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Welcome to the Institute for Human Resources for Employee Wellness! Thank you to everyone for your participation and support. Join us over the next two days for our exciting lineup of speakers with many informative sessions covering the hot topics and trends surrounding the Employee Wellness community. This introductory session will give you an overview of the Institute for Human Resources - Employee Wellness certification program. The Institute for Human Resources (IHR) Employee Wellness certification program launched on September 14 & 15, 2011 with a two-day virtual event and this is now our 6th virtual event in the area of Employee Wellness .
The purpose of this session is to provide you with an update on the webcast topics and speakers that will be presenting over these two days. In addition, for those of you who have not participated in one of these events in the past, you will be shown how to register for any newly-added webcasts and make use of the virtual Exhibit Hall, where you can increase your knowledge on product and service suppliers in the employee wellness space. You will also learn how to network with your peers by visiting the lounge.
All of these webcasts have been approved for HRCI recertification credits (the only exception being this introductory webcast). This short 15-minute webcast will provide you with complete information on what is required to obtain certification from the Institute for Human Resources.
Throughout this session we will:
- Introduce you to the Advisory Board
- Introduce you to the Institute and the Certification program
- Help you learn how to become an expert in Workforce Management.
- Offer an opportunity for YOU to host an educational session and educate your peers.
- Learn why this Institute is important to the Workforce Management Industry and how you can contribute to its success.
- Share a calendar of future events so that members can pre-register now to add the dates to their calendars
If you are new to the Institute for Employee Wellness, this introduction will cover not only our past accomplishments but explain why you should continue to participate and be a part of this community. For those with questions regarding the Institute and its content, this is your chance to share your ideas. Don’t forget, this is a great opportunity to converse with our industry experts. Looking forward to your participation!
The session will cover; where workplace wellness is today, who’s involved, who’s getting involved, who’s not getting involved, what’s being promoted and where you can find information. We’ll look at the role of Linkedin in the field of workplace wellness and discuss its effectiveness and the effectiveness of social media in promoting workplace wellness. It will describe the common questions being asked today and the struggles of sustaining a wellness program.
From there we will move to where I believe the future of workplace wellness must go and thus its evolution of it in the creation of a healthy workplace. We’ll talk about what it takes to create that healthy workplace and include the must have part of this future state. The session will describe what the four areas that will make the workplace, healthy and sustainable. It will describe the areas in some detail and discuss what makes each area successful.
The session will focus specifically on the fourth and newest area and how this area must integrate with the more traditional areas of wellness to allow the organization to achieve its goal of financial sustainability in an ever changing world.
This session is important because it guides conference registrants to think beyond the traditional model and on to what can be achieved by an organization. It will broaden perspectives and give people something to consider when they are trying to promote wellness within their organization. It will show that an integrated, holistic approach is much easier to sell than even a well intentioned, well performing stand alone program. It will provoke and make you think
As companies continue to search for affordable and alternative methods to enhance wellness programs, tools like aromatherapy are entering the workplace wellness market. Having a base understanding of these concepts can empower HR professionals to make correct decisions and avoid some obvious pitfalls. Including the use of evidence based research when implementing these types of tools is essential.
Basic evidence exists and is currently showing some results or being studied further for the use of tools like aromatherapy (essential oils), Reiki, Music and massage in wellness Care Plans to include:
- Sleep Issues
- Smoking Cessation Assistance (Black Pepper)
- Stress management
Because essential oils and other methods listed above are an affordable alternative and can be easily administered without adverse effects, group programs, and individual care plans can be designed within a corporate environment.
Smoking Cessation programs are the subject of debate for many professionals. While almost all companies agree that smoking impacts healthcare costs, productivity and time, finding the right way to provide smoking cessation programs can be difficult and worrisome. Alternative therapies – when supported by evidence are often an appreciated alternative to RX programs and “stick” approach procedures.
Employees often recognize and understand that their own behaviors do impact their health and productivity in the workplace, however providing new choices and solutions must be done in a way that employees want to embrace the solutions and implement the changes. Education provided in a threatening “either change or…” manner almost always backfires.
What you will learn:
- Evidence Regarding the Use of alternative therapies for key corporate issues: stress and productivity
- how to implement these programs in a corporate setting
- how to avoid pitfalls
- using these programs to ramp up and renew existing wellness initiatives.
Be Well To Do Well: An Integrated Health Model for Individuals and Organizations
In most organizations, over 50% of the total healthcare costs are due to presenteeism, which is the loss of productivity due to a health related issue. Your employees may be showing up for work, but are they functioning at an optimal level committing their best energy to their work or are they functioning at a diminished capacity because of high stress, lack of physical activity, poor nutrition, emotional distress, or inadequate sleep?
