员工健康

Many employers believe that by offering weight loss contests or gym discounts that they are implementing a wellness program. Although these measures are a good starting point, they are not a true wellness program. 在你的健康项目上看到一个积极的投资回报率, you have to design and implement a plan based on long term strategies, 具体趋势和参与.

A program that is designed to bend medical trends must help educate employees on their specific needs and position, and communicate ways for employees and their dependents to improve chronic diseases. While it’s extremely important to have employees know their health status on an individual level, the step where most company wellness programs fall short is not having a strategic plan around the company’s aggregated data.

制定一个成功的健康计划的步骤

创建文化:

A commitment from the top (buy-in from upper management) is critical to the success of any wellness initiative. Management must understand the benefits of the program for both the employees and the organization, 并愿意投入足够的资金.

The creation a wellness team will ensure the success of the program by implementing the program and educating the employees.

  • Lower health care costs, due to a healthier workforce and improved disease management
  • 通过吸引最有才华的员工来加强招聘
  • 减少缺勤和提高生产力
  • Improved on-the-job time utilization, decision making and productivity
  • 提高员工士气
  • 营业额减少

评估/分析:

在此步骤中, baseline data will be gathered to help assess employee health interests and risks, 这将指导你制定你的程序. This process may involve a survey of employee interest in various health initiatives, 健康风险评估, biometrics and claims analysis to determine current employee disease risk.

A true wellness company will put together predictive modeling based on health risk assessment with biometrics, 还有医疗和处方索赔. Predictive modeling will allow an employer to glimpse possible future risk/claims based on the above three metrics.

项目计划:

An annual operating plan is important for your program’s success and should include a mission statement along with specific, 可衡量的短期和长期目标. A written plan also provides continuity when members of the wellness committee change and is instrumental in holding the team accountable to the goals, 达成一致的目标和时间表.

Links wellness initiatives to company needs and strategic priorities

  • Legitimizes the program, which increases the likelihood of continued resources and support
  • Provides continuity for the program when personnel changes occur
  • Serves as a means to evaluate the effectiveness of the programs

It’s imperative to create a budget and decide how to incentivize employees to participate.

实现:

现在是时候把你所有的计划付诸行动了. The health initiatives that you choose should flow naturally from your data (survey, HRA总报告, 要求),并与你的目标和目的相结合. They should address prevailing risk factors in your employee population and be in line with what both management and employees want from the wellness program. To ensure high participation, the employer will want to make sure employee incentives are in place.

Implementing a wellness program requires careful planning to ensure your company can reap the benefits of workplace health promotion: healthier employees, 减少缺勤率, 提高了生产率, 鼓舞士气,降低医疗成本. All of these benefits will contribute to keeping the company’s bottom line fit and healthy.

评估:

在这一步中,我们将深入研究几个度量方法. 第一个, we’re evaluating feedback form the employees about the overall program. 其次, 通过分析和生物特征收集, we’re evaluating future health trends of our program compared to a year ago. 去年ly, we’re evaluating number of individuals that have moved from high risk to medium or low risk. Overall, we are determining the effectiveness of the program.

持续的成功:

The last step to ensure the future success of your program is to continually monitor employee feedback on the program and evaluate ROIs every year. It’s important in this step to celebrate and recognize not only the group, but specifically the managers for their efforts as we reach certain goals.

沃特金斯, we understand that every client’s specific needs are different, 没有一个健康项目适合所有的客户. We work hand-in-hand with our clients in analyzing data such as:

  • 索赔/ Rx HRA分析
  • 生物筛选数据
  • 高索赔利用率数据
  • 预后的索赔

 

 

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