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Trying to move the needle in wellness? Learn to track your wellness program's results

Topic:
Trying to move the needle in wellness? Learn to track your wellness program's results
Date:
November 22, 2013 at 2:30 - 3:30 PM ET
Presenters:
Ryan Collier, Principal User Experience Designer(Healthentic, Inc.)
Herbert Ong, President & CEO(Healthentic, Inc.)
webcastImgVirtual
Description
According to a 2010 Kaiser/HRET study, 74% of companies who offer employee benefits administer at least one wellness program . Most employers recognize that offering wellness programs is an effective cost-containment strategy, but when asked what the actual impact of the program was on their group’s health, cannot give a quantifiable answer.
Employers looking to move the needle in wellness simply want to maximize the impact of their wellness programs and reduce their organization’s healthcare expenses. They might feel that proving a return on investment for their wellness initiatives and policies is virtually impossible, and rely on self-reported data to offer results.

Fortunately, there is a powerful way to manage multiple insurance reports from various carriers to paint an accurate picture of a company’s whole health data. With this knowledge it is finally possible to determine, with solid data, which wellness and health policies are going to make an impact on a population’s health. Furthermore, this technology is available to employers of any size, and with any budget.

Learn how an employer can watch the needle move as “healthy” employees stay healthy and the “preventable” and “chronic” populations migrate into healthier categories. Find out more about these categories, which were deducted by the revolutionary research of the University of Michigan’s Dee Edington, Ph.D. See how his theories pertaining to wellness and population migration can help make you a health care hero at your office.

Other benefits of workplace wellness programs include: increased productivity and presenteeism, team development, workplace satisfaction, and commitment to the employer.

Who Should Participate
Human Resource professionals, benefit managers, insurance brokers, wellness consultants, employee benefit specialists
What You Will Learn
1. There are ways to use your individual insurance carrier reports together to paint a meaningful picture of your organization’s whole health

2. How to use your organization’s whole health data as an effective tool to make wellness program recommendations

3. How to manage your investment in wellness initiatives, using dollars and common sense

4. Over time, it is possible to ‘move the needle’ in your organization’s health status by implementing necessary programs, promoting healthy lifestyle changes, and lowering healthcare costs

5. Employers can make a life-changing impact in the lives of their employees (and their families) by providing the tools and education necessary to make healthier decisions.

Recommended Resources
Footnotes:

(i): http://www.dol.gov/ebsa/pdf/workplacewellnessmarketreview2012.pdf Click here

http://hbr.org/2010/12/whats-the-hard-return-on-employee-wellness-programs/ Click here

(ii): http://hbr.org/2010/12/whats-the-hard-return-on-employee-wellness-programs/ Click here

External Resources:

1) Dee Edington, Ph.D’s research pertaining to wellness as an economic strategy:
http://www.hmrc.umich.edu/content.aspx?pageid=42&fname=zerotrends.txt Click hereand http://www.edingtonassociates.com/index Click here

2) How it pays to keep the healthy people healthy: http://www.corporatewellnessmagazine.com/article/dont-get-worse.html Click here

3) Healthentic’s website: www.healthentic.com Click here

Communities
Employee Wellness
Productivity
Employee Health
Culture of Health
Employee Wellness Legal and Compliance
Benefit/Healthcare Cost Containment
Absenteeism
Employee Wellness Tools and Technology
Employee Wellness Metrics
Reduction
Cost
Measurement
Presenters
Presented by
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Ryan Collier
Healthentic, Inc.

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Herbert Ong
Healthentic, Inc.

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Event Sponsors
Healthentic, Inc.
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The centuries past historical roots of wellness include all the dimensions you mentioned as being the concept of wellbeing - unfortunately modern day commercial use of the word wellness has narrowed the original concept so when people speak of 'wellbeing' now perhaps we are really only getting back to the true paradigm of wellness. Wellbeing and Wellness have been defined with some core similarities but other aspects as being different by many authors. Either word the inclusive focus is most important. 4 / 5
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