Introduction
In an organization, the role of the human resource management is to initiate different wellness programs for employees that help the bottom line to improve the work efficiency and productivity. In this modern business era, the organization intends to consider the wellness program as a mainstream initiative for employees, who enable the retention, healthy work environment, smooth workflow and sustain ale
1-What are some factors that you consider to be important predictors of successful wellness programs?
Being a consultant to the company, I can concentrate on different factors. I have to predict the wellness program. For instance, to start the wellness program, I would like to a design different healthy activities for employees, which can also be aligned with business goals, objectives, and purposes. The most important thing is the employee motivation to make employees healthy and fit. The purpose is also to make employees assertive and aggressive participation in these activities and make the outcomes predictable. Also, the management of the company ensures the quality of these programs through integrating with new trends. The purpose is to attract employees in different departments. I must have come up with a proper plan regarding the healthy workplace, as it can help me to make the employee retention, productivity is and effectiveness predictable (Horwitz, Kelly, & DiNardo, 2013).
2-What types of activities should companies include in a wellness initiative to increase employee participation?
For increasing the employee participation, the company has to come up with several activities. The attractive type of activities enhances the visibility of employee participation. Critically, the management of the company considers these activities as an extra benefit. Now, there is a need to derive some strategic insights through these activities. For Instance, the company can provide cheap pedometers to employees to measure their walking distance in an area, which is designed for employees. The designated area can be helpful for employees to enjoy the walk-in breaks and concentrate on their fitness. Furthermore, in the busy and stressed working environment, the employee must be provided a catered lunch in a month to have high-quality food. It seems an awareness process, which may restrain the employee from unhealthy meal choices. In different departments, especially in production, the management can create a healthy environment through oxygen-producing plants. The ergonomic workstation is another effective type of activity, which enables benefits such as natural light and de-cluttered desks (Kumar, McCalla, & Lybeck, 2009).
3-Which of the success factors for wellness programs identified in the case do you think is the most important? Which factor is the least important?
The most important success factor in this case study regarding wellness programs in the company is the partnership with external parties. With wellness programs, the expert opinion can help to strengthen employee on the modern basis. Critically, many organizations intend to save cost and design traditional wellness programs. The most important thing is to work with different parties and identify the health need of each. On the other hand, the least important factor is the alignment with the company’s objectives or purposes. For Instance, if the company is containing the market-oriented business, these wellness programs cannot be aligned with the objectives. However, in the internal process, the quality of these wellness activities is not to be compromised. Thus, it is not necessary to align with the purpose of the business, and it can be directed separately to gain benefits (Smith & Duffy, 2013).
Conclusion
In the end, it is to conclude that wellness programs are in the limelight due to the positive impact on both, employee and the company. Many organizations are intended to develop some new and differentiated wellness activities. The main insight, derived from the case study is the improvement of employee performance due to these wellness activities. The strategic benefits can be enhanced by the management if the management effectively evolves these wellness programs. Employees are the bottom line of the company, and all strategies can be executed effectively if this bottom line is healthy and energetic.
References
Horwitz, J. R., Kelly, B. D., & DiNardo, J. E. (2013). Wellness Incentives In The Workplace: Cost Savings Through Cost Shifting To Unhealthