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Wellness Work Program Replacement

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Без этой программы хронических заболеваний, скорее всего, увеличатся и поставят под угрозу работающее население. Под угрозой благополучия трудоспособного населения откроются рабочие места комплекса для заполнения. Продолжая программу Wellness Works, компания играет ключевую роль в распространении здорового образа жизни на рабочем месте. «Кроме того, хорошо разработанные программы могут выйти за рамки рабочего листа и положительно повлиять на иждивенцев (супругов и горожан), тем самым снижая расходы организации на здравоохранение» (CDC, 2011).

Замена программы Wellness Works может привести к потере ряда сотрудников, которые извлекли выгоду из ее эффективности. Наши специалисты по кадрам заметили, что наша оздоровительная программа помогает снизить расходы на медицинское страхование и окупить инвестиции (ROD стали часто появляться в обсуждениях, посвященных здоровью. Разные отделы начинают смотреть за пределы своей разрозненности и интегрированные стратегии »(Associated, 2014).

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Специалисты по урегулированию претензий скажут вам, что плохое состояние здоровья, такое как ожирение, по сути замедляет нормальное продвижение требований о компенсации работникам. Анализ Медицинского центра Университета Дьюка показал, что работники, страдающие ожирением: подали вдвое больше требований о компенсации работникам; имели семь раз больше медицинских расходов из этих требований; потеряли в 13 больше рабочих дней из-за производственной травмы или производственной болезни, чем работники без ожирения. Исследование Национальным советом по страхованию компенсаций (INCH) установлено: Медицинские иски о компенсации работникам, поданные в течение одного года, стоят в три раза дороже, если травмированный работник страирением.Претензии, поданные в течение пяти лет, обходятся в пять раз дороже, если в них участвует истец с ожирением. При меньших претензиях разница в стоимости может быть еще больше. Учитывая тесную связь между плохим здоровьем и стоимостью работы,

Данные Министерства труда показывают, что в 2000 году 18 процентов всех сотрудников (включая неполный рабочий день) имели право на участие в оздоровительных программах, а 9 процентов имели право на участие в программах фитнес-центра »(US Department of Health & Human Services, 2003).

большое количество компаний, которые внедрили программы по укреплению здоровья и профилактике заболеваний, многие уже несколько десятилетий назад, неудивительно, что был представлен большой объем информации о влиянии этих программ на здоровье и производительность сотрудников, а также на затраты и преимущества этих программ для компаний, которые их спонсируют.

Moreover, many companies and studies have reported that these kinds of programs have had positive effects on employee health and job performance, and have resulted in cost savings for the companies that provide them. The nature and quality of this information vary a great deal, since these programs generally were not designed to be research studies. Many of the available reports are case studies.

When more systematic studies are undertaken, they often must address limitations that include selection bias, skewed data, confounding variables, small sample sizes, and lack of control or comparison groups.

These limitations in turn make it difficult for studies of worksheet programs to attribute a causal relationship between the program and the measured effects and to generalize the findings to other locations, businesses, or workforces” (U. S. Department of Health & Human Services, 2003). Figure 9. Source of data: Ref. 150 (U. S. Department of Health & Human Services, 2003). “Findings on the return on investment for health promotion and disease management programs were reported for nine employers: Canada & North America Life; Chevron; City of Mesa, AZ; General Mills; General Motors; Johnson Johnson; Pacific Bell; Procter & Gamble; and Tenneco.

These programs provide health education to their employees to promote behaviors that will improve health or prevent disease, and typically include exercise programs, health-risk appraisal, weight control, nutrition information, stress management, disease screening, and smoking cessation. The review found significant return on investment for the programs provided by these nine employers, with the range of benefit-to-cost ratios, ranging from $1. 49 to $4. 91 in benefits per dollar spent on the program, and a median of $3. 14. For instance, at the high end, General Motors realized at one of their sites an annual savings of $105. 0 in total health care costs per enrollee for an annual program cost of $27 per enrollee-a ratio of 4. 91 of benefits-to-cost ” (U. S. Department of Health & Human Services, 2003). Examinations were performed on “demand-management program”, this program is designed to assist the wellness of employees by increasing the influence of self-care and decreasing the use of medical treatment. The variation in the return on investment in this kind of program ranges from $2. 19 to $13 in benefits per dollar spent. Also, in the examination, “three studies of ROI for eases-management programs found a range in benefit-to-cost ratios from $7. 3 to $10. 38. For multiple category programs that combined elements of these programs, they found a range of $5. 47 to $6. 47 in benefits per dollar spent” (U. S. Department of Health & Human Services, 2003). ICING The goal of Icing’s Working Well Program is to keep its 34,000 US. Employees healthy and at work. The Working Well Program’s annual budget is $2. 5 million. The program is implemented at all 250 domestic offices. Working well has a broad range of programs for all employees with special emphasis on issues of once to women who make up 76% of Icing’s employees (U . S. Department of Health & Human Services, 2003).

The Working Well Moms Program encourages and supports breast-feeding. Over three-quarters of ICING women are of childbearing age. Breast feeding duration rates for participants are 72% at 6 months and 36% at 12 months, significantly higher than control groups and U. S. Data. This has decreased pharmacy costs – 62% fewer prescriptions for breast-fed children. The program has also contributed to decreased medical costs – a savings of $240,000 in healthcare expenses. In addition, program participants eave 74 fewer absences per 1 00 mothers, a savings of $60,000 in lost time annually (U.

S. Department of Health & Human Services, 2003). The Working Well Triumph Program provides skill training and support for disabled employees to improve their health, adopt healthy lifestyles, and reduce the likelihood of future disability leave. This program has resulted in healthcare costs savings of more than $900 per program participant (U. S. Department of Health & Human Services, 2003). The Working Well Flu Shots Program provides free immunization inoculations at all significant employee locations. The program s aimed at reducing workplace absenteeism.

Program participants have 29% less absenteeism as compared to employees not getting a shot. This produced a savings of $33 per employee participant. The overall return on investment for the program was 3 to I(U. S. Department of Health & Human Services, 2003). Icing’s smoking cessation program, which combines behavioral counseling and pharmacological treatment, is offered to all ICING employees and their benefits- eligible family members who want to quit smoking. The program helped 67 percent of its participants quit smoking after 12 months, a quit rate up to three mimes higher than comparable smoking cessation programs.

ICING estimates saving $949 in health care costs for each successful participant, a return on investment of 9. 5 to I(U. S. Department of Health & Human Services, 2003). To contact ICING for more detailed information, see: www. Icing. Com. Becoming a partner of Wellness Works, you will contribute to the wellness of our employees resulting in a high return of investment. “You will also contribute to pointing out typical health promotion and disease prevention programs and provide health education to most or all of our employees. Designing this effective program ill improve employee health and productivity and produce good returns on investment, you should partnering with an array of health and productivity programs (rather than focus on the “pure” wellness program) and integrate them with health and demand-management or disease-management activities” (U. S. Department of Health & Human Services, 2003) which begins here with the Capable Banking Bureau staff. We plan to meet twice a month. The committee will be breaking into smaller teams where much of the work will occur. Getting to know how effective we work together is our main priority.

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Wellness Work Program Replacement. (2018, Jul 03). Retrieved from https://graduateway.com/court-assignment-essay/

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