Boost Employee Well-Being & Productivity with a Wellness Program
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Vidal Healthcare provides integrated employee wellness programs to help maintain health. Their programs include: 1) Healthex, a health risk assessment that provides personalized health plans including comprehensive medical checks. 2) Follow up programs like stress counseling, nutrition counseling, and disease prevention. 3) Creating annual wellness plans including camps, health talks, and fun health events to engage employees in wellness. The goal is to improve employee health, productivity, and reduce absenteeism and costs for organizations.
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Boost Employee Well-Being & Productivity with a Wellness Program
- 2. About us Vidal Healthcare is a Health Management Services Company. We are in the business of leveraging our partnerships with some of best brands in the healthcare space to bring you integrated health management programs. These programs help you maintain and manage your health for the strategic asset that it is. Our Knowledge Partners
- 3. Employee Wellness - Introduction Wellness – What? Wellness – What? A proactive approach to attain optimum health, emotional and social well being. Employee Wellness – Why? Employee Wellness – Why? Employee efficiency affects Organization’s success & fortunes. 3
- 4. Wellness is good for business! 2.5 3.5 Creativity & Creativity & x Profitability Profitability x Innovation Innovation 8x Employee Employee Attrition Attrition 4x Engagement Engagement Source: Global Benchmark Survey, December 2008, by Right Management. This Source: Global Benchmark Survey, December 2008, by Right Management. This covered 28010 employees across 10 sectors (incl. IT //ITES, Finance, Real covered 28010 employees across 10 sectors (incl. IT ITES, Finance, Real Estate). Geographical coverage included India (Indian sample = 2800 employees) Estate). Geographical coverage included India (Indian sample = 2800 employees) 4
- 5. Elements of Employee Wellness Health Risk Assessment Disease Deferment Programs Stress Counseling Health Awareness Nutrition Counseling and Education Disease Management Programs 5
- 6. Wellnessstarts with Health Risk Assessment (HRA) programs Positive HRA scores are correlated with Higher Performance Negative HRA scores are correlated with Higher Absenteeism Source: The vie life/IHPM Health and Unilever’s global wellness program has been in Performance Research Study. Author: Dr Peter existence since 2001. It includes a HRA, CDMPs, Mills, chief medical officer, vie life), 2007 Triage lines, Stress and Nutrition counseling as Annualized STD = average annual days of absenteeism due to health. its main dimensions
- 7. Introducing: Healthex is Vidal’s proprietary Health Risk Assessment Program It embeds a comprehensive health check into a HRA to deliver a Personalized Health Improvement Plan for each employee. The Health Check is itself customized to the risk profile of each employee – we ensure that you do not pay for unnecessary tests. To make sure that the employee is counseled and convinced about the need to manage his health – each Healthex session includes a 20 minute counseling session with a Doctor. This counseling session is aimed at helping the employee adopt his Personalized Health and Wellness Improvement plan. 29 October 2012 7
- 8. Healthex For more than 60 years, Milliman has pioneered strategies, tools and solutions worldwide. Milliman is the leader in providing actuarial consulting services to the health industry. 8
- 9. Comprehensive Health Check up • Basic tests - For all employees • Drill down tests - Specific tests for diabetes, hypertension, etc. if the risk profile warrants such tests. Drill down tests are automatically triggered by the clinical protocol embedded in Healthex. Ensures that you do not pay for unnecessary tests.
- 10. Service Delivery Network • Over 500 locations - 5600 Hospitals • 122 locations with over 930 Diagnostic Centres • 50 Nutritionists & Counsellors. • 30 Wellness Centres • Over 600 Doctors and specialists 29 October 2012 10
- 12. -Employee Engagement Options Fitness Diet Fitness tips and tool. Diet tips. Online “Ask a trainer” facility “Phone a Nutritionist” facility
- 13. - Employee Engagement Options Health Information Health talks Research based articles on Health talks delivered by the portal senior Doctors Lifestyle Management newsletter
- 14. Analytics from Healthex: Case Study Profile: Mid sized software company N = 125 <18 2% 1% 2% 0% 0% LOW BMI 18 – 23 8% 15% 8% 1% 0% IDEAL >23 OVER 8% 35% 14% 6% 1% WEIGHT 18 - 25 26 - 30 31 - 35 36 - 40 41 PLUS AGE Provides justification for wellness spend. Example – in the above; nutrition management programs at the 26 to 30 age group would have maximum impact.
- 15. Analytics from Healthex Profile: Mid sized BPO, Average Age: 31 N = 377 HIGH 30% 25% 18% 5% 3% 2% 0% 12% MEDIUM 46% 56% 49% 56% 80% 60% 48% 57% LOW 23% 20% 33% 37% 16% 37% 2% 32% Risk status % HIGH ASTHMA DIABETES HIGH HEART STROKE CANCER CHOLESTERO RISK RISK BLOOD DISEASE RISK RISK L RISK PRESSURE RISK RISK Disease Conditions
- 16. Follow up programs Stress Counseling Health Awareness Nutrition Counseling and Education Disease Deferment Disease Management Programs
- 17. Follow up programs : Stress Counseling Awareness Creation Stress Assessment Counseling Sessions
- 18. Follow up programs : Nutrition Counseling • 1 to 3 day camps per quarter per corporate • 2 Nutritionists full time on site • Appointment based counseling – Anthormorphic measurements – Diet recall – Personalized diet plans – @Phone – follow up and reminders – Personal follow up sessions
- 19. Creating annual wellness programs 2 3 4 C Nutrition Camp C Stress Mgt Camp. C Quarterly Health Talks 1 Month 1 Month 3 Month 6 Month 9 Month 12 Health events – Quizzes, Treasure Hunts, Bicycle rides, Treks – half day outdoor and indoor 1 events aimed creating a fun element around wellness. The Annual Wellness starts with a Launch Event.
- 20. Expected outcome
Editor's Notes
- Vidal is in the business of Wellness. We are also the holding company of TTK Healthcare TPA which is the second largest TPA in India. TTK HTPA has more than 30 lakh customers and services 2500 corporates in India. Now, Wellness means different things to different people. The way we look at it, its about providing Corporates with access to annual programs which create a high degree of employee engagement and make the pursuit of good health – fun! In order to design these programs we have partnerships with some of the best brands in the business – where we leverage on their clinical knowledge and experience to make sure that any program we bring you is clinically correct and also provides measurable outcomes for you. October 29, 2012
- Why this survey is important is because it provides the justification for companies to invest in Wellness The survey includes 3000 Indian companies and conclusively establishes the rationale for investing in Wellness. October 29, 2012
- Wellness is an annual, ongoing engagement. Like insurance – Wellness programs must be viewed as an ongoing effort. An insurance program impacts only those employees who claim which is typically only 3% of the total population (this is based on analysis of TTK data for the last 10 years). So, while employees view insurance as an entitlement it does not actually impact many of them. Wellness represents a way for the HR to create excite and engagement for all the other 97%. Four components to a wellness program – Assessment / Improvement / Management and Education. Vidal has separate programs for all of them. October 29, 2012
- Why is this graph important. Because it shows a quantitative link between programs which assess the state of health of employees on an ongoing basis and performance of employees on the job. As you can see from the graph – better performance have better health scores. i.e, better performers are healthier also. It just goes to show that if you can improve health, you can improve performance. This is a real life 9 year study done for Unilever. It includes a HRA, CDMPs, Triage lines, Stress and Nutrition counseling as its main dimensions. Similarly the graph on the right shows that people with higher HRA scores were absent more on the job. October 29, 2012
- October 29, 2012
- For each employee – the Healthex flow looks like this. Once your account is operationalized, each employee is sent a e-invite to create his / her profile on the portal. From the portal they would be able to launch and take the Clinical Assessment Program (The CAP). The CAP is a comprehensive questionnaire which profiles the employees health, personal medical history, family history, lifestyle habits such as diet, physical activity, travel etc as well as emotional status and financial satisfaction. It takes about 30 minutes to complete it. Once its completed, we arrange for a comprehensive health checkup. The results are data entered back into the system and the Healthex score and report are generated. This is delivered to the employee via a face to face consultation by the GP and the nutritonist. October 29, 2012
- Drill down tests are automatically triggered by the clinical protocol embedded in Healthex. Using Drill down tests ensures that only necessary tests are carried out – that is to say that the health check is customized to the health profile of every employee.
- Show the standard healthex report at this point and do a walk through of the report. October 29, 2012
- On the portal there are online articles and tips for fitness and diet. In addiiton, an email facility to “ask a trainer” and a “phone a nutritionist facility” can also be set up. October 29, 2012
- October 29, 2012
- As you can see from the graphical representation, the population distribution in the overweight and obese categories of the age group 26- 30 is substantially high. These are the future managers of the company. As mentioned on the slide, -- Nutrition management programme for this age group is likely to provide a high degree of impact on their BMI. These are important steps in the overall health of the Company’s Human Resource and our programme helps attain that.
- Healthex Analytics provide the basis for HR to target wellness spends. For example – in the given case study with ~50% of employees at risk of diabetes – this finding provided a strong basis for the company to implement a targeted Diabetes Disease Deferment Program. Similarly with 80% of employees at risk of heart disease – there was a case to invest in changing the food consumed by the employees. This slide follows from the previous slide on the various analytics that our Healthex product provides to the company HR. If you look at the chart – High Cholesterol Risk : 76% of the population, in the medium and high risk bracket, is in the AT RISK zone of developing cholesterol related issues. Similarly 71% are AT RISK of Asthma, 67% AT RISK of Diabetes, 61% of High Blood Pressure and 84% of Diseases. Some of these risks can be mitigated and some if not mitigated can be deferred---The Healthex helps identify these facts and then there can be tools the Company can use to have a Healthy Work Force. This is possibly the first time that the Work Force health can be measured in terms of numbers and provides and opportunity in front of the management or board to take action for improvement. ALL FOR THE CAUSE OF –HIGHER ENGAGEMENT, HIGHER CREATIVITY, HIGHER PRODUCTIVITY , LOWER ATTRITION AND SUBSEQUENTLY HIGHER PROFITS.
- October 29, 2012
- Awareness Creation Module to help employees and employers understand stress – its symptoms and causes Initial assessment of extent of stress Includes basic medical check up to eliminate any physiological causes (e.g. vitamin or hemoglobin deficiency) Individualized Counseling sessions based on level of stress Standardized format for case records Corporate profiling reports
- AN annual wellness program ensures that there is employee engagement and high activity around wellness all around the year. We can customize programs for you by combing Healthex campaigns, with Health Talks and Nutrition and Stress counseling camps. October 29, 2012