In this session, we’ll explore the compelling case for employee health and well-being as a strategic business imperative for employee engagement and sustainable competitive advantage. We’ll examine:
1) The spiraling costs of poor health to individuals and organizations and the demographic trends driving the cost increase
2) The critical importance of nurturing the whole person for optimal performance and personal fulfillment
3) An Integrated Health Model which identifies the 10 key areas necessary for well-being in mind, body, and spirit
4) How to get started on an employee health initiative in your company
Creating an organizational culture where health is valued as a business priority is a vital component of a contemporary total rewards strategy. Research shows that employee wellness programs are a very popular employee benefit which really pays off.
In this era of global competition, organizations need each person functioning at his or her best. When team members are healthy and well, the result is reduced benefits cost, increased innovation, creative problem solving, retention of top talent, high energy, and a winning culture where people are well, so they do well.
In order to maximize return on investment, create successful health and wellness programs and help employees make healthy choices related to their wellness goals organizations need to develop sound strategies and policies that share health and wellness knowledge with their employees. It is critical employees have relevant, timely and accurate information to make proper decisions that lead to a healthy lifestyle. There are four key elements to health and wellness knowledge that should be addressed. The first knowledge element is to understand the health needs of your workforce. What will truly make your organization and its employees healthier? Secondly, educating your entire workforce about the importance of good health to themselves and their families and friends as well as its impact on your company’s success. Health and Wellness knowledge incorporates understanding the risks factors associated with various lifestyle choices and their health implications and ramifications. The third knowledge element involves determining what health and wellness information and will support the identified needs of your employees with the proper health guidance and expertise. Finally businesses need to develop a communication strategy and methods to disseminate information so that all employees have access to it with the frequency and convenience that meets their requirements and in ways that motivate employees to get involved. Knowledge shared must have personal meaning for every employee and should be developed, tailored and customized to meet the needs of all employees and their health challenges. Once all of these factors are in place organizations can move on to the third key success factor which is strategy and programs to ensure maximum engagement and participation of employees in healthy lifestyle activities.
Today’s business environment is more demanding than ever, and it's taking a toll on employee wellness -- and perhaps your own.
With HR professionals and their employees being required to do more with less, we're seeing increased burnout, declining morale, and overall employee disengagement.
Thankfully, there is a solution, and it's remarkably simple.
The solution is pausing, taking a breath, and learning to live as if This Moment Matters... because it does.
As simple as it sounds, it's not always easy -- not in the face of countless distractions and today's "always in, always on" lifestyle. Just ask yourself: How often are you fully present and attentive to this moment? But...
What if you could learn to be MORE present for MORE of the moments in your life and work? What if you could learn proven strategies to overcome distraction, calm a cluttered mind and re-energize -- at any given moment?
Attend this session and that's exactly what you will learn! Discover how to get back to the present moment so you can increase productivity, achieve your goals, get healthy and fit in the face of fast food and inactivity, and find simplicity and peace amidst chaos and confusion.
And the benefits continue:
• Reduced stress
• More clarity of mind
• More zest for life
• Better decision-making ability
• Greater employee contentment & job satisfaction
• Reduced burnout
• And more
Just ask leading companies like Google, Bose, Procter & Gamble and many more that have implemented training programs to increase present moment awareness among their employees.
Until we meet, remember:
"Each moment missed is a moment unlived." (Jon Kabat-Zinn)
This moment DOES matter.
Businesses know that they need a wellness program that works, but too often health screenings and pamphlets aren’t enough to reach the employees who need to get well, and cash incentives can produce only momentary engagement. What employers need is a way to kick start new, long-lasting, healthy habits and behaviors.
In order to get employees to start and then sustain habits, it is necessary to first understand the underlying psychology behind the current crisis in employee health. Employees are choosing poor ways to cope with stress. They are grabbing fast food and working through lunch. They are working until 7 or 8 in the evening and using that as an excuse not to exercise and to eat take out. When people are trying to cope, lecturing them isn’t effective. They tune you out. You need to replace the short-term fix of junk-food with the longer term fix of fun, social support, team dynamics, and game mechanics. In short, we need to make working on wellness fun , habitual and even addictive.
Fun is exactly what businesses get when they decide to ditch the pamphlets and get behind a social game for wellness. A social wellness game not only engages a huge percentage of employees, it keeps them coming back for more points and slimmer waistlines - encouraging healthy habits from taking the stairs to sleeping more and eating less. Employees come because it is something they get to do which is both good for them and fun. Then they take advantage of it to reach out to other employees across the enterprise building and knitting together a social fabric that gives them a sense of being part of a greater whole. Employers get a healthier, happier, more productive workforce and employees get a wellness program that gives them the tools, incentives and support to get healthy.
