Efx Fitness provides corporate health programs to boost employee well-being and productivity. Their services include annual health programs tailored to each company's goals, health seminars on various topics, assistance setting up corporate gyms, and health checks. They also provide educational booklets and posters. Efx Fitness works closely with companies to understand their needs and culture in order to develop a customized program through multiple stages including assessment, planning, implementation and evaluation.
Efx Fitness is a company that offers corporate health programs and services to organizations. They understand that every company has unique needs and employees. Their services include designing on-site gyms, managing gyms, implementing health programs, health assessments, and challenges like step tracking to motivate employees. Efx Fitness works closely with organizations throughout the entire process from initial needs analysis to ongoing program refinement.
Massage therapy and yoga classes offered at work can help reduce staff stress and tension, improving both physical and mental well-being. This in turn leads to benefits like increased productivity, better decision making, and decreased sickness absence. Regular fitness sessions and health assessments are also effective at optimizing employee performance and helping companies realize returns through reduced costs.
Kaizen refers to continuous improvement involving all employees. It focuses on improving all business functions through small, ongoing changes rather than large, innovative changes. The Kaizen process involves standardizing operations, measuring performance, identifying areas for improvement, innovating new standards, and repeating the cycle continuously. It relies on teamwork, personal discipline, improved morale, quality circles, and suggestions for improvement from all levels of the organization. Management maintains current standards through policies and discipline while also aiming to improve standards through Kaizen's small, continuous efforts.
Kaizen is a Japanese philosophy of continuous improvement involving all employees. It focuses on improving all functions and processes through small, incremental changes. The key elements of Kaizen include teamwork, personal discipline, improved morale, quality circles, and suggestions for improvement. The Kaizen cycle involves standardizing operations, measuring performance, identifying opportunities for innovation, implementing changes, and continually repeating the cycle. Management supports Kaizen through both maintenance of current standards and enabling continuous improvement through revision and establishing of higher standards.
The document outlines Highland Council's stress management policy and process called Work Positive. It identifies stress in the workplace as an issue based on employee surveys and increasing insurance costs. The policy was created to meet UK health and safety standards.
The 5 step Work Positive process includes: 1) securing management commitment, 2) reviewing performance indicators, 3) identifying stress risks via questionnaires, 4) prioritizing risks and creating action plans, and 5) measuring success and ongoing monitoring.
A pilot of the process in 3 Highland services identified that focus groups require training, questionnaires need clarification, and line manager support is important. Ongoing commitment to implementing action plans is critical to success.
The document discusses the 5S methodology for organizing and standardizing the workplace. It describes the 5S steps of seiri (sort), seiton (set in order), seiso (sweep), seiketsu (standardize), and shitsuke (sustain). Implementing 5S creates a clean, organized workplace that improves efficiency, safety, and employee ownership. Proper communication, training, and management support are needed to successfully adopt the 5S system in an organization.
Total quality management aims to radically transform organizations through progressive changes in attitudes, practices, structures, and systems. It involves commitment from top executives and realizing that transformation requires fundamental changes by everyone. Key aspects include building quality from the beginning, understanding customer needs, instituting leadership over supervision, eliminating barriers between people and departments, and providing training and performance measures to guide self-improvement. Total employee involvement is a system that lets employees directly participate in organizational success by taking on responsibilities and using their abilities to solve problems and continuously improve through motivation, teamwork, training, recognition, empowerment, and other strategies.
Brian Walman has over 10 years of experience in corporate health and safety management. He is currently the Corporate Health and Safety Manager at Pure Technologies Ltd, where he oversees health and safety programs for over 650 employees. Previously, he held health and safety leadership roles at Enform and Bell Canada. Walman has a Certificate in Occupational Health and Safety from the University of Alberta and a Certificate in Emergency Management from the University of Calgary.
Efx Fitness is a company that offers corporate health programs and services to organizations. They understand that every company has unique needs and employees. Their services include designing on-site gyms, managing gyms, implementing health programs, health assessments, and challenges like step tracking to motivate employees. Efx Fitness works closely with organizations throughout the entire process from initial needs analysis to ongoing program refinement.
