Home Products & Services

Maximizing The Return On Health Improvement Programs-www.baid.com

Change-Management Wellness programs are increasingly popular with employers and employees. A chart at the bottom of the page shows the behaviors most employers will target with these programs in 2015, in an effort to improve health and curb costs. But employers should not expect to get the spectacular returns on investment (ROI) that many studies of health promotion programs claim to deliver. A recent academic review looked at ROI assessments conducted on 51 workplace health promotion programs.* The conclusion was that the less rigorous the study, the higher the alleged ROI is "proven" to be. Conversely, the more thorough the study, the lower the ROI estimate. In other words, a superficial analysis is likely to overstate the results, so don’t cut corners when projecting or stating the financial rewards of your program. Here’s an example. Make sure you don’t base your analysis on short-term results. If average employee weight loss over the course of a year is significant, but the analysis fails to adjust results for subsequent weight gains by program participants, the study results lack validity. Similarly, studies that fail to incorporate data from program drop-outs, or studies that compare data from program participants to non-participants, can lead to deceptive conclusions. In the review of studies, those applying only a rudimentary analysis claimed ROI of about 232 percent. Programs that were subject to closer scrutiny on average found a 26 percent ROI. Bottom line: when you are designing a wellness program, temper your ROI expectations and model your program on those that have stood up to thorough, objective review. Ingredients of Success According to the Wellness Councils of America, successful programs: Garner support from the top leaders. "CEOs who communicate the wellness message clearly and frequently" have more effective wellness initiatives. They also need to be willing to model the healthy behaviors promoted by the program, and use their clout to directly involve a variety of people in the organization to take charge of different facets of the initiative. Are managed by a cohesive wellness team. Saddling a single individual with responsibility for running the wellness program is a bad idea because that person can burn out in that role, or take a new position in the organization, requiring the designation of a successor who will be starting from scratch. Incorporate performance data collection. As noted, most studies lacking statistical rigor, when conducted by people with an interest in showing a positive result, are wildly unrealistic. An organization called the Validation Institute has been created to raise the standards of "population health" studies to help organizations determine whether they are making real progress or not. Read more: ..bizactions../showopp.cfm/spid/2774/art/2407 About the Author: HR&P we know what drives your .pany. We know your time is important and with our customized human resource and payroll solutions, we provide you more time to innovate and grow. Since opening our doors in 2000, HR&P has offered the highest quality human resource outsourcing and payroll services to a diverse pool of clients. By processing your payroll, managing your benefits and overseeing your human resource issues, HR&P makes your workforce flexible. Article Published On: 相关的主题文章: