The document discusses Advantage Workplace Wellness (AWW), an innovative digital health and wellness program. AWW promotes wellness in the workplace through technology-integrated programs that foster behavioral changes, measure health outcomes, and reduce costs. AWW's personalized wellness coaching and resources are accessible online 24/7. Evaluation of health metrics shows AWW programs lower medical and absenteeism costs, providing a 30% return on investment. The document advocates for wellness programs as a necessity to contain healthcare expenses and improve productivity.
Using case problems, this webinar will give attendees real-world examples of workplace wellness situations and help attendees learn from those situations so that they can design and implement a compliant wellness program. Through case problems, attendees will review compliance mistakes concerning HIPAA, ACA, GINA, ADA, FLSA, data privacy and tax laws. Participants will learn how to use those laws to build a better workplace wellness program.
Learning Objectives:
* Understand how to apply laws to specific factual situations.
* Identify red flags in certain common workplace wellness practices.
* Learn the basics of HIPAA, ACA, GINA, ADA, FLSA, data privacy and tax laws as those laws relate to workplace wellness programs.
Workplace Wellness And Why It Is Important For Your Organisation, Chandra DalmiaThe HR Observer
Workplace Wellness is a buzzword in the HR community but little is known about its effectiveness and how it can make a difference to your bottom line. This seminar aims to provide a basic understand of the fundamentals of workplace wellness, who can implement it, and the means to support the proposal and implementation of such a concept in any organization. A business case for workplace wellness will be explored and an example will be provided.
This presentation was used at HR Summit and Expo 2013 www.hrsummitexpo.com
FCP Wellness SaaS Action Plan Example 1.0Grace Hsia
The document provides an action plan for Wellness SaaS Startup LLC's first customer program. It summarizes the problem of workplace stress and growing chronic disease burden. It then outlines the startup's proposed digital assessment tool and analyzes the market opportunity for employers/corporate wellness managers. The document recommends Wellness SaaS Startup LLC focus on clinical validation and differentiation to gain market share from more established competitors. It proposes calculating cost savings and lifetime customer value to determine pricing and acquisition costs.
A case study and how to implement a worksite wellness program. Steps and plans to "improve the health of your employees and the health of your bottom line!"
This document summarizes Trustmark's LifeHealth & Wealth employee engagement platform. The platform delivers workplace wellness solutions, benefits, and tools to help employers build a culture centered around employee health and well-being. It discusses how the platform uses health assessments, screenings, coaching, and benefits counseling to motivate employees to improve their health and engage in healthy behaviors through an interactive technology platform and personalized support.
The PHMP provides preventative healthcare services to employees at no additional cost to employers or reductions in employee pay through tax savings. On average, the plan saves employers $200 per employee annually by reducing taxable income. Employees have access to services like health assessments, nutrition counseling, biometric screenings, and preventative procedures and exams without copays. This improves workforce health while helping businesses control healthcare costs and comply with ACA regulations.
The document discusses how the Affordable Care Act amended HIPAA to allow employers to offer premium discounts of up to 30% to employees who participate in wellness programs. It provides an overview of how HIPAA regulates wellness programs and premium discounts. For a program to be HIPAA compliant, it must meet 5 requirements - the reward cannot exceed 30% of the cost of single coverage, it must be reasonably designed to promote health, it must allow yearly opportunities to qualify, and it must offer reasonable alternatives for individuals who cannot meet the standard due to a medical condition. The document also discusses how wellness programs intersect with the ADA and age discrimination laws.
The document discusses Advantage Workplace Wellness (AWW), an innovative digital health and wellness program. AWW promotes wellness in the workplace through technology-integrated programs that foster behavioral changes, measure health outcomes, and reduce costs. AWW's personalized wellness coaching and resources are accessible online 24/7. Evaluation of health metrics shows AWW programs lower medical and absenteeism costs, providing a 30% return on investment. The document advocates for wellness programs as a necessity to contain healthcare expenses and improve productivity.
Using case problems, this webinar will give attendees real-world examples of workplace wellness situations and help attendees learn from those situations so that they can design and implement a compliant wellness program. Through case problems, attendees will review compliance mistakes concerning HIPAA, ACA, GINA, ADA, FLSA, data privacy and tax laws. Participants will learn how to use those laws to build a better workplace wellness program.
Learning Objectives:
* Understand how to apply laws to specific factual situations.
* Identify red flags in certain common workplace wellness practices.
* Learn the basics of HIPAA, ACA, GINA, ADA, FLSA, data privacy and tax laws as those laws relate to workplace wellness programs.
Workplace Wellness And Why It Is Important For Your Organisation, Chandra DalmiaThe HR Observer
Workplace Wellness is a buzzword in the HR community but little is known about its effectiveness and how it can make a difference to your bottom line. This seminar aims to provide a basic understand of the fundamentals of workplace wellness, who can implement it, and the means to support the proposal and implementation of such a concept in any organization. A business case for workplace wellness will be explored and an example will be provided.
This presentation was used at HR Summit and Expo 2013 www.hrsummitexpo.com
FCP Wellness SaaS Action Plan Example 1.0Grace Hsia
The document provides an action plan for Wellness SaaS Startup LLC's first customer program. It summarizes the problem of workplace stress and growing chronic disease burden. It then outlines the startup's proposed digital assessment tool and analyzes the market opportunity for employers/corporate wellness managers. The document recommends Wellness SaaS Startup LLC focus on clinical validation and differentiation to gain market share from more established competitors. It proposes calculating cost savings and lifetime customer value to determine pricing and acquisition costs.