Massage therapy and yoga classes offered at work can help reduce staff stress and tension, improving both physical and mental well-being. This in turn leads to benefits like increased productivity, better decision making, and decreased sickness absence. Regular fitness sessions and health assessments are also effective at optimizing employee performance and helping companies realize returns through reduced costs.
Kaizen refers to continuous improvement involving all employees. It focuses on improving all business functions through small, ongoing changes rather than large, innovative changes. The Kaizen process involves standardizing operations, measuring performance, identifying areas for improvement, innovating new standards, and repeating the cycle continuously. It relies on teamwork, personal discipline, improved morale, quality circles, and suggestions for improvement from all levels of the organization. Management maintains current standards through policies and discipline while also aiming to improve standards through Kaizen's small, continuous efforts.
Kaizen is a Japanese philosophy of continuous improvement involving all employees. It focuses on improving all functions and processes through small, incremental changes. The key elements of Kaizen include teamwork, personal discipline, improved morale, quality circles, and suggestions for improvement. The Kaizen cycle involves standardizing operations, measuring performance, identifying opportunities for innovation, implementing changes, and continually repeating the cycle. Management supports Kaizen through both maintenance of current standards and enabling continuous improvement through revision and establishing of higher standards.
The document outlines Highland Council's stress management policy and process called Work Positive. It identifies stress in the workplace as an issue based on employee surveys and increasing insurance costs. The policy was created to meet UK health and safety standards.
The 5 step Work Positive process includes: 1) securing management commitment, 2) reviewing performance indicators, 3) identifying stress risks via questionnaires, 4) prioritizing risks and creating action plans, and 5) measuring success and ongoing monitoring.
A pilot of the process in 3 Highland services identified that focus groups require training, questionnaires need clarification, and line manager support is important. Ongoing commitment to implementing action plans is critical to success.
The document discusses the 5S methodology for organizing and standardizing the workplace. It describes the 5S steps of seiri (sort), seiton (set in order), seiso (sweep), seiketsu (standardize), and shitsuke (sustain). Implementing 5S creates a clean, organized workplace that improves efficiency, safety, and employee ownership. Proper communication, training, and management support are needed to successfully adopt the 5S system in an organization.
Total quality management aims to radically transform organizations through progressive changes in attitudes, practices, structures, and systems. It involves commitment from top executives and realizing that transformation requires fundamental changes by everyone. Key aspects include building quality from the beginning, understanding customer needs, instituting leadership over supervision, eliminating barriers between people and departments, and providing training and performance measures to guide self-improvement. Total employee involvement is a system that lets employees directly participate in organizational success by taking on responsibilities and using their abilities to solve problems and continuously improve through motivation, teamwork, training, recognition, empowerment, and other strategies.
Brian Walman has over 10 years of experience in corporate health and safety management. He is currently the Corporate Health and Safety Manager at Pure Technologies Ltd, where he oversees health and safety programs for over 650 employees. Previously, he held health and safety leadership roles at Enform and Bell Canada. Walman has a Certificate in Occupational Health and Safety from the University of Alberta and a Certificate in Emergency Management from the University of Calgary.
This document contains a summary of an individual's professional experience, qualifications, and expertise. It includes over 24 years of experience in manufacturing, quality, maintenance, sourcing, TPM, Six Sigma, EHS and HR. They have worked for several multinational companies in leadership roles with a focus on production, quality, engineering, procurement, safety, health and environment. They possess strong problem solving, analytical, and organizational skills and have expertise in areas like production planning, quality control, process improvement, cost reduction, and statutory compliance.
Todd C. Geer is a quality manager and manufacturing leader with 24 years of experience in foundries and heavy industry. He has extensive experience supervising teams, ensuring quality standards are met, and leading continuous improvement initiatives in safety, productivity, and efficiency. Geer has received training in Lean Manufacturing, ISO 9001, and safety programs. He is skilled in computer programs, heavy equipment operation, and effective leadership development.
