Not anymore. With almost 48 percent of our waking hours spent on the job, coupled with America’s standing as the world’s fattest country, corporate health is not a fluffy HR advantage – it is a business requirement that has far-reaching consequences for corporations, their employees and society as a whole. Few will debate with the impact a health program can have on the bottom-line-both figuratively and literally. It is a no-brainer for the majority of companies: healthy workers add up to a happier, more productive work force, leading to lower health claims and decreased costs for companies, and a subsequent ROI on health programs. The challenge is implementation and worker involvement.
Read on to find:
- Three Important Questions to Consider When Implementing a Corporate Wellness Program
- Four Ways to Boost Employee Participation on Your Corporate Wellness Program
Three Key Questions to Consider When Implementing a Corporate Wellness Program
Adding a wellness Element to a benefits plan that is corporate might sound like a terrific idea -but it may be complex to implement and manage. Here is the skinny on what you need to consider if you really want your app to pack a strong punch: Yes, that is a lot, but think about what it costs in absenteeism and worker productivity if you do not help workers optimize well-being and their health.
Have you got staff and the tools to execute a program that is corporate wellness uae A rewards management system has to be set up to encourage a corporate wellness program and employers should have the technology and tools to monitor participation, issue rewards, and correct health plan premium payments accordingly. You might have to consider investing in additional HR staff or outsourcing the advantages administration to a company that currently has the resources, processes, and procedures in place to incorporate a health program with your present benefits program. You need your HR staff to concentrate on conducting an effective program rather than worrying about logistics. Find out more about outsourcing your benefits management.
How are you going to measure ROI and program effectiveness – or will those dollars are invested by you in making workers healthier? Wellness programs have been shown to create an overall return on investment of 1.5:1 to 3:1 following three to five decades, meaning that for each dollar invested in health, companies can expect to save between $1.50 to $3.00 Human Resource Executive 2007. However, you have to decide what approach you need to take when it comes to investing in measuring the ROI of your program. A poll reveals that 87 percent of plan sponsors and 464 gains professionals did not understand the ROI of the programs. Normally, 5 to 10 percent of the price of a health program is spent measuring application efficacy and ROI.