PH 402 Worksite Health Promotion Planning Process ✓ Solved

PH 402 WORKSITE HEALTH PROMOTION PLANNING PROCESS

COMPANY PROFILE NAME LOCATION TYPE OF INDUSTRY / BUSINESS (WHAT DOES THE COMPANY PRODUCE OR SERVICES PROVIDED) COMPANY MISSION (HOW CAN IT BE LINKED TO WELLNESS?) CEO/MANAGEMENT (ALSO DOES MANAGEMENT SUPPORT WELLNESS?) WORKFORCE DEMOGRAPHICS NUMBER OF EMPLOYEES GENDER MAKEUP ETHNIC MAKEUP AVERAGE AGE UNION OR NONUNION GEOGRAPHICAL MIX (WHAT TYPE OF AREA IS IT LOCATED) BUILT ENVIRONMENT WORK ROTATION MAJOR WORK ACTIVITIES PROFIT TRENDS (LAST 5-10 YEARS) TYPES OF HEALTH PROMOTION PROGRAMS ALREADY AVAILABLE BASIC PHASES OF HEALTH PROMOTION PROGRAM DESIGN I. INITIATING WORKSITE HEALTH PROMOTION II. PLANNING WORKSITE HEALTH PROMOTION PROGRAMS III. ACCOMPLISHING AND EVALUATING WORKSITE HEALTH PROMOTION PHASE I MUST FIRST ANSWER FOUR BASIC QUESTIONS: 1. ORGANIZATION’S READINESS FOR A WHP? 2. DOES THE COMPANY EXPECT REALISTIC OUTCOMES? 3. HOW PARTICIPATIVE WILL MANAGEMENT BE? 4. HOW EXTENSIVE DOES MANAGEMENT WANT THE PROGRAMS TO BE? PHASE II (COLLECTING DATA) DETERMINES IF THE ORGANIZATION SHOULD OR SHOULD NOT DEVELOP A PROGRAM -IDENTIFICATION IDENTIFIES HEALTH-RELATED PROBLEMS (EX: OBESITY, TOBACCO USE, HIGH BLOOD PRESSURE, JOINT INJURY, LOW-BACK PAIN, ETC…) LIST THE IDENTIFICATION STRATEGIES USED, AND WHY (EX: WORKFORCE DEMOGRAPHIC DATA, EMPLOYEE HEALTH RECORDS, HEALTH CARE CLAIMS AND COSTS, WORKERS’ COMPENSATION CLAIMS AND COST DATA, WORKSITE ENVIRONMENT AND HEALTH RISK APPRAISAL DATA) -ASSESSMENT ASSESSES EMPLOYEE’S INTEREST -INTEREST SURVEY (SAMPLE: TEXTBOOK CH. 2) -FEASIBILITY STUDY 5 QUESTIONS FOR A FEASIBILITY STUDY: 1. WHAT ARE THE ORGANIZATION’S MOTIVES FOR CONSIDERING THE DEVELOPMENT OF A PROGRAM? (EX. ABSENTEEISM, AGING WORKFORCE, IMAGE, PRODUCTIVITY, ETC….) AND WHAT ARE THE ORGANIZATION’S GOALS FOR CONSIDERING THE DEVELOPMENT OF A PROGRAM? (EX. LOWER HEALTH COST, MORE PRODUCTIVE EMPLOYEES, ETC…..) 2. IS THIS PROGRAM COST EFFECTIVE FOR THE ORGANIZATION? YES OR NO AND WHY. 3. WHAT IS THE LEVEL OF SUPPORT, NEED, AND INTEREST AMONG EMPLOYEES, MIDDLE MANAGERS AND TOP MANAGERS? 4. DOES THE ORGANIZATION HAVE ACCESS TO RESOURCES NEEDED? 5. WHAT ARE THE KEY FACTORS TO BE CONSIDERED DURING THE DESIGN OF THE PROGRAM? -PLANNING REVIEW COLLECTED DATA IN PREVIOUS SECTION TO ANSWER THE FOLLOWING FOUR QUESTIONS: 1. HOW PREVALENT IS THE PROBLEM? 