The document discusses principles of total quality management including Juran's Trilogy, quality planning, quality control, quality improvement, the PDSA cycle, and 5S methodology. Juran's Trilogy divides quality management into three processes: quality planning, quality control, and quality improvement. The PDSA cycle, also known as Deming's wheel, consists of four phases used for continuous process improvement. 5S methodology involves five Japanese words translated as Sort, Set in Order, Shine, Standardize, and Sustain, which are used to create a neat, clean, and efficient workplace.
Kaizen refers to continuous improvement of processes through small, incremental changes. It comes from Japanese words meaning "improvement" and "change for the better." There are two main approaches: flow kaizen evaluates entire value streams, while process kaizen focuses workers on small daily improvements. Kaizen aims to enhance quality, reduce costs and delivery times, and improve management, safety, and other areas. It is implemented through discovering improvement opportunities, analyzing current methods, generating new ideas in teams, developing and implementing plans, then evaluating and standardizing changes. The benefits of kaizen include improved productivity, quality, safety, lower costs, and higher customer satisfaction through these continuous small improvements.
Health and Safety Management System at Noyan Lankan Pvt. Ltd. Of Mas Holdings Tharushika Ruwangi
Noyon Lanka has established a health and safety vision and management system to become the safest workplace in Sri Lanka. They use Hoshin Kanri strategy to align the organization towards this objective. Their management system includes risk assessments, health programs, training, operational controls, emergency response, and performance measurement. Health programs and training help optimize employee health and safety. Operational controls and emergency response ensure work is done safely and the company is prepared for potential incidents. Regular assessments and a review of achievements and recommendations help drive continuous improvement.
This document discusses methods for continual quality improvement including Six Sigma, Lean, and Lean Six Sigma. It emphasizes that management should play a role by establishing an organization-wide quality council, providing support, and scheduling progress reviews. Customers' needs are always changing, so improvement must be continual rather than a one-time effort. The 5S method is introduced as a productivity technique involving sorting, systematic arrangement, shining, standardizing, and sustaining the workspace. Finally, the document outlines a structure for quality improvement including establishing a quality council and developing responsibilities.
Cost of Poor Employee Health: Measuring and Recovering Productivity in the Wo...HealthFitness
Employers give keen attention to their health claims costs as a measure of employee health. But the hidden costs of lost productivity are harder to calculate.
Here, HealthFitness’ Chief Medical and Wellness Officer Dennis Richling, M.D., and Debra Lerner, M.S., Ph.D., professor of medicine and psychiatry and senior research scientist at the Institute for Clinical Research and Health Policy Studies at Tufts Medical Center and the Tufts University School of Medicine, discuss a comprehensive approach to address productivity—and recover some of its costs—as part of a larger strategy for population health management.
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.
Fitness Together Corporate Wellness Program Introduction 2011 Linkedin.Pptjpslain
Fitness Together is a 23-year old fitness franchise that provides corporate wellness solutions tailored for executives and employees. Their key executive fitness plan provides private training in well-appointed rooms at corporate headquarters. They also offer "Lunch and Learn" presentations on various health and fitness topics led by experienced trainers. Fitness Together has over 325 studios worldwide and experience training employees of many well-known companies in Ohio.
We're all about sharing the programming love for corporate fitness centers. If you're looking for ways to help your employees move more, grab this slide share, and start planning your next great corporate fitness program.
The Final Rep Fitness, Inc - Reduce your healthcare expense and improve employee productivity with corporate, one-on-one fitness coaching. WELCOME Member.
True Health Fitness Power Point Presentationjtardiff
True Health Fitness Center aims to provide exceptional healthy living options at competitive prices through their marketing plan. Their goals are to provide effective training opportunities and reduce obesity progression. Their strengths include an all-inclusive 24/7 fitness facility, but weaknesses include limited specialized services. Objectives are to target local businesses and corporations to increase annual sales 10% and market saturation quarterly. They will segment markets into corporate wellness programs and individual customers of all ages and interests. Their marketing mix will include equipment, classes, and services. Implementation includes hiring consultants and establishing corporate contracts while evaluating through surveys, audits, and goal achievement.
The document proposes a wellness analytics service to help clients track, measure, and manage workplace wellness programs. It would analyze internal employee wellness data from devices and apps, as well as external data from wellness providers. This would enable better decision-making and returns on wellness investments. Deloitte is well-positioned to deliver the service using its expertise in technology, analytics, and human capital. The proposal estimates $11.7 million in revenue over three years by capturing 1% of the growing Canadian wellness market.
Linda John-Breeden is a senior healthcare IT consultant with over 25 years of experience implementing and supporting various EMR systems such as Meditech and Epic. She has extensive expertise in physician documentation, order management, and clinical workflows. Currently she works as an application manager and senior consultant, providing best practices guidance and physician training for Meditech implementations.
The document reviews workforce health indices and how organizations can measure and improve workforce wellness. It discusses qualitative and quantitative workforce wellness indices that assess adoption of best practices and align employee health risks with organizational outcomes. Examples of qualitative assessment tools and a sample quantitative index are provided. The document also describes studies conducted using workforce health indices at Novartis and PepsiCo that related modifiable health risks to medical costs, productivity, and other measures.
The document provides a roadmap for employers to improve employee health and organizational productivity through a three-phase process. It outlines seven key elements for building a healthier workforce including developing an organizational vision for health, securing senior management commitment, addressing workplace policies, employing program evaluations using metrics, setting health goals, creating a value-based health plan, and integrating patient-centered medical homes. Each element includes principles, examples, and citations for additional resources. The roadmap is intended to help organizations progress from basic health programs in Phase 1 to a fully integrated employee health strategy in Phase 3.
The document provides a roadmap for employers to improve employee health and organizational productivity through a three-phase process. It outlines seven key elements for developing a comprehensive health strategy including establishing an organizational health vision, securing management commitment, addressing workplace policies, using health metrics, setting health goals, implementing value-based insurance, and integrating medical homes. The roadmap is intended to guide employers from basic health programs in Phase 1 to a fully integrated health management strategy in Phase 3.
How to improve PERFORMANCE in the work environment. Hussein Ismail
This document discusses methods for improving employee performance. It recommends first setting performance measurements to establish a baseline. Then conducting an employee survey to identify productivity roadblocks. Based on the survey, appropriate techniques should be chosen to boost performance, whether improving the work environment or empowering employees. Finally, performance should be monitored and re-measured to evaluate the effectiveness of changes made and make further adjustments. The goal is to continually enhance productivity through an ongoing cycle of assessment, intervention, and review.
This document contains a summary of an individual's professional experience, qualifications, and expertise. It includes over 24 years of experience in manufacturing, quality, maintenance, sourcing, TPM, Six Sigma, EHS and HR. They have worked for several multinational companies in leadership roles with a focus on production, quality, engineering, procurement, safety, health and environment. They possess strong problem solving, analytical, and organizational skills and have expertise in areas like production planning, quality control, process improvement, cost reduction, and statutory compliance.
Todd C. Geer is a quality manager and manufacturing leader with 24 years of experience in foundries and heavy industry. He has extensive experience supervising teams, ensuring quality standards are met, and leading continuous improvement initiatives in safety, productivity, and efficiency. Geer has received training in Lean Manufacturing, ISO 9001, and safety programs. He is skilled in computer programs, heavy equipment operation, and effective leadership development.
The document discusses principles of total quality management including Juran's Trilogy, quality planning, quality control, quality improvement, the PDSA cycle, and 5S methodology. Juran's Trilogy divides quality management into three processes: quality planning, quality control, and quality improvement. The PDSA cycle, also known as Deming's wheel, consists of four phases used for continuous process improvement. 5S methodology involves five Japanese words translated as Sort, Set in Order, Shine, Standardize, and Sustain, which are used to create a neat, clean, and efficient workplace.
Kaizen refers to continuous improvement of processes through small, incremental changes. It comes from Japanese words meaning "improvement" and "change for the better." There are two main approaches: flow kaizen evaluates entire value streams, while process kaizen focuses workers on small daily improvements. Kaizen aims to enhance quality, reduce costs and delivery times, and improve management, safety, and other areas. It is implemented through discovering improvement opportunities, analyzing current methods, generating new ideas in teams, developing and implementing plans, then evaluating and standardizing changes. The benefits of kaizen include improved productivity, quality, safety, lower costs, and higher customer satisfaction through these continuous small improvements.
