Workplace Wellness Program

Optimizing the Health Message with Wellness Champions

Wellness Champions

It goes without saying that a wellness program is the centerpiece of employee welfare. Isn’t it crucial for organizations to understand what kind of wellness programs are best suited for its employees?

It is very important to have the right people involved in a wellness initiative. It should come with the right support systems. If these are missing, the organization will realize that the messages it sends concerning wellness can lose their meaning or intent. When communication is not up to the mark, the whole wellness program falls flat and becomes a dud. It fails to elicit participation from the required employees.

It is thus important to ensure that wellness programs bring together likeminded people by offering them the opportunity to fulfill the same mission.

The ways by which organizations can send out the right message concerning wellness programs, how they can bring the right people towards such programs, and all other aspects of a wellness program will be the learning a webinar from TrainHR, a leading provider of professional training for all the areas of human resources, is offering.

Meaghan Jansen, who owns the Canada-based Employee Wellness Solutions Network (ewsnetwork.com), will offer valuable insights into this topic at this webinar by being its expert. To enroll for this webinar, which is being organized on August 8, please visit https://www.trainhr.com/webinar/optimizing-the-health-message-with-wellness-champions-702498LIVE.

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Meaghan will show the means by which a wellness program can be optimized. These include ensuring that the right people are in place to help spread the message, sharing wellness memos, helping to facilitate team challenges, brainstorming on program design, and helping execute the strategy. These are some of the ingredients to making the wellness program a success. These measures can increase the participation rates, which help in making the workplace a more engaged one.

At this webinar, which is of sixty minutes’ duration, Meaghan will cover the following areas:

  • Who is a Wellness Champion?
  • How do you Recruit Wellness Champions?
  • What are the Main Roles?
  • How does a Wellness Team Motivate?
  • Peer Influence Support

This learning session is aimed at the benefit of personnel that are part of a wellness program, such as human resources, wellness champions within a workplace, person responsible for coordinating internal wellness program, executive leaders and employee benefits consultants/brokers.

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About the expert: At her Canadian employee and corporate wellness company, Meaghan and her husband present ways of optimizing and messaging wellness programs all over the world.

She is an interest group leader with the International Association for Workplace Health Promotion, a presenter for American College of Sports Medicine and an advisory board member of the Canadian Academy of Lifestyle Medicine.

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Human Resources Policies

Using Statistics in Compensation

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Isn’t pay essentially about statistics, designed and administered as it is around math? And given the inseparable link between math and all aspects of pay, right from the structure to the analysis of data, the connection between statistics and compensation becomes complete.

The link between statistics and compensation can be gauged from the fact that all the vital concepts of pay, such as pay ranges, pay survey data, individual and group pay rates, and other elements of a compensation program, are devised and analyzed only by using statistics.

A learning session to help discern the link between statistics and compensation

TrainHR, a leading provider of professional trainings for the human resources industry; is organizing a webinar which will examine the close relationship between statistics and compensation. David J. Wudyka, SPHR, Managing Principal of Westminster Associates in Wrentham, MA, an independent Human Resource Consultant with over 30 years’ experience in the profession, will be the expert at this session.

Kindly register for this webinar by visiting https://www.trainhr.com/webinar/using-statistics-in-compensation-702491LIVE.

This webinar has been approved for 1.5 HR (General) recertification credit hours toward aPHR, PHR, PHRca, SPHR, GPHR, PHRi and SPHRi recertification through HR Certification Institute (HRCI).

Viewing this webinar, its entirety qualifies for a recertification credit hour that may be counted toward SHRM-CP and SHRM-SCP recertification from SHRM. Credit is awarded based on the actual educational time spent in the program.

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Deep insights into statistics as an indispensable element of compensation

At this session, David will describe some of the assumed complexities of the pay structure, which will give the participants an understanding of the role that statistics play in the pay structure. He will ask questions about some of the most intriguing aspects relating to statistics in pay structure and answer them. Some of these questions are:

  • What are the ways by which to calculate minimums and maximums of a pay range, knowing just the new midpoints?
  • How does one understand a compa-ratio, and how is it used?
  • How is a percentile calculated, and how are percentiles used?
  • Why is it that weighted averages, and not the median, that are used by the majority of Compensation practitioners?
  • How does simple regression analysis differ from multiple regression analysis, and how are these concepts used in a practical way by practitioners?
  • How does one understand correlation analysis and how does this analysis help in pay program administration?
  • How can one estimate the number of grade levels between new midpoints using selected midpoint to midpoint spread percentages when creating new pay structures?
  • What is the logic that drives practitioners to divide pay ranges into quartiles?

