Corporate wellness programmes can stimulate and invigorate staff mentally and physically through a series of scientifically proven challenges and obstacles. This session will discuss the differences between corporate health and wellness programmes and present the major components of such programmes from a best practice perspective. Mohit will showcase how to qualify and work with providers to deliver your programmes and the regulatory framework that is required to make these programmes successful.
Mohit Sahni, Manager- Product Management, Daman
3. Empowering our next generation
Daman Overview
Daman today is the leading health insurance company in the region with a
clear focus on state of the art products and customer service
Key Facts
Initially set up to be wholly government owned in
2005. Ownership is now 80% by Abu Dhabi
Government and 20% Munich Re.
Munich Re appointed as strategic partner
responsible for the establishment and operation of
Daman.
Specialized in health insurance with no other lines
of business (e.g. life, property, etc.)
3
2006 2007 2008 2009 2010 2011 2012 2013
1,294,000
724,000
433,000
2.5 million
________
Award Winning
Medical Insurer of the Year
2007, 6x in the years 2009 to
2014
Best Employee Benefit
Provider
2012, 2013
Marketing Campaign Award
2013
5. What is wellness?
Wellness means freedom from disease
The quality or state of being in
good health as a holistic pattern
taking into account:
social,
occupational,
spiritual,
intellectual,
emotional, and
physical well-being.
5
6. Why Corporate Health and Wellness programs?
More and more companies in the region are involved in offering some kind of Corporate
Health and Wellness program (CHWP)
HR Managers have a valid reason to invest in a Corporate Health and Wellness
program
Better
performing
employees
Lower
absenteeism
Lower the rate
of growth of
healthcare costs
Improved
wellbeing and
job satisfaction
Increased
retention rates
22. Myth 1: Select any one of these
program to create your CHWP
23. Myth 1
Select any one of these program to create your CHWP
24
Comprehensive solution, not based on one
vendor/provider
MEASURE – GOAL – ACT – MEASURE – GOAL – ACT
Dispensing healthy food during lunch will not
improve everyone’s health
24. Myth 2: CHWP program will reduce my
health insurance spending next year
25. Myth 4
CHWP program will reduce my health insurance spending next year
26
Lower the rate of growth of healthcare costs
Small percentage of health insurance claims
constitute of lifestyle diseases, which can be directly
impacted by CHWP
Screening might increase the cost in first year
27. Myth 3
One CHWP fits all employees
28
It varies from an employee to employee
Age group, Gender, Nationality, Cultural habits
Occupation type has an impact
29. Myth 2
CHWP is one-time initiative
30
It’s a journey
Journey towards healthy aging
Unsuccessful One-time initiatives may discourage
employees to participate in future
31. Myth 5
CHWP targets high- and medium-risk people
32
Risk profile changes over a period of time
High risk will become normal or stay as is
Normal risk may become high or low
Low risk may become normal or high
33. Myth 6
All employees will participate
34
Low participation and dropout level needs to be
managed well
There will be low participation
There will be dropouts from the program
34. Our experience from our pilot programs
We have conducted pilots for CHWP with our employees and selected corporates
Gaining employee participation—a key ingredient to the success of
any wellness program;
Justifying program costs by calculating the return on investment
(ROI);
Helping employees recognize the health issues caused by being
overweight and obese;
Combating the growing health care risk of smoking among today’s
younger workers;
Maintaining program excitement and participation as senior
executives and program administrators create a culture of health
within an organization.
35
35. Conclusion
HR Manager plays an active role in supporting employees in
maintaining and improving their health; and thereby improve
corporate health.
HR Manager need to introduce appropriate Corporate health and
wellness program within their Employee Benefit programs.
Aim must to offer a complete solution to an employee instead of any
one initiative
36
37. Mohit Saini
Acting Director
Product and Business Development
National Health Insurance Company - Daman
P.O. Box 128888, Abu Dhabi, U.A.E.
Direct: +971 2 614 9889
Fax: +971 2 614 9884
Email: mohit.saini@damanhealth.ae
www.damanhealth.ae
Your contact