A case study and how to implement a worksite wellness program. Steps and plans to "improve the health of your employees and the health of your bottom line!"
This document summarizes Trustmark's LifeHealth & Wealth employee engagement platform. The platform delivers workplace wellness solutions, benefits, and tools to help employers build a culture centered around employee health and well-being. It discusses how the platform uses health assessments, screenings, coaching, and benefits counseling to motivate employees to improve their health and engage in healthy behaviors through an interactive technology platform and personalized support.
The PHMP provides preventative healthcare services to employees at no additional cost to employers or reductions in employee pay through tax savings. On average, the plan saves employers $200 per employee annually by reducing taxable income. Employees have access to services like health assessments, nutrition counseling, biometric screenings, and preventative procedures and exams without copays. This improves workforce health while helping businesses control healthcare costs and comply with ACA regulations.
The document discusses how the Affordable Care Act amended HIPAA to allow employers to offer premium discounts of up to 30% to employees who participate in wellness programs. It provides an overview of how HIPAA regulates wellness programs and premium discounts. For a program to be HIPAA compliant, it must meet 5 requirements - the reward cannot exceed 30% of the cost of single coverage, it must be reasonably designed to promote health, it must allow yearly opportunities to qualify, and it must offer reasonable alternatives for individuals who cannot meet the standard due to a medical condition. The document also discusses how wellness programs intersect with the ADA and age discrimination laws.
The document summarizes the results of a 2010 survey on workplace wellness benefits. Some key findings include: over 60% of employers plan to increase employee healthcare costs in 2011; over 50% find wellness programs help control insurance costs; and around 70% currently offer or are considering wellness programs primarily to improve employee health and reduce absenteeism/costs. Common wellness offerings include health assessments, weight management, and newsletters. Participation rates remain a challenge, with around 75% of programs engaging 50% or fewer employees.
This document provides an overview of corporate wellness programs. It discusses the purpose of such programs in promoting employee health and productivity. Common types of programs include education, biometric screening, and fitness/nutrition components. Obesity is addressed as an epidemic costing businesses billions in healthcare claims and lost productivity. Studies show corporate wellness programs can generate returns of $3-6 for every dollar spent by improving employee health and reducing absenteeism. The Affordable Care Act increases incentives for participation in wellness programs. Both rewards and penalties are used to motivate employees to participate and meet health targets.
Employee Wellness: Kadalyst Health Partnersvelandt
The document discusses strategies for implementing an effective employee wellness program. It outlines the business case for wellness programs, noting they can reduce costs from chronic diseases linked to lifestyle. Wellness programs have been shown to improve health and produce cost savings. The document provides details on assessing employee needs, setting goals, choosing initiatives, action planning, communication, and evaluation. It emphasizes creating a culture of health through leadership support, environmental changes, and incentives to boost participation and health outcomes. The goal is to embed wellness into the company culture to sustain healthy behaviors long-term.
This document discusses employee wellness programs in India as a strategy to address the growing burden of non-communicable diseases (NCDs). It provides an overview of the NCD burden in India and the rationale for implementing wellness programs in the workplace. The key benefits of workplace wellness programs for both employees and employers are described. A strategic approach and model for developing successful programs that address leadership, culture, people and processes is outlined. The importance of monitoring and evaluation is also emphasized. The document summarizes a joint World Economic Forum and WHO meeting that discussed barriers and opportunities for workplace wellness programs in India.
The document discusses the opportunity and challenges of implementing a structured physician referral program (SPRP) at a fitness facility. A SPRP can connect patients to facilities through physician referrals, but requires qualified staff, health risk assessments, outcome measurements, and tools like prescription pads and education materials. With proper planning and resources, a SPRP can significantly grow membership and revenue for a facility.
Health Contingent Wellness Programs Draft PowerPoint with BH EditsDresden Maddox
The document outlines plans for developing an outcomes-based wellness program at HarbinStrong. It defines outcomes-based programs as incentivizing employees for meeting specific health goals. The purpose is to encourage healthy behaviors and reduce healthcare costs. Methodology discusses researching legislation, other programs, and health benchmarks. Examples show participation rates increased over 95% and insurance claims decreased by 1-3% with incentives for meeting biometric goals. Implementation should consider phasing in requirements and tracking progress.
Corporate Healthcare in India is only about providing an insurance policy but our integrated wellness programs assist corporate to counter employee sickness and subsequent health and financial effects at the nascent stage of the illness. Some of the services that we offer include:
1. Corporate Health Programs that includes stress management, weight management & diseases prevention programs etc.
2. Seminars conducted by eminent doctors/counselors/ consultants
3. Nutrition programs included seminar by nutritionist , naturopaths & dieticians
4. Men’s & Women’s health Seminars
5. Office Ergonomics sessions to help treat employee back & neck related problems
Worksite Wellness Toolkit for Community Based Organizationsbeccapurnell
The Worksite Wellness toolkit was designed to serve as a resource guide for community-based organizations in order to implement worksite wellness activities and programs at little to no cost. Worksite wellness is the promotion of employee health at the worksite.