Health and Safety Management System at Noyan Lankan Pvt. Ltd. Of Mas Holdings Tharushika Ruwangi
Noyon Lanka has established a health and safety vision and management system to become the safest workplace in Sri Lanka. They use Hoshin Kanri strategy to align the organization towards this objective. Their management system includes risk assessments, health programs, training, operational controls, emergency response, and performance measurement. Health programs and training help optimize employee health and safety. Operational controls and emergency response ensure work is done safely and the company is prepared for potential incidents. Regular assessments and a review of achievements and recommendations help drive continuous improvement.
This document discusses methods for continual quality improvement including Six Sigma, Lean, and Lean Six Sigma. It emphasizes that management should play a role by establishing an organization-wide quality council, providing support, and scheduling progress reviews. Customers' needs are always changing, so improvement must be continual rather than a one-time effort. The 5S method is introduced as a productivity technique involving sorting, systematic arrangement, shining, standardizing, and sustaining the workspace. Finally, the document outlines a structure for quality improvement including establishing a quality council and developing responsibilities.
Cost of Poor Employee Health: Measuring and Recovering Productivity in the Wo...HealthFitness
Employers give keen attention to their health claims costs as a measure of employee health. But the hidden costs of lost productivity are harder to calculate.
Here, HealthFitness’ Chief Medical and Wellness Officer Dennis Richling, M.D., and Debra Lerner, M.S., Ph.D., professor of medicine and psychiatry and senior research scientist at the Institute for Clinical Research and Health Policy Studies at Tufts Medical Center and the Tufts University School of Medicine, discuss a comprehensive approach to address productivity—and recover some of its costs—as part of a larger strategy for population health management.
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.
Fitness Together Corporate Wellness Program Introduction 2011 Linkedin.Pptjpslain
Fitness Together is a 23-year old fitness franchise that provides corporate wellness solutions tailored for executives and employees. Their key executive fitness plan provides private training in well-appointed rooms at corporate headquarters. They also offer "Lunch and Learn" presentations on various health and fitness topics led by experienced trainers. Fitness Together has over 325 studios worldwide and experience training employees of many well-known companies in Ohio.
We're all about sharing the programming love for corporate fitness centers. If you're looking for ways to help your employees move more, grab this slide share, and start planning your next great corporate fitness program.
The Final Rep Fitness, Inc - Reduce your healthcare expense and improve employee productivity with corporate, one-on-one fitness coaching. WELCOME Member.
True Health Fitness Power Point Presentationjtardiff
True Health Fitness Center aims to provide exceptional healthy living options at competitive prices through their marketing plan. Their goals are to provide effective training opportunities and reduce obesity progression. Their strengths include an all-inclusive 24/7 fitness facility, but weaknesses include limited specialized services. Objectives are to target local businesses and corporations to increase annual sales 10% and market saturation quarterly. They will segment markets into corporate wellness programs and individual customers of all ages and interests. Their marketing mix will include equipment, classes, and services. Implementation includes hiring consultants and establishing corporate contracts while evaluating through surveys, audits, and goal achievement.
The document proposes a wellness analytics service to help clients track, measure, and manage workplace wellness programs. It would analyze internal employee wellness data from devices and apps, as well as external data from wellness providers. This would enable better decision-making and returns on wellness investments. Deloitte is well-positioned to deliver the service using its expertise in technology, analytics, and human capital. The proposal estimates $11.7 million in revenue over three years by capturing 1% of the growing Canadian wellness market.
Linda John-Breeden is a senior healthcare IT consultant with over 25 years of experience implementing and supporting various EMR systems such as Meditech and Epic. She has extensive expertise in physician documentation, order management, and clinical workflows. Currently she works as an application manager and senior consultant, providing best practices guidance and physician training for Meditech implementations.
