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There are four critical elements to consider when designing company health and wellness programs. These elements are not only connected but follow a natural progression and each must be understood and analyzed to develop the correct strategy and ensure a successful program. Ultimately, unless organizations can develop effective strategic plan to help all employees in your workforce make a committed and educated effort to actively participate in leading a healthy lifestyle (including making the choices and decisions necessary that lead to an active and healthy life), health and wellness activities/programs will likely fail and the potential costs reductions and savings remain unachieved.
The four critical factors are:
1. Understanding how an employee health and wellness impacts
costs and bottom line profit
2. Having the knowledge and education to make informed decision
on what steps are required to achieve optimum health
3. Applying the knowledge learned in step two to develop active
and functional programs customized to an employee’s individual needs
4. Establishing the benchmarks and metrics that determine,
measure and justify the ROI from investing in Health and Wellness programs.
Engaged2Perform offers a four part e-module learning series to help organizations develop successful health and wellness programs. In our first module we outline the criteria and facts involved in building a business case for employee health and wellness programs. Once management truly understands the costs associated with health related issues they can begin to create strategy that will meet and address these rising costs, then develop specific action plans to generate improvements. In many cases businesses don’t realize or understand the actual costs involved so they find it difficult to invest money into formal programs that can address the problems. Other times companies feel it is not their responsibility or inappropriate to get involved in employee wellness for ethical or other reasons. One thing that is clear, however, is that research and trends clearly indicate health costs are continuing to rise and beginning to have significant and adverse effects on profit margins. Unless your organization is prepared to consider health and wellness programs and solutions you will undoubtedly bear the brunt of these escalating costs. Another key point to consider is the impact health and wellness has on the engagement of employees. The ability to support employees with customized information, programs and activities that meets their personal needs is also a key driver of employee engagement.
In this first module we will explore the five main cost drivers related to health concerns and issues including:
1. Absenteeism and Presenteeism
2. Group Benefit Coverage Premiums and Claim Expenses
3. WSIB and Safety Costs
4. Loss of Productivity
5. The Cost Associated with Stress and Anxiety
Who Should Participate
Extra Learning Material
All Registered HR.com members are also eligible for:
Benefits - Cost Containment, Audits and Legal Risks
HR in Canada
Canadian Masters In HR Strategy & Execution
Health and Safety
What You Will Learn
Who is Eligible
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