We at Just for Hearts works for preventive wellness. It is very important for any organization to have healthy employees for better productivity and work performance. Unfortunately there are very few organizations available who provides complete wellness solutions. Just for Hearts is one of them which offer complete wellness solutions under one roof starting from health awareness sessions to various wellness activities by making it available in your company premises. Here are some guidelines to have successful wellness programs based on our experience of 1000 + wellness events at Pan India level till today .
Corporate Wellness Workshops By Wellness AssociatesAnshuSur
Make Wellness a Priority. Wellness Associates offers customized fitness and wellness solutions for corporate, hospitality and commercial real estate. An effective corporate wellness plan result in higher employee performance and production levels.
This document provides an overview and update on the ADA and GINA regulations regarding workplace wellness programs. It discusses key cases like EEOC v. Flambeau that impacted the ADA rules. The final rules from the EEOC place a 30% incentive limit for wellness programs and require protections for collected medical information. GINA allows incentives for a spouse's health information with authorization but prohibits family history inquiries. Employers must comply with both laws which aim to protect employee privacy and prevent discrimination.
Wellness Program (Comprehensive) PowerPoint Presentation 125 slides with 2 d...Andrew Schwartz
PowerPoint Presentation Content Slides Include:
• Learning objectives for this presentation
• Definition/s of wellness
• An alternative definition
• Etymology of wellness (3 points)
• Creating awareness (3 points)
• Costs of health conditions (12 points)
• Work and health (6 points)
• 8 reasons to develop a wellness program
• The benefits of a wellness program (5 slides)
• Health benefits (6 slides)
• Important components for a successful wellness program (4 slides)
• Implementation considerations (10 points)
• Marketing wellness programs (10 slides)
• Tips for ensuring longevity
• Program evaluation
• Surveys and assessments
• Employee interest surveys (5 slides)
• Organizational health surveys (4 slides)
• Health risk assessments (4 slides)
• HIPAA (8 slides)
• GINA (5 points)
• Health education, environmental health, disease and illness prevention (8 points)
• Successful wellness marketing (4 points)
• Healthy workplace behaviors (5 points)
• Wellness programs within small companies (6 slides)
• Actions steps (16 points)
Infographic: Why Design Matters with Corporate Fitness HealthFitness
When done right, a corporate fitness program can solve multiple pain points for both employers and employees.
Here’s insight into how to design an on-site corporate fitness program that brings value to your organization—and to your population.
This document provides information about a company called Healthy Outlook Worldwide that offers comprehensive health and wellness programs tailored for other companies. It states that wellness programs can reduce healthcare costs by 20-55% and increase productivity by up to 52%. The company assesses clients' needs through surveys, health assessments, and biometric testing then designs customized wellness plans. It offers various wellness services and tools to implement plans, and periodically evaluates programs to track their effectiveness and return on investment.
This document provides an overview of the Heal n Cure medical wellness center and its Inspire program. Key points include:
- Heal n Cure offers primary care services through board certified physicians to treat the underlying causes of illness.
- The Inspire program implements recommendations to deliver multi-component wellness care including behavioral changes, medical treatment, education and personalized plans.
- Research shows the Inspire program reduces healthcare costs by decreasing urgent visits and invasive treatments for conditions like obesity, diabetes and heart disease treated through the program.
Leading health plan ignites wellness program engagement HealthFitness
Learn how a leading health plan partnered with HealthFitness to expand its wellness programming, drive engagement, integrate member experience and deliver better data and reporting to employers.
This program is now what we have installed for clients to help take control of their health insurance costs. This program sheds light on the true drivers of health care costs.
This document discusses the return on investment (ROI) of corporate health and wellness programs. It provides an overview of common wellness programs and their average ROI according to various studies. Health risk assessments have the highest ROI at $6.04 for every $1 spent. Other highly effective programs include fitness programs ($4.9 ROI), wellness coaching ($4.5 ROI), and smoking cessation ($3.5 ROI). The document emphasizes that comprehensive, multi-year wellness programs that encourage high employee participation through incentives tend to have the best ROI outcomes.
This document summarizes the services of a company called Employee Health Systems that provides comprehensive health and wellness programs tailored for businesses. Their mission is to teach employees to take ownership of their wellness through a whole-person approach addressing mental, spiritual, emotional and physical wellness. They help companies implement wellness programs through activities like health fairs, fitness centers and incentives that can reduce healthcare costs, absenteeism and increase productivity and engagement.
Unless your health plan has "grandfathered" status, you are already subject to the Affordable Care Act (ACA) requirement that preventive services (as defined on this government website) be included in your plan, and come without any employee deductible, co-pay or co-insurance provisions.
This white paper was written for Meritain Health, an AETNA company. It describes the value of an employee wellness program on an employer's bottom line and provides steps to successfully implementing a wellness program.
The document summarizes the results of a 2010 survey on workplace wellness benefits. Some key findings include: over 60% of employers plan to increase employee healthcare costs in 2011; over 50% find wellness programs help control insurance costs; and around 70% currently offer or are considering wellness programs primarily to improve employee health and reduce absenteeism/costs. Common wellness offerings include health assessments, weight management, and newsletters. Participation rates remain a challenge, with around 75% of programs engaging 50% or fewer employees.
This document provides an overview of corporate wellness programs. It discusses the purpose of such programs in promoting employee health and productivity. Common types of programs include education, biometric screening, and fitness/nutrition components. Obesity is addressed as an epidemic costing businesses billions in healthcare claims and lost productivity. Studies show corporate wellness programs can generate returns of $3-6 for every dollar spent by improving employee health and reducing absenteeism. The Affordable Care Act increases incentives for participation in wellness programs. Both rewards and penalties are used to motivate employees to participate and meet health targets.