The document reviews workforce health indices and how organizations can measure and improve workforce wellness. It discusses qualitative and quantitative workforce wellness indices that assess adoption of best practices and align employee health risks with organizational outcomes. Examples of qualitative assessment tools and a sample quantitative index are provided. The document also describes studies conducted using workforce health indices at Novartis and PepsiCo that related modifiable health risks to medical costs, productivity, and other measures.
The document provides a roadmap for employers to improve employee health and organizational productivity through a three-phase process. It outlines seven key elements for building a healthier workforce including developing an organizational vision for health, securing senior management commitment, addressing workplace policies, employing program evaluations using metrics, setting health goals, creating a value-based health plan, and integrating patient-centered medical homes. Each element includes principles, examples, and citations for additional resources. The roadmap is intended to help organizations progress from basic health programs in Phase 1 to a fully integrated employee health strategy in Phase 3.
The document provides a roadmap for employers to improve employee health and organizational productivity through a three-phase process. It outlines seven key elements for developing a comprehensive health strategy including establishing an organizational health vision, securing management commitment, addressing workplace policies, using health metrics, setting health goals, implementing value-based insurance, and integrating medical homes. The roadmap is intended to guide employers from basic health programs in Phase 1 to a fully integrated health management strategy in Phase 3.
How to improve PERFORMANCE in the work environment. Hussein Ismail
This document discusses methods for improving employee performance. It recommends first setting performance measurements to establish a baseline. Then conducting an employee survey to identify productivity roadblocks. Based on the survey, appropriate techniques should be chosen to boost performance, whether improving the work environment or empowering employees. Finally, performance should be monitored and re-measured to evaluate the effectiveness of changes made and make further adjustments. The goal is to continually enhance productivity through an ongoing cycle of assessment, intervention, and review.
(Please cite)
Wellness Champion Competencies: What Every Heart-Centered Leader Needs to Know
By: Joel B. Bennett and Lindsay Simone
Research on workplace wellness best-practices indicates effective wellness strategies require competent champions who can engage employees locally to participate in health promotion. In coming years, business leaders/managers will need to know how to select and, more importantly, train champions to do their best. The presenters have developed, implemented, and evaluated champion training protocols within diverse settings (military, engineers; HR, EAP, and wellness practitioners). In each case, we tailor the competency model to help champions self-evaluate areas for professional development and then coach them to performance. This presentation describes real-world cases of competency models and different training methods used (e-learning, buddy-coaching, webinars, training-of-trainers). This session is ideal for directors and managers who can cultivate top-notch champions and who are willing to be a heart-centered leader of such champions.
PART 1: Champion Competencies are key to wellness formula
PART 2: Case Studies
1) Online Champion Training (www.intelliprev.com)
2) Webinar-Based with Ongoing Tool Support (ACEC DESIGNED WELLNESS (http://aceclifehealthtrust.com/wellness-intro/champions/)
3) Multi-component~~Classroom-full competency development (National Guard; sample at http://centipede.spcollege.edu/NGPreventionTreatmentFinal/)
PART 3: Application (Champion Competency Self-Assessment)
PART 4: Leadership (How to talk to/support your champions)
see useful conversation templates on Slides 59 to 62
The document summarizes Happy Body at Work (HBAW), an 8-week wellbeing program that focuses on sitting less, moving more, managing stress, and improving sleep. It provides employers with tools and strategies to improve employees' mental and physical resilience. Surveys show the program is effective, with most participants finding it relevant, beneficial, and an indication their employer cares about challenges they face. It has been implemented across various organizations in Australia and other countries.
Using Performance Management to Improve Employee EngagementTony Wiggins
The document discusses a case study on identifying different levels of performance management within an organizational framework presented by Tony Wiggins at the Tonkin Performance Management in Healthcare Conference in Melbourne. Wiggins discusses the Growing Performance Project that aimed to develop staff performance culture as an employee engagement tool to deliver better health outcomes through strategies to integrate performance management across the organization with leadership playing a key role.
Health and Safety Management System at Noyan Lankan Pvt. Ltd. Of Mas Holdings Tharushika Ruwangi
After completing our “Human Resource Management” module, we were asked to prepare a report on Employee Health and Safety in an organization as an assignment. And also we were asked to do a presentation on that.