This discussion will include:
• Why wellness programs are a strategic priority for your business
• How social wellness engages employees and yields real results
• Why teams are important to a successful wellness program
• How games can produce powerful patterns of behavior
• How to use incentives judiciously
Creating Positive Return on Investment (ROI) is not a mystery, it is not a gimmick or a ploy; it is something that your CFO can and should understand, measure, prove and of course approve. Their skepticism in wellness program ROI is correct only in the fact that we have not been measuring the right things. Your CFO needs cold hard numbers that add up to real sustainable savings. Nothing else will do.
We will show you what actions you can take to create a measurable ROI with your wellness program, how to create sustainable behavioral change and how to get CFO approval for your next budget.
What has been missing in the ROI debate is that the underlying goal is to create positive sustainable behavioral change in the majority of your population. In order to create positive behavior change you need to understand how behaviors are created, what reinforces them and what will motivate an employee to consider changing them.
Certain unhealthy behaviors have provable statistics surrounding how much more they cost a company as compared to an individual that does not share the same bad behavior. We will explore the top five in detail and show you how to quantify the results.
Changes in Health Care Utilization and Pharmacy use can be used to prove positive ROI, I will show you how you can get this information for free.
Your CFO already approves a budget for safety programs in order to prevent injury on the job. Your wellness initiative uses the same logic to support its ROI; I will show you how.
We will touch on the wellness program basics that can actually cost you and your employees thousands and cost your company hundreds of thousands of dollars in waste and how to avoid them.
And lastly, we will show you why aggregate reporting is not an effective way to measure behavior change or ROI and how it can unrealistically slant your results for the better or worse. You need an accurate and provable measuring system on a much more precise level. We will show you how.
Have you ever wondered whether those ROIs that vendors and consultants show you for wellness and disease management are even remotely accurate? Well, you can wonder no longer: Most of the numbers are made up.
Al Lewis, author of the critically acclaimed new book Why Nobody Believes the Numbers: Distinguishing Fact from Fiction in Population Heath Management, will confirm the doubts of a growing chorus of realists with many enlightening and sometimes hilarious examples of employers whose stellar results were simply miscalculated, along with a rogue’s gallery of vendors and consultants whose “results” are fictional to the point of mathematical impossibility. In one case, a major vendor is shown blatantly lying, specifically to fool consultants and HR executives.
This is happening to you too, not just to others. Today you are spending a lot of money on these programs and incentives, in order to avoid preventable health-sensitive medical events that increase claims cost and reduce productivity. Yet not only has your vendor or consultant never measured your change in health-sensitive medical events, but no vendor or consultant has ever even made a list of health-sensitive medical events to measure.
That doesn’t stop them from claiming savings -- many vendors and consultants will just credit the wellness program for a reduction in the trend of health expenses, because in their view wellness dramatically reduces health spending across the board. But when was the last time you or anyone you know incurred an ER visit or hospital stay that could have been avoided if you by completing a health risk assessment and talking to a coach?
This webinar is not “an alternative view of wellness outcomes” – it’s a proof. The webinar will show corporate executives exactly why vendors and consultants dramatically overstate the impact of these programs, leading you to over-spend on vendors and consultants and incentives.
Further, Al is offering both a $10,000 reward to anyone who can find an invalidating mistake in this proof (see his website www.dismgmt.com for details), and/or a free Wellness Savings Calculator (normally $99) to any HR executive who, following this webinar, still thinks their vendor or consultant is correct in showing massive savings.
How to solve the problem? This webinar will also provide the tools for HR executives to estimate the impact of wellness on their own, without relying on vendors or consultants, using the Seven Rules of Plausibility described in Why Nobody Believes the Numbers. You will learn how to:
• Distinguish valid from invalid results
• Measure risk reduction validly in your organization
• Tie reductions in risk to reductions in health-sensitive medical events
• Present and defend your findings to the CFO
• Ask the right questions of your vendor and consultant…and know when you’re getting the right answer
• Write RFPs and contracts that prevent vendors from taking advantage of you
Further, this webinar counts towards professional certification in Critical Outcomes Report Analysis http://dismgmt.com/certs/cora/self-study, the field’s only recognized credential in wellness/disease management analytics. Putting a staff member(s) through this certification will end your reliance on others for calculating outcomes.
The bubble for wellness savings claims is already bursting. Read what CEO of The Leapfrog Group, arguably the most prestigious think tank/advocacy organization in health care, has just said about highly suspect wellness ROIs . Once a few more leading-edge CFOs read Al’s book (or related articles by other thought leaders) and start asking uncomfortable questions to the HR Department. By attending this webinar, HR executives will take the first step in answering them. HR Executives will see that those wellness vendors -- and the brokers and consultants who enable them -- have, in the immortal words of the great philosopher Ricky Ricardo, a lot of 'splaining to do.