Employee Wellness: Kadalyst Health Partnersvelandt
The document discusses strategies for implementing an effective employee wellness program. It outlines the business case for wellness programs, noting they can reduce costs from chronic diseases linked to lifestyle. Wellness programs have been shown to improve health and produce cost savings. The document provides details on assessing employee needs, setting goals, choosing initiatives, action planning, communication, and evaluation. It emphasizes creating a culture of health through leadership support, environmental changes, and incentives to boost participation and health outcomes. The goal is to embed wellness into the company culture to sustain healthy behaviors long-term.
This document discusses employee wellness programs in India as a strategy to address the growing burden of non-communicable diseases (NCDs). It provides an overview of the NCD burden in India and the rationale for implementing wellness programs in the workplace. The key benefits of workplace wellness programs for both employees and employers are described. A strategic approach and model for developing successful programs that address leadership, culture, people and processes is outlined. The importance of monitoring and evaluation is also emphasized. The document summarizes a joint World Economic Forum and WHO meeting that discussed barriers and opportunities for workplace wellness programs in India.
The document discusses the opportunity and challenges of implementing a structured physician referral program (SPRP) at a fitness facility. A SPRP can connect patients to facilities through physician referrals, but requires qualified staff, health risk assessments, outcome measurements, and tools like prescription pads and education materials. With proper planning and resources, a SPRP can significantly grow membership and revenue for a facility.
Health Contingent Wellness Programs Draft PowerPoint with BH EditsDresden Maddox
The document outlines plans for developing an outcomes-based wellness program at HarbinStrong. It defines outcomes-based programs as incentivizing employees for meeting specific health goals. The purpose is to encourage healthy behaviors and reduce healthcare costs. Methodology discusses researching legislation, other programs, and health benchmarks. Examples show participation rates increased over 95% and insurance claims decreased by 1-3% with incentives for meeting biometric goals. Implementation should consider phasing in requirements and tracking progress.
Corporate Healthcare in India is only about providing an insurance policy but our integrated wellness programs assist corporate to counter employee sickness and subsequent health and financial effects at the nascent stage of the illness. Some of the services that we offer include:
1. Corporate Health Programs that includes stress management, weight management & diseases prevention programs etc.
2. Seminars conducted by eminent doctors/counselors/ consultants
3. Nutrition programs included seminar by nutritionist , naturopaths & dieticians
4. Men’s & Women’s health Seminars
5. Office Ergonomics sessions to help treat employee back & neck related problems
Worksite Wellness Toolkit for Community Based Organizationsbeccapurnell
The Worksite Wellness toolkit was designed to serve as a resource guide for community-based organizations in order to implement worksite wellness activities and programs at little to no cost. Worksite wellness is the promotion of employee health at the worksite.
We at Just for Hearts works for preventive wellness. It is very important for any organization to have healthy employees for better productivity and work performance. Unfortunately there are very few organizations available who provides complete wellness solutions. Just for Hearts is one of them which offer complete wellness solutions under one roof starting from health awareness sessions to various wellness activities by making it available in your company premises. Here are some guidelines to have successful wellness programs based on our experience of 1000 + wellness events at Pan India level till today .
Corporate Wellness Workshops By Wellness AssociatesAnshuSur
Make Wellness a Priority. Wellness Associates offers customized fitness and wellness solutions for corporate, hospitality and commercial real estate. An effective corporate wellness plan result in higher employee performance and production levels.
This document provides an overview and update on the ADA and GINA regulations regarding workplace wellness programs. It discusses key cases like EEOC v. Flambeau that impacted the ADA rules. The final rules from the EEOC place a 30% incentive limit for wellness programs and require protections for collected medical information. GINA allows incentives for a spouse's health information with authorization but prohibits family history inquiries. Employers must comply with both laws which aim to protect employee privacy and prevent discrimination.
Wellness Program (Comprehensive) PowerPoint Presentation 125 slides with 2 d...Andrew Schwartz
PowerPoint Presentation Content Slides Include:
• Learning objectives for this presentation
• Definition/s of wellness
• An alternative definition
• Etymology of wellness (3 points)
• Creating awareness (3 points)
• Costs of health conditions (12 points)
• Work and health (6 points)
• 8 reasons to develop a wellness program
• The benefits of a wellness program (5 slides)
• Health benefits (6 slides)
• Important components for a successful wellness program (4 slides)
• Implementation considerations (10 points)
• Marketing wellness programs (10 slides)
• Tips for ensuring longevity
• Program evaluation
• Surveys and assessments
• Employee interest surveys (5 slides)
• Organizational health surveys (4 slides)
• Health risk assessments (4 slides)
• HIPAA (8 slides)
• GINA (5 points)
• Health education, environmental health, disease and illness prevention (8 points)
• Successful wellness marketing (4 points)
• Healthy workplace behaviors (5 points)
• Wellness programs within small companies (6 slides)
• Actions steps (16 points)
Infographic: Why Design Matters with Corporate Fitness HealthFitness
When done right, a corporate fitness program can solve multiple pain points for both employers and employees.
Here’s insight into how to design an on-site corporate fitness program that brings value to your organization—and to your population.