So, at first our group members got together and discussed what organization should be taken. Among the ideas we thought to select Noyan Lankan Pvt. Ltd. Of Mas Holdings, which have a world known trade name in world apparel industry.
We have observed the Health and Safety Management System at Noyan Lankan Pvt. Ltd. Of Mas Holdings in the next pages of this report.
The document describes Oakland's new stretching program for municipal employees led by Denise Dumont-Bernier and Libby Parr. The program aims to prevent unnecessary strain and injuries through proper stretching. It is mandatory for employees over 50 years old in high risk departments. The program takes 5-10 minutes in the morning and has improved employee health, morale and reduced workers compensation costs for Oakland.
This document discusses various performance management techniques including:
1. Assessing strategic plans to ensure alignment with modern standards and developments.
2. Benchmarking best practices and establishing accountability at all organizational levels.
3. Implementing internal control systems to safeguard the organization from risk and improve operations.
4. Using a balanced scorecard to translate organizational strategy into operational objectives.
5. Establishing a results-based monitoring and evaluation system to track performance and measure impact.
Effective Corporate Wellness Programs for a Healthier, Happier Workplace | En...Enterprise Wired
This article explores the significance of corporate wellness programs, their key components, and the positive impact they can have on both employees and the bottom line.
The document discusses various quality improvement approaches and methodologies including those developed by Joseph Juran, Kaizen, reengineering, Six Sigma, and DMAIC/DMADV. It provides an overview of the key components and steps in Juran's approach of planning, control, and improvement. Additionally, it describes concepts such as Kaizen, reengineering, Six Sigma methodology and the DMAIC/DMADV processes.
Koray kırdinli hr performance managegement e mba projectKoray Kırdinli
1. The document summarizes Kuveyt Turk's performance management system. It includes three key parts: planning period, continuous monitoring and feedback, and development review.
2. In the planning period, performance plans are generated where supervisors and employees set objectives and competencies. They also create development plans.
3. During the performance execution period, supervisors monitor employees' performance through various tools and provide regular feedback and support.
4. At the end of the year, supervisors give final performance scores by comparing actual performance to objectives, using a scale from 1-5 to define performance levels.
Module 2 / Unit 3 Work related stress prevention and actionsSMKCreations
This unit aims at making SME managers, line managers and HR personnel aware of some “toxic” elements in the working environment that can favour stress and implement some measures which can help reduce or avoid the various stress triggers. Some actions must be implemented by the managers while others are more the employees’ responsibility.
Chapman Institute’s WellCert program is the premier, and most established, professional certification program in the U.S. for Worksite Wellness practitioners.
2. Boost corporate health & gain multiple benefits
Employees who feel valued, validated and appreciated are far more
efficient, effective, and productive than their stressed, resentful
counterparts.
Benefits include:
Enhanced productivity
Reduced cost of absenteeism and presentism
Improved morale and staff/management relations
Reduced cost of staff turnover
Reduced cost of workplace-related stress
Fewer accidents and injuries
Improved employee health and energy levels
Enhanced creativity and ability to concentrate
Improved recruitment potential
3. Why Efx Fitness
Efx fitness is a dynamic organisation with a team of health experts who are
passionate about delivering innovative and proven programs that generate
results.
Efx Fitness understands that you cannot adopt a “one size fits all” attitude to
health promotion within an organisation. All companies are different, as are all
employees.
Efx Fitness offers a diverse range of result-driven programs that can be
customised to suit your organisation’s business culture. We will tailor a
program that is beneficial for both the employer and the employees.
Our team of health experts will incorporate a level of fun into all programs,
thus engaging all staff in their own health and wellbeing, and ensuring a return
on investment for employers.
4. Our services
ANNUAL HEALTH PROGRAMS
Annual health programs are aimed at creating healthy lifestyle changes over
time. All programs are monitored and adjusted to ensure your company
achieves maximum results.
During the development phase of your program, we will work closely with you
to define specific objectives, including key indicators for program
accountabilities:
Participation
Satisfaction
Health outcomes
Return on investment
5. HEALTH SEMINARS
Health seminars are designed to be easily incorporated into a busy work
schedule and will leave participants educated, motivated and ready to make
positive health, safety and wellbeing changes.
Efx Fitness health seminars cover a wide and diverse range of topics:
Ergonomics
Exercise
Nutrition
Work-life balance
Sleep and fatigue management
Heat and sun safety
Exercising anywhere
Boosting immunity
Drinking smart
Quitting smoking
Signs, symptoms and prevention of burnout
6. CORPORATE GYMS
Whether renovating an existing space or building a new corporate gym, Efx
Fitness will create a well-planned, dynamic facility that optimises
safety, function and participation.
Efx Fitness will:
Design the floor plan
Procure the fitness equipment that best suits your facility for
functionality, aesthetics, quality and budget considerations
Audio-visual requirements
Install the necessary equipment
Gym Management:
Implementing systems
Preventative maintenance of fitness equipment
Equipment repair
Marketing
Reporting
Designing and implementing group fitness timetable
7. Skin cancer checks
Employee influenza vaccinations
Hearing tests
Vision tests
Nutrition consulting
Healthy cooking demonstrations
Fruit at work
Natural therapies
- Massage
- Reflexology
8. HEALTH CHECKS
Health checks provide the opportunity to evaluate each individual against
health concerns, from a quick to a comprehensive health check. Efx Fitness
will work with your organisation to tailor a health check to identify and
improve your employees’ health risks.
By participating in these health checks, employees will learn more about
their risk of heart disease and diabetes. Feedback and advice will be
provided immediately to employees, based on the results. All results are
personal and confidential; Efx Fitness will explain the results to the
individual, making them simple to understand and emphasising the
importance of making lifestyle changes.
An individual’s health is crucial to his/her daily performance, both personally
and professionally. If your employees are not in good health, they are not
performing to achieve their maximum potential.
9. Our products
BOOKLETS
Efx Fitness booklets offer up-to-date information on major topics that may
be of concern at the workplace. Each booklet is informative and is highly
recommended for all staff members to encourage staff to take control of
their health. Offering useful easy to read information that will give
employees an understanding on each topic and useful tips to employees take
charge of their health and wellbeing.
The Efx Fitness booklet range includes:
Cholesterol
Weight management
Heart care
Work life balance
10. POSTERS
Efx Fitness workplace wellbeing posters are a cost effective way to have
health and wellbeing at the forefront of employees minds. Posters are a
constant reminder to employees to take charge of their health and wellbeing,
with posters being right in the line of sight of employees.
Efx Fitness poster range includes:
Smoking
Dehydration
Posture
Take the stairs
Eat smart at work
Fatigue
Or we can design a poster for you
11. How Efx Fitness will develop and adapt a corporate health program for you
Stage 1: Getting started
Develop or review workplace Identify objectives & goals of
Build organistional commitment health & wellbeing policies organisation
Promote the benefits and Complete health check for
involve all employees all employees
Identify and establish a Complete employee survey
committee
Stage 2: Developing the health & wellbeing program
Establish timeframes and
Establish a plan Select activities and strategies benchmarks
Stage 3: Managing the program
Design the program Implement the program Evaluate the program
Identify what, where, Implement activities Evaluate the success of the
when and how activities activities
will be delivered and who
will deliver them
Record keeping Evaluate any change in
employees and the
workplace
Promote activities to
employees
Put in place risk
management strategies Evaluate the benefits to
the organisation
Adapt the program based
on the results
12. Reporting
Individual employees will be given a report on their health and given
advice in regards to the report.
Sample page of individual’s report
13. Administrators will be given a report of the company’s health as a whole
2 page sample of company report
14. 10,000 step virtual map challenge
Each employee will receive free access to Efx Fitness’s 10,000 step
virtual map challenge.
Members will be able to choose from challenges such as Great wall of
China and Great Ocean road.
Members use a pedometer to track the amount of steps taken each
day and enter the amount via the website, where they will see their
progress on the map.
Members can compare themselves to other people within the
company.
Value $19.95 per person