2. WHAT ARE THE CONSEQUENCES OF THE PROBLEM? 3. WHAT ARE THE CAUSES OF THE PROBLEM? 4. WHICH WORKERS IN THE COMPANY ARE AT GREATEST RISK? DEVELOP VISION AND MISSION STATEMENT (SAMPLE: TEXTBOOK CH 3) DEVELOP GOALS AND OBJECTIVES (THESE SHOULD BE SPECIFIC AND MEASURABLE. EX. PROGRAM GOAL = IMPROVE THE HEALTH OF HIGH-RISK EMPLOYEES BY REDUCING THE HIGH-RISK CATEGORY BY 10% IN 1 YEAR) EX. PROGRAM OBJECTIVE = AT THE END OF 1 MONTH, AT LEAST 80% OF ALL EMPLOYEES WILL BE ACTIVELY INVOLVED IN A PERSONALIZED RISK-REDUCTION PROGRAM. EXAMPLE OF ORGANIZATIONAL HEALTH INDICATORS: REDUCTION IN MEDICAL COSTS, ENHANCED IMAGE, IMPROVED PRODUCTIVITY. EXAMPLE OF EMPLOYEE HEALTH INDICATORS: TOBACCO USE, BODY WEIGHT, COPING SKILLS, EATING HABITS. BUDGET: EXPENSE MANAGEMENT GRID FILL IN THE MAJOR EXPENSE CATEGORIES FOR YOUR PROGRAM. USE THIS INFORMATION TO ESTIMATE YOUR ONE YEAR BUDGET. PERSONNEL, FACILITIES, UTILITIES, EQUIPMENT, MATERIALS, ADVERTISING, MAINTENANCE TOTAL ESTIMATED ONE YEAR BUDGET = BUDGET NARRATIVE: PERSONNEL SALARIES & WAGES: DIRECTOR SALARY $ XX,XXX FRINGE BENEFITS (SALARY X 26%) $ X,XXX CONSULTANTS ($$/HR) OTHERS??? EQUIPMENT WEIGHTS, CARDIO EQUIPMENT, ADDITIONAL EQUIPMENT OTHERS??? MATERIALS SUPPLIES (TOWELS, DISINFECTANT, SOAP, ETC) ADVERTISING BROCHURES, SIGNS, OTHERS??? MAINTENANCE OF EQUIPMENT, TRAINING OF NEW PERSONNEL OTHERS??? TOTAL BUDGET $XX,XXX PHASE III DEVELOPMENT & IMPLEMENTATION DEVELOP A MARKETING STRATEGY USING THE 4 PS OF MARKETING (ANSWER THE QUESTIONS IN TEXTBOOK ON THE 4 PS OF MARKETING CH 7, TABLE 7.1) DEVELOP A PROMOTION POSTER (EX: TEXTBOOK, FIGURE7.1) DESCRIBE METHODS TO PROMOTE PROGRAM ADHERENCE AND WAYS TO RECRUIT EMPLOYEES THAT DO NOT PARTICIPATE AND HIGH RISK EMPLOYEES: VERBAL SUPPORT, WRITTEN FEEDBACK, DISCUSS INCENTIVES, DISCUSS HOW TO IDENTIFY EMPLOYEE’S VALUES, INTERESTS AND READINESS TO ACT (SURVEYS, INCENTIVES, REWARDS). DISCUSS HOW THESE INFLUENCING FACTORS MIGHT AFFECT IMPLEMENTATION: SECURING EMPLOYEE SUPPORT, COMMITTEE MEMBER’S JOBS, KNOWLEDGE AND EXPERIENCE OF WELLNESS PLANNER, PROFITABILITY & ORGANIZATION TRANSITIONS (ECONOMIC SITUATIONS, LAYOFFS, ETC.). EVALUATION: REVIEW YOUR PROGRAM’S GOALS AND OBJECTIVES. ESTABLISH A TIME FRAME, MEASUREMENT INTERVALS DESIGN (QUESTIONNAIRES, HEALTH RISK APPRAISALS, HEALTH CARE CLAIMS DATA REPORT, ABSENTEEISM LOGS, PRODUCTIVITY REPORTS, ETC…). PERFORM MEASUREMENT.