This document provides information about a company called Healthy Outlook Worldwide that offers comprehensive health and wellness programs tailored for other companies. It states that wellness programs can reduce healthcare costs by 20-55% and increase productivity by up to 52%. The company assesses clients' needs through surveys, health assessments, and biometric testing then designs customized wellness plans. It offers various wellness services and tools to implement plans, and periodically evaluates programs to track their effectiveness and return on investment.
This document provides an overview of the Heal n Cure medical wellness center and its Inspire program. Key points include:
- Heal n Cure offers primary care services through board certified physicians to treat the underlying causes of illness.
- The Inspire program implements recommendations to deliver multi-component wellness care including behavioral changes, medical treatment, education and personalized plans.
- Research shows the Inspire program reduces healthcare costs by decreasing urgent visits and invasive treatments for conditions like obesity, diabetes and heart disease treated through the program.
Leading health plan ignites wellness program engagement HealthFitness
Learn how a leading health plan partnered with HealthFitness to expand its wellness programming, drive engagement, integrate member experience and deliver better data and reporting to employers.
This program is now what we have installed for clients to help take control of their health insurance costs. This program sheds light on the true drivers of health care costs.
This document discusses the return on investment (ROI) of corporate health and wellness programs. It provides an overview of common wellness programs and their average ROI according to various studies. Health risk assessments have the highest ROI at $6.04 for every $1 spent. Other highly effective programs include fitness programs ($4.9 ROI), wellness coaching ($4.5 ROI), and smoking cessation ($3.5 ROI). The document emphasizes that comprehensive, multi-year wellness programs that encourage high employee participation through incentives tend to have the best ROI outcomes.
This document summarizes the services of a company called Employee Health Systems that provides comprehensive health and wellness programs tailored for businesses. Their mission is to teach employees to take ownership of their wellness through a whole-person approach addressing mental, spiritual, emotional and physical wellness. They help companies implement wellness programs through activities like health fairs, fitness centers and incentives that can reduce healthcare costs, absenteeism and increase productivity and engagement.
Unless your health plan has "grandfathered" status, you are already subject to the Affordable Care Act (ACA) requirement that preventive services (as defined on this government website) be included in your plan, and come without any employee deductible, co-pay or co-insurance provisions.
This white paper was written for Meritain Health, an AETNA company. It describes the value of an employee wellness program on an employer's bottom line and provides steps to successfully implementing a wellness program.
This study provides definitive proof that Orriant's wellness program produces measurable health and financial results. The program uses a proprietary FIRM model and coaching approach to engage employees and lower healthcare costs with no employer cost. Orriant customizes an incentive and participation strategy for each client to maximize impact while ensuring the program is cost neutral through subsidies from non-participating employees. Wellness coaches guide participants through personalized plans to improve health outcomes and control claims spending.
This document summarizes the results of a study on a unique proven wellness program. The study provides definitive proof that the program leads to improved health outcomes and reduced healthcare costs. The program engages employees and spouses through individual health coaching, biometric screening, and financial incentives for participation. Data shows participation rates and healthcare claims decreased while program costs for employers were neutral.
This document discusses keys to renewing interest in a corporate wellness program that has lost momentum. It identifies improving incentives, sharpening communications, and tailoring the program to the specific employee population as important factors. Improved incentives could include subsidizing more of the program's cost. Clear and consistent messaging through various channels is also important. Understanding employee demographics can help design programming that resonates better, such as including spouses or focusing on team-building activities for certain groups. Maintaining engagement is important to shift more employees to lower health risk levels over time.
Wellness management involves corporate programs that help employees balance work and personal well-being. A wellness program includes activities like fitness programs, health screenings, and education on stress management and smoking cessation. A master's in health and wellness management prepares those who manage workplace wellness programs. Wellness programs benefit employees and employers by improving behaviors, health, productivity, engagement, morale, and attendance while reducing costs and stress. They also attract new talent and improve teamwork. During the pandemic, wellness managers must adapt programs to support remote employees and assess needs to engage all staff.
Employer Advantage provides a turnkey healthcare solution that focuses on engaging primary care physicians to coordinate all healthcare for covered lives. Their healthcare data study utilizes population analysis, actual vs predicted spend analysis, and provider performance rankings to assess opportunities to reduce costs and improve care delivery for employers. The study delivers analysis of medical claims data, presentations of findings, and proposals for addressing identified opportunities. It typically costs between $25,000-$35,000 and is most beneficial for self-insured employers with 1,000+ employees located in a few areas.
Controlling Benefits costs: Employing Contingent Workers, HRM Outsourcing-Based Compensation Systems
NAME OF STUDENT
STUDENT NUMBER
COURSE CODE
COURSE NAME
LEARNING INSTITUTION
Compensation and Strategy: Controlling Benefits Costs
Introduction
According to Pauly, 1997 employers would want to devote much managerial effort to containing premium increases. Yet, many employers clearly have devoted resources to this end over the years, suggesting that they hold a different view. Their perspective (which Pauly terms the “business model”) places emphasis on health benefits as a cost center within each firm to be monitored and aggressively managed. If an employer could cut expenditures for health benefits, or control their rate of increase, and its competitors in the product market could not, it could lower product prices, increasing market share and profits. These gains might be short term in nature if other firms have access to the same cost containment approaches, but nevertheless they may be worth pursuing. Labor market considerations are seen as important constraints on employer cost containment efforts, but the goal of cost control is paramount.