The point of discussing these statistical concepts is that they can be very effective in improving one’s ability for creating and analyzing one’s compensation program. The measures that Compensation professionals use when they design and administer pay programs, from the creation of pay structures through the analysis of pay survey data, will be discussed.

At this webinar, David will cover these areas:

  • How to create and analyze pay range widths (“spreads”)
  • Why “weighted averages” are more widely used than “medians”
  • Defining “means”, “medians” and “modes” (and how to use them)
  • How to understand the statistics of pay structure design
  • Understanding the difference between regression and correlation analysis, and how to apply them effectively in pay program analysis
  • How “percentiles” differ from “percents”, and how to calculate them
  • How to calculate rate range minimums and maximums from estimated midpoints
  • Calculating the “penetration” of pay rates in pay ranges
  • The Compa-ratio: what it is, how to calculate it and how to use it
  • Why pay ranges are divided into “quartiles”
  • The difference between “linear regression” and “multiple regression”
  • How to estimate the number of grade levels between two new pay structure midpoints
  • What are “measures of central tendency” and why are they important for analysis?

 

All personnel connected with compensation and statistics will benefit from this webinar. these include Compensation Analysts, Human Resource Managers, Human Resource Generalists, Financial Managers, and Human Resource Managers who are new to the Compensation function.

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About the expert: David has more than thirty years of experience in his specialty, Compensation Consulting. David has taught extensively in colleges and universities such as UMass Boston, Bryant University, and the U.S. Coast Guard Academy. David looks at ways by which the HR department in an organization can enhance its role to become a Strategic Partner in businesses today. He writes extensively on topics of vital interest to the industry, such as how to improve pay transparency and how to narrow the gender pay gap in which the bottom lines for businesses improves, irrespective of their size.

 

Human Resources Training, Workplace Wellness Program

Implementing the Affordable Care Act, GINA, and other Discrimination Laws into your Wellness Program

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Wellness programs have come a long way from being a set of activities consisting of a newsletter, or, incentives for exercising and taking a look at one’s diet, to something of a holistic strategy that actively intervenes in promoting the health and wellbeing of the employee and decreasing the employer’s healthcare costs.

Traditionally, wellness programs have been seen as a benefit for the employee. These programs aim to incentivize employee participation with the wellness programs and reward them based on their level of involvement. However, in the process, most wellness programs have given way to some another kind of discrimination based on the employees’ special class, such as disability, race, or gender.

While the evolution of wellness programs is certainly a positive thing to have happened for the workforce, designing them in a manner that transcends these limitations is the need of the hour. This makes it imperative for organizations to put in place a wellness strategy that is non-discriminatory towards all their employees.

Laws such as the ADA, GINA, FMLA, and other civil rights laws, along with other new federal regulations, have emphasized the role of nondiscriminatory wellness plans in organizations. Regulations from the U. S. Department of Labor (DoL), the Treasury, and Health and Human Services (HHS) make it mandatory for every individual participating to be able to receive the full amount of any reward or incentive, regardless of any health factor or the type of wellness program,

Further, new regulations have divided wellness programs into two types with specific rules for each. A highlight of the regulations is that they address the issue of employee discrimination based on health/disability, age, gender and other protected classes. These laws have created specific regulations to prevent employee discrimination in wellness programs. From January 1, 2014 onwards, employers have been required to ensure that their wellness programs comply with the final rule.

A webinar from TrainHR, a leading provider of professional training for human resources, will set these issues in the proper perspective. Susan Strauss, a national and international speaker, trainer, consultant and a recognized expert on workplace and school harassment and bullying, will be the speaker at this ninety-minute webinar, which is being organized on May 17.

Please visit  http://bit.ly/2PW8uaV to enroll for this webinar and gain clear insights into how to implement a nondiscriminatory and legally compliant set of employee wellness programs into your organization.

This webinar has been approved for 1.5 HR (General) recertification credit hours toward aPHR, PHR, PHRca, SPHR, GPHR, PHRi and SPHRi recertification through HR Certification Institute (HRCI).

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The aim of this learning session is to specifically help participants differentiate between the two types of wellness programs. While doing so, Dr. Strauss will explain why the knowledge of the ways by which these two types of wellness programs is important. She will list and explain the four standards required by the ACA for health-contingent wellness programs to follow to ensure nondiscrimination.

