran & Paralkar
“having a wellness program does not mean it will be effective.
Sibson’s Healthy Enterprise
40% of EHWP’s cannot be considered effective
-those that succeeded did yield financial results
Anonymous (2013). “Wellness: Workers see benefits of wellness programs”, Employee Benefit News, 27.03, 19.
Aetna HealthFund (2014). Employers can save millions in health care costs. Professional Services Close – Up. Retrieved April 25, 2014 from http:/search.proquest.com.ezproxylocal.library.nova.edu/docview/1498180015?accountid=6579
Baicker, K., Cutler, D. & Song, Z. (Feb. 2010). Workplace wellness programs can generate savings. Health Affairs, 29(2) 304-311.
Cyboran, S.F. & Paralkar, S. (2013). Wellness program ROI depends on design and implementation. Society for Human Resources.http://www.shrm.org/hrdisciplines/benefits/articles/pages/wellness-roi-design.aspx?homepage=mpc
DeVol, R., & Bedroussian, A. (2007). An unhealthy America: The economic burden of chronic disease. Santa Monica, CA: The Milken Institute.
Dunning, M. (2014). Managing workforce health helps bottom line. Business Insurance, 48(6), 4-4,29. Retrieved April 25, 2014 from http:/search.proquest.com.ezproxylocal.library.nova.edu/docview/1508822324?accountid=6579.
Gyster, V. (2013), “ Wellness programs: A faster, cheaper way to wellness programs that works”, Employee Benefit News, 27.12, 56.
Jarris, P. E., & Baird, J. N. (2012). Walking the Walk. Journal of Public Health Management & Practice. 18. 5. 474-476
Jost, T. (2013).Implementing Health Reform: Workplace Wellness Programs. Retrieved April 22, 2014, from Health Affairs web site: http://healthaffairs.org/blog/2013/05/29/implementing-health-reform-workplace-wellness-programs.
Koster, K., (2014). “Wellness: 4 workplace wellness success strategy” , Employee Benefit News, 28.1, 16.
Koster, K., (2013), “Winning at wellness: Progressive employers create wellness programs that put employee health at the heart of their business strategies”, Employee Benefit News, 27.11, 28.
Lejeune, T., (2014). “Wellness Best Practices: An honest evaluation: A new wellness tool fromThe National Business Coalition on Health provides simple ; best-practices recommendation”, Employee Benefit News, 28.1, 8.
Partnership for Prevention. ( 2001). Healthy Workforce 2010: An essential health promotion sourcebook for employers large and small. Washington, DC.
Schaaf, M. (2014). Wellness programs' worth may be other than financial. Northern Colorado.Business Report, 19(12), 7. Retrieved April 25, 2014 from http://search.proquest.com.ezproxylocal.library.nova.edu/docview/1513867544?accountid=6579
Sibson Consulting. (2011). Results from Sibson’s healthy enterprise study (Survey). Strategic HR Consultinghttp://www.sibson.com/publications/surveysandstudies/HealthyEnt.pdf
Tu, H.T. & Mayrell, R.C. (July 2010). Employer wellness initiatives grow rapidly, but effectiveness varies widely: Research Brief No.1. National Institute for Health Care
US Corporate Wellness, Inc. (2008). ROI-based analysis of employee wellness programs: The problem…the cost…the solution. Retrieved April 25, 2014 from http://www.uscorporatewellness.com/USCW%20%20White%20Paper%20(ROI%20Analysis).pdf
Weldon, David. (2013). Find the ROI in workplace wellness. Retrieved April 25, 2014 from http://www.healthcarefinancenews.com/news/finding-roi-workplace-wellness.
Zuna, Michael. (2013). Small business wellness programs and return on investment. Retrieved April 25, 2014 from http://smallbiztrends.com/2013/11/small- business-wellness- programs-roi.html.
EHWP can add organizational value to all stakeholder groups (employees, employers & shareholders)
Research findings indicate that the rising cost of health care does have a financial impact to both employers & employees
How can EHWPs be taken to the next level?
Full transcript