Pauly, 1997 continues that ‘local health benefits managers may wish to manage health benefits to make them more attractive to potential employees, or to reduce costs, but they are severely constrained in doing so.
A good compensation scheme when used as a strategy by an organization aims to give rewards for the right employee behaviour. When employee achievements of the desired results are rewarded it becomes a motivator and this enhances effectiveness thereby increasing success possibilities. Compensation scheme can also be used to reinforce a desired organization culture and the compensation policy must replicate strategic business objectives. Organizations may use both financial and non financial rewards in their scheme. One such benefit is employee health insurance and when strategically used it has the ability to assist the employer and employee in various ways. However the provision of medical insurance is costly and organizations have to constantly look for ways to contain the spiralling health insurance costs to remain competitive in the industry. Most organizations seek to maximise the profitability and revenues and to have a good profit margin they must be able to constantly make cost savings.
Discuss how health insurance benefits might impact the organization’s overall strategic goal-setting process.
Quality manpower is an important asset for any organization .The provision of health insurance has great impact on organization’s overall goal setting process. Once an organization has attracted quality employs into its workforce it is important that it continues to provide quality health insurance so that the existing employees are not attracted to what is on offer by the competitors. Therefore the company is able to retain its valued manpower.
Increased productivity and reduced absent.
Cost Reduction Without Employer Investment 2010RobertTwaddell
The document summarizes a grant program to help organizations implement employee wellness programs. It discusses assessing employee health risks, providing health coaching and workshops, measuring biometrics, and creating wellness plans to reduce costs from risks like stress, smoking, and obesity. The grant provides no-cost resources to employers to improve workforce health and productivity through a holistic wellness approach.
What effects are wellness programs having on the workforce and healthcare in general? With 76% of employers offering some form of wellness program, resource, or service to employees last year, how much has this changed over the years, and what has worked?
The latest infographic from the Healthcare Trends Institute demonstrates the effects of wellness programs, the most popular incentive-based health improvement programs, the importance of proper design in wellness, and future improvements that employers can expect in coming years.
How taking a proactive approach to company wellness benefits an employer's bottom line without shifting the burden to employees. Visit CarolinasHealthCare.org/EmployerSolutions to learn more about how Carolinas HealthCare System HEALTHWORKS can help develop a custom program to improve the health of your employees while reducing costs.
The document summarizes a grant program to help organizations implement wellness programs for employees. It discusses assessing health risks, providing wellness workshops and coaching, and measuring outcomes to improve employee health and reduce costs. The grant provides these services at no cost to employers to help them design effective wellness benefit plans.
Rogers Succeeding in Workplace Wellness Feb2011allansmofsky
This document provides a step-by-step strategy for succeeding in workplace wellness programs. It discusses:
1) Understanding the key health issues within an organization using existing employee data.
2) Developing a meaningful business case by linking health data to engagement, performance metrics, and organizational objectives.
3) Leveraging existing wellness resources through strategic linking of tools like health screenings and health coaching.
4) Gaining employee buy-in through personalized programs and multiple communication channels.
Biometric health screenings are showing up more and more in company wellness programs. If well planned, they can turbocharge a health promotion. But if they aren't administered carefully, they can also lead to problems. Here are some guidelines to help you take advantage of the benefits while avoiding the pitfalls of biometric screenings.
Worksite Wellness: Small Steps to Healthier Employeesszapp
Many chronic health problems are caused by unhealthy, modifiable risk factors. Learn the importance of a health lifestyle and how implement a healthy behavior change program within your workplace.
Best Practice: Workplace Wellness that works, Transamerica Center of Health S...Aegon
Nine key steps for a successful workplace wellness program to help employees stay healthy and productive, while simultaneously reducing health care costs.
The proposed budget summary outlines costs for implementing a Total Rewards Program at Aon Hewitt, including salaries, benefits, contract services, supplies, and evaluation costs totaling $720,000 over 3 years. Key items include hiring two wellness coaches at $50,000 each per year, and covering employee benefits for 5002 employees at $7.99 per employee annually. The budget is proposed to start on August 1, 2014 and aims to care for employees' whole being through various benefits and training programs.
This document will explain how a comprehensive wellness program works and how much money you should budget in order to have one. If you are ready to kick start health in your organization this is the right place to start.
- Employers widely use incentives to encourage participation in wellness programs like health risk questionnaires and biometric screenings, with 84% and 64% offering incentives respectively. 51% offer incentives for participation in health improvement programs.
- There is conflict over programs that tie rewards or penalties to health standards and outcomes that affect insurance premiums or costs.
- Participation-based programs with incentives should be voluntary and not mandatory to avoid potential health disparities, as requiring participation could create barriers to affordable health care for some employees.
Proactive Health Management Plan - Employer OverviewSheldon Lee
The Proactive Health Managment Plan (PHMP) is recognized as one of the most dynamic healthcare cost savings programs in the USA because of its proven and patented resources for helping employees get healthier and be proactive with their health and healthcare. The results for both employers and employees is both immediate and long-term.
Similar to 10 Areas of Opportunity to Create a Health and Well-Being Program for Employees (20)
17 Performance Review Templates to Motivate Employees Quantum Workplace
This document provides summaries of 17 different performance review templates. The templates vary in their structure from being one page to being narrative style. Some key templates mentioned include a self-assessment template, numeric scale template, 360 degree/peer review template, and a template focused on goals, obstacles, opportunities and decisions. The summaries highlight the pros and cons of each template's approach.