She will take up HIPAA and specific discrimination laws for discussion and explain the requirements for their compliance in wellness programs. Participants will be able to understand the difference between the reasonable alternative standard for activity-based wellness programs and the reasonable alternative standard for outcome-based plans. Dr. Strauss will also show the steps that the participants of this webinar can take to strategically plan a comprehensive wellness program.

She will cover the following areas at this webinar:

  • provide examples of how wellness programs have resulted in discrimination lawsuits
  • explain the role that the ADA, GINA, FMLA, and other civil rights laws play in the design and development of your wellness strategy
  • provide specific examples of the alternative standards and why they are mandatory
  • list the benefits of a Wellness strategy to minimize healthcare costs for the organization and the employee
  • discuss the critical steps in designing and developing the Wellness strategy
  • plan an effective organization-wide implementation process
  • Establish an effective evaluation method of the Wellness program.

 

Personnel who are closely involved in employee wellness programs, such as CFO’s, Wellness Directors, Risk Management Directors, Occupational Health Nurses, Employers and Business owners, and Human Resources Specialists and Managers will benefit from this course in a big way.

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About the speaker:

Dr. Susan Strauss conducts harassment and bullying investigations and functions as an expert witness in harassment and bullying lawsuits. The popularity of these exercises can be gauged from the vast spectrum of sectors that her clients hail from: business, education, healthcare, law, and government organizations from both the public and private sector.

She has conducted research, written over 30 books, book chapters, and journal articles on harassment, bullying, and related topics. She appears on television and radio programs and is frequently interviewed for newspaper and journal articles.

 

Human Resources Training, Workplace Wellness Program

Why is Workplace Wellness Program Important?

 

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Employers are getting it – sort of. Most believe in the concept of keeping their employees healthy because it just makes sense. Not only does paying attention to this make a difference in the lives of the people who are the most valuable asset to a company, but there are also many benefits to the bottom line – lowered health claims, improved energy and morale, lowered sickness, and improved productivity.

A successful, results-based corporate wellness plan offers various programs with the underlying objective of true behaviour change. To have the biggest impact, a comprehensive approach should include focusing on the individual and implementing group and awareness programs suitable to target the widest range of the population. Individual-based programs may include one-on-one health coaching. Here, the certified health coach works with individuals in achieving personal or family wellness goals. This individual component of the wellness plan ensures accountability, follow up and evaluation which contribute to healthy, long lasting behavioural change. Awareness and group programs need to ensure effective communication strategies that include repetition, small bite-sized information sharing, and ways to ensure the unmotivated are also hearing the same message!

The best way to achieve success with a wellness program is working any chosen initiatives into an overall plan within the organization. The strategic plan may consist of completing a Health Risk Assessment [HRA], establishing a wellness committee, outlining objectives, implementing initiatives and evaluating effort. The results of an HRA outline demographics, employee interests and an overall health risk profile. Strategically aligning the program design to address the results of the HRA, offering programs to support employee interests, and ensuring employee and management objectives are met, all contribute to a healthy return on investment.

Paving the way to motivate the unmotivated isn’t rocket science, but it does take a strategic approach. To achieve optimal engagement with wellness, we need a strategy that is inclusive, encouraging and staged within a healthy environment. This recipe provides the best bet for achievement of a more engaged workforce. Programming needs to be offered to the people who need a wellness program the most – the unmotivated, uninterested and unhealthy. These people respond positively to fresh ideas that are relevant to their needs and their ability to act.

A comprehensive wellness program that is engaging and consistently presents opportunities to increase awareness and move towards health is what works. There is no such thing as a quick-fix approach. The key to program and engagement success is the ability to work with individual employees to ultimately help them modify their behaviours. For some it might be a minor habit adjustment, for others it could be a drastic lifestyle change. This model ensures that a wellness program, tailored for each specific company, will achieve maximum benefits.

The employee wellness industry is growing because it’s easy to see a return on better health. The more programs offered to encourage lasting behaviour change, the healthier the return will be. Healthy employees cost less Period.

How to improve employee wellness programs :

 

  • Effectively Communicate Wellness Initiatives
  • Garnering leadership support for an Effective Wellness Program
  • Motivating the unmotivated for Wellness Program success
  • Optimizing Engagement with Wellness Initiatives