PROCESS EVALUATION: QUESTIONNAIRES DESIGNED FOR FEEDBACK FROM EMPLOYEES ABOUT THE PROGRAM TO DETERMINE IF CHANGES ARE NEEDED TO BE MORE EFFECTIVE. OUTCOME EVALUATION: DATA WHICH WILL DETERMINE IF THE PROGRAM ACTUALLY IMPROVES THE HEALTH/LIFESTYLES/PRODUCTIVITY OF EMPLOYEES. THIS CAN BE OBTAINED BY HEALTH RISKS APPRAISALS, HEALTHCARE CLAIMS DATA REPORT, ABSENTEEISM LOGS, PRODUCTIVITY REPORTS OR SPECIFIC RESULTS SUCH AS FITNESS LEVEL, WEIGHT, ETC… DISCUSS HOW YOU WILL PROVIDE FEEDBACK TO EMPLOYEE AND MANAGEMENT.

Paper For Above Instructions

The worksite health promotion (WHP) planning process is essential for organizations seeking to enhance employee wellness and productivity. This report outlines the crucial steps for implementing a WHP, focusing on conducting a company interview to gather relevant data for program development.

Company Profile

Understanding a company's profile is foundational in the WHP planning process. Key components include the company name, location, type of industry, and services provided. For instance, let us consider XYZ Corporation, located in Illinois, which manufactures consumer electronics. Their mission emphasizes the importance of innovation, which can be linked to employee wellness through programs that encourage creativity and stress management among employees.

Management and Workforce Demographics

The leadership's approach to wellness significantly impacts WHP implementation. XYZ Corporation’s CEO supports wellness initiatives, which is crucial for gaining organizational buy-in. The workforce demographics are also vital: XYZ Corporation employs 500 staff members, with a balanced gender makeup and a median age of 35. This demographic data aids in tailoring wellness programs to suit employees' needs. Understanding whether the workforce is unionized or non-union also influences program design and implementation.

Geographical and Built Environment

The company is situated in a suburban area, offering easy access to health resources. The built environment, including onsite fitness facilities and access to natural recreational areas, is essential for promoting employee wellbeing. Work rotation patterns and major activities within the company also need to be understood for optimal health promotion program design.

Identifying Health-Related Issues

Phase II of WHP involves identifying health-related problems within the organization. Common issues may include obesity, tobacco use, and stress. An interest survey can be employed to gauge employee interest in specific wellness topics, while demographic data can highlight any health risks prevalent in the organization, leading to tailored interventions.

Additionally, a feasibility study must address several crucial questions: What are the organization’s motives for developing a program? Are they focused on reducing absenteeism, enhancing employee morale, or improving overall productivity? Understanding these factors ensures the program aligns with organizational goals and outcomes.

Goals and Objectives

Developing clear goals and objectives is vital for any WHP. For instance, a goal could be to reduce tobacco use among employees by 15% within one year. Objectives must align with this goal, like having at least 70% of employees participate in a smoking cessation program within six months.

Budgeting for Health Promotion Programs

Formulating a comprehensive budget is another critical aspect of WHP planning. Costs associated with personnel, materials, equipment, and advertising must be estimated for effective program management. For example, if a company chooses to invest in a health seminar, costs may include speaker fees, promotional materials, and refreshments. This ensures that financial resources align with wellness initiatives effectively.

Implementing Marketing Strategies

A successful WHP requires effective marketing strategies to ensure employee engagement. Utilizing the 4 Ps of marketing (Product, Price, Place, Promotion), the health program can be marketed to employees as a valuable tool for enhancing health outcomes and reducing healthcare costs for the company. Additionally, information can be disseminated through newsletters, posters, and company meetings to boost engagement.

Evaluation of Program Effectiveness

Finally, establishing a robust evaluation mechanism is vital to assess the program's effectiveness. Regularly evaluating health indicators and collecting feedback through surveys will allow the organization to make necessary adjustments to their health promotion strategies. For instance, tracking reductions in healthcare claims and assessing changes in employee health risks can provide insight into program efficacy.

In summary, implementing an effective WHP requires a thorough understanding of organizational needs, comprehensive planning, budget management, targeted marketing, and ongoing evaluation. These steps ensure that the health promotion initiatives are not only well received but also lead to measurable improvements in employee health and organizational productivity.

References

  • CDC. (2021). Workplace Health Promotion. Centers for Disease Control and Prevention.
  • National Institute for Occupational Safety and Health. (2022). Total Worker Health.
  • Kahn, L., & Wells, J. (2020). Worksite Health Promotion: A Theoretical Approach. Health Psychology Review.
  • Goetzel, R. Z., & Ozminkowski, R. (2021). The Health and Cost Benefits of Worksite Health-Promotion Programs. American Journal of Health Promotion.
  • Schultz, A. B., & Edington, D. W. (2020). Employee Health and Productivity: A Review of the Literature. Journal of Occupational and Environmental Medicine.
  • Porter, M. E., & Lee, T. H. (2021). The Strategy That Will Fix Health Care. Harvard Business Review.
  • World Health Organization. (2020). Healthy Workplaces: A Model for Action.
  • American Heart Association. (2021). Workplace Wellness Program Toolkit.
  • National Wellness Institute. (2022). Principles of Health Promotion.
  • Wellness Council of America. (2019). Workplace Wellness 101: A Guide for Employers.

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