17 Performance Review Templates to Motivate EmployeesQuantum Workplace
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Employee Turnover Predictors | Win the War for TalentQuantum Workplace
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[To download this presentation, visit:
https://www.oeconsulting.com.sg/training-presentations]
This presentation is a curated compilation of PowerPoint diagrams and templates designed to illustrate 20 different digital transformation frameworks and models. These frameworks are based on recent industry trends and best practices, ensuring that the content remains relevant and up-to-date.
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These materials are perfect for enhancing your business or classroom presentations, offering visual aids to supplement your insights. Please note that while comprehensive, these slides are intended as supplementary resources and may not be complete for standalone instructional purposes.
Frameworks/Models included:
Microsoft’s Digital Transformation Framework
McKinsey’s Ten Guiding Principles of Digital Transformation
Forrester’s Digital Transformation Framework
IDC’s Digital Transformation MaturityScape
MIT’s Digital Transformation Framework
Gartner’s Digital Transformation Framework
Accenture’s Digital Strategy & Enterprise Frameworks
Deloitte’s Digital Industrial Transformation Framework
Capgemini’s Digital Transformation Framework
PwC’s Digital Transformation Framework
Cisco’s Digital Transformation Framework
Cognizant’s Digital Transformation Framework
DXC Technology’s Digital Transformation Framework
The BCG Strategy Palette
McKinsey’s Digital Transformation Framework
Digital Transformation Compass
Four Levels of Digital Maturity
Design Thinking Framework
Business Model Canvas
Customer Journey Map
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https://www.productmanagementtoday.com/frs/26903918/understanding-user-needs-and-satisfying-them
We know we want to create products which our customers find to be valuable. Whether we label it as customer-centric or product-led depends on how long we've been doing product management. There are three challenges we face when doing this. The obvious challenge is figuring out what our users need; the non-obvious challenges are in creating a shared understanding of those needs and in sensing if what we're doing is meeting those needs.
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[To download this presentation, visit:
https://www.oeconsulting.com.sg/training-presentations]
This PowerPoint compilation offers a comprehensive overview of 20 leading innovation management frameworks and methodologies, selected for their broad applicability across various industries and organizational contexts. These frameworks are valuable resources for a wide range of users, including business professionals, educators, and consultants.
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This compilation is ideal for anyone looking to enhance their understanding of innovation management and drive meaningful change within their organization. Whether you aim to improve product development processes, enhance customer experiences, or drive digital transformation, these frameworks offer valuable insights and tools to help you achieve your goals.
INCLUDED FRAMEWORKS/MODELS:
1. Stanford’s Design Thinking
2. IDEO’s Human-Centered Design
3. Strategyzer’s Business Model Innovation
4. Lean Startup Methodology
5. Agile Innovation Framework
6. Doblin’s Ten Types of Innovation
7. McKinsey’s Three Horizons of Growth
8. Customer Journey Map
9. Christensen’s Disruptive Innovation Theory
10. Blue Ocean Strategy
11. Strategyn’s Jobs-To-Be-Done (JTBD) Framework with Job Map
12. Design Sprint Framework
13. The Double Diamond
14. Lean Six Sigma DMAIC
15. TRIZ Problem-Solving Framework
16. Edward de Bono’s Six Thinking Hats
17. Stage-Gate Model
18. Toyota’s Six Steps of Kaizen
19. Microsoft’s Digital Transformation Framework
20. Design for Six Sigma (DFSS)
To download this presentation, visit:
https://www.oeconsulting.com.sg/training-presentations
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Introduction
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Introduction
Have you ever dreamed of turning your innovative idea into a thriving business? Starting a company involves numerous steps and decisions, but don't worry—we're here to help. Whether you're exploring how to start a startup company or wondering how to start up a small business, this guide will walk you through the process, step by step.
HOW TO START UP A COMPANY A STEP-BY-STEP GUIDE.pdf
10 Areas of Opportunity to Create a Health and Well-Being Program for Employees
1. 10AREAS OF
OPPORTUNITY
To create an engaging health and well-being program employees appreciate,
employers need to make sure that the benefits they offer align with what
employees want.
Based on the research in the report, the next section targets 10 areas of
opportunity for your organization to improve its benefit offerings and increase
employee engagement
2. Standard-of-Living Raises
Standard-of-living raises, also known as cost-of-living adjustments (COLAs), reside on the
premise that as the cost of goods and services increases, employees’ pay increases as
well. Unlike merit- or performance-based raises, standard-of-living raises are meant to
compensate employees for increased living costs due to inflation. Standard-of-living
raises is an opportunity for employers because:
31.4%
of employers provide
standards-of-living
raises
70.5%
of employees want
standards-of-living
raises
Employees are 14.8% more engaged when
provided standard-of-living raises.
3. Time off to Recharge
Time off to recharge gives employees the freedom to step away from work when necessary. It
differs from paid time off, which traditionally includes a set number of days granted to all
employees. Instead, time off to recharge relies on employees’ and their managers’ discretion
and is normally used when employees are experiencing high levels of stress or burnout.Time off
to recharge is an opportunity for employers because:
45.3%
of employers provide
time off to recharge
76.5%
of employees want
time off to recharge
Employees are 13.8% more engaged when
provided time off to recharge.
