HR Management Paper on Health and Wellness Training Program

Health and Wellness Training Program

Introduction

Having a healthy workforce has substantial benefits for any organization. Corporations that have implemented health and wellness programs have increased productivity, and according to a study by Towers Watson (2011), such companies have achieved 11 percent growth in revenue per employee. When the workers’ health is good, there is reduction of cost on healthcare bills, whereby a research in 2010 indicated that every dollar spent on health and wellness program saves about $3.27. In addition, there is decreased absenteeism because employees are healthy and do not spend too much time seeking treatment (Baicker, 2010). This program is designed for employers and their human resource managers because its implementation requires a corporate strategy. By undertaking the program, they will create an accommodating working environment. Consequently, the program will help in equipping employees with knowledge that is beneficial to health. It will also be an occupational health benefit that will create incentive in order to retain employees as well as reduce work-life conflicts.

Course Objectives

At the end of the training session;

  1. The participants will develop the need to implement a health and wellness program
  2. The participants will realize the benefits of a health and wellness program
  3. The participants will know the impact of lifestyle diseases to medical costs and how they can be prevented
  4. The participants will learn the various activities that can be carried out to promote a healthy workforce

Description of the Training 

In this training, employers and managers will be instructed on the various components constituting a health and wellness program. It will involve the instructions on how to effectively implement and incorporate the activities in their work programs. The activities to be covered will include how to organize for tests and screening activities for workers highlighting chronic illnesses and their risk indicators. Secondly, they will be taught on how to implement preventive programs, such as organizing for gym services and scheduling sports activities in the company. In the end, the role of companies in health promotion will be tackled with emphasis on practical examples. In addition, they will also be informed on the resources required and cost effective strategies that can be employed. Finally, they will be taught on how to evaluate and assess the benefits accrued from the program. The training will be an on-job training that will be carried out for two hours in the afternoon for five days. By the end of the program, the audience will be equipped with strategies to execute an effective program in the company.

Course Outline

  1. Lifestyle Diseases and Stakeholders in the Public Health system

This will form the introduction, where the prevalence of chronic illnesses will be discussed. Data will be obtained from Center for Disease Control and Prevention databases, which will be used to correlate the employer as a stakeholder in public health (Griffiths et al, 2007).

  1. Case Studies of Companies

The efficacy of the program will be shown using experiences of companies that have implemented the health programs as part of their business strategies. In addition, research by Baicker et al. (2010) will be used as an incentive to implement the program.

  1. Program Activities

With various activities available for a company, they can be categorized into screening, prevention, and health promotion programs. The specific actions can include plans, such as having doctors and nutritionist scheduled to offer healthcare and nutritional counseling, providing written materials on behavior changes, and managing work-life stress sources (Mattke, 2013).

  1. Evaluation of the Program

The benefits of the health programs need to be monitored in order to realize how much the goals are accomplished. This part will include analysis of health outcomes.

References

Baicker, K., Cutler, D., & Song, Z. (2010). Workplace wellness programs can generate savings. Health Affairs, 29(2): 304-311. Retrieved from http://www.workplacewellness.com/images/Workplace_Wellness_Programs_can_generate_savings.pdf

Griffiths, J., Hayley, M., & George, E. (2007). Stakeholder Involvement. Background paper prepared for the WHO/WEF Joint Event on Preventing Non-communicable Diseases in the Workplace (Dalian/ China, September 2007). Retrieved from http://www.who.int/dietphysicalactivity/griffiths-stakeholder-involvement.pdf

Mattke, S., Liu, H., Caloyeras, J. P., Huang, C. Y., Van Busum, K. R., Khodyakov, D., & Shier, V. (2013). Workplace wellness programs study. Rand Corporation. Retrieved from http://www.dol.gov/ebsa/pdf/workplacewellnessstudyfinal.pdf

WorldatWork and Alliance for Work-Life Progress. (2011). Seven Categories of Work-Life Effectiveness. Retrieved from http://www.awlp.org/pub/work-life_categories.pdf