4. Stress-Relief Breaks
Stress-relief breaks are short periods of time throughout the day where employees are
able to completely step away from their work.These breaks, such as naps or massages,
allow employees to refresh, reset, and stay engaged in their work. Stress-relief breaks
are an opportunity for employers because:
28.4%
of employers provide
stress-relief breaks
71.1%
of employees want
stress-relief breaks
Employees are 13.8% more engaged when
provided stress-relief breaks.
5. Healthy Cafeteria/Vending Options
Healthy cafeteria/vending options give employees more access to healthy food at work.
Instead of having to plan and prepare healthy meals or snacks at home, this benefit
gives employees access to the food they want. Healthy cafeteria/vending options is an
opportunity for employers because:
45.6%
of employers provide
healthy
cafeteria/vending
options
73.7%
of employees want
healthy
cafeteria/vending
options
Employees are 9.8% more engaged when provided
stress-relief breaks.
6. Onsite Nutritionist
An onsite nutritionist can consult with individuals or groups of employees right in
the office. Unlike general information or making healthy food choices, an onsite
nutritionist is able to give employees information and recommendations based on
their unique lifestyles and goals. An onsite nutritionist is an opportunity for
employers because:
12.3%
of employers provide
an onsite nutritionist
44.6%
of employees want an
onsite nutritionist
Employees are 5.1% more engaged when provided
an onsite nutritionist.
7. Onsite Fitness Center
An onsite fitness center gives employees the ability to work out at the office. Its
convenient location eliminates time wasted traveling to and from the fitness center,
allowing employees to easily exercise before work, after work, or during lunch. (Not to
mention the money they’ll save on membership fees.) An onsite fitness center is an
opportunity for employers because:
35.1%
of employers provide
an onsite fitness center
50.5%
of employees want an
onsite fitness center
Employees are 5.1% more engaged when provided
time off to recharge.
8. Time for Healthy Activities at Work
Time for healthy activities at work gives employees the opportunity to boost their level
of physical fitness in short bursts throughout the workday. Health activities can include
walks, yoga, or short individual challenges, like planks, push ups, or wall squats.Time for
healthy activities at work is an opportunity for employers because:
23.2%
of employers provide
time for healthy
activities at work
49.8%
of employees want
time for healthy
activities at work
Employees are 18.1% more engaged when
provided time for healthy activities at work.
9. Onsite Medical
Onsite medical gives employees the ability to see the doctor at the office. Its convenient
location and maximum number of patients limits the amount of work employees will
miss for doctor appointments (think commuting to and from hospital, sitting in the
waiting room, etc.). Onsite medical is an opportunity for employers because:
21.7%
of employers provide
onsite medical
27.9%
of employees want
onsite medical
Employees are 1.6% more engaged when provided
onsite medical.
10. Flexible Hours
While more commonly utilized by employees who don’t have to be available to customers
during business hours, flexible hours give employees the freedom to manager their time
in a way that works best for them.When employees’ work and personal lives conflict, this
benefit allows them to arrange their schedule in order to make personal commitments,
while still putting in a full work week. Flexible hours are an opportunity for employers
because:
45.8%
of employers provide
flexible hours
74.3%
of employees want
flexible hours
Employees are 18.0% more engaged when
provided an onsite nutritionist.
11. Work from Home/Work Remotely
This benefit gives employees the opportunity to work outside the office when necessary
or on a full-time basis. Instead of requiring all employees to work from a corporate office,
organizations provide their employees with the equipment and resources they need to
work from their house or a remote location.Work from home/work remotely is an
opportunity for employers because:
32.1%
of employers provide
to work from
home/work remotely
70.9%
of employees want to
work from home/work
remotely
Employees are 14.0% more engaged when provided the
opportunity to work from home/work remotely.
12. BONUS! Communication of Benefits
Just because an organization offers health and well-being benefits doesn’t mean
employees will be more engaged. Clearly communicating what benefits are available to
employees – and the value of those benefits – is just as important as the benefits
program itself in regards to employee engagement. Clear communication of benefits is
an opportunity for employers because:
Employees are 20.0% more engaged when
provided communication about benefits.
13. Analyzing Benefits and Engagement:
Making the Link in your Organization
Compare your year-over-year results: Use your annual employee engagement
survey to determine if your benefits initiative is headed in the right direction.
Compare prior year’s results to results you collect after you’ve announced the new
benefits program. Ideally, you’ll see favorability of benefits increase and
uncertainty decrease.
1.
2.
Add custom items to your standard employee engagement survey: Dig deeper
into your employees’ perceptions of the benefits they’re provided. On your annual
survey, ask open-ended and scaled questions to see if your program is working
long-term to increase employee health, productivity, and engagement.
14. Analyzing Benefits and Engagement:
Making the Link in your Organization - Continued
Create advanced reports with custom demographics: Create custom
demographics (based on participation in specific health and well-being benefits)
on your annual employee survey, so you can see how your benefits are impacting
employee engagement. (For example: Are employees who utilize your benefits
package more engaged? Do employees who take stress-relief breaks feel less
stressed? Are employees who utilize flexibility more likely to stay at your
organization?
4.
Administer pulse surveys: Chances are, your new benefits program is going to
need some tweaking. Include questions about your program on regular pulse
surveys to find out what employees like and don’t like, what’s working and what
isn’t, and how you can improve the program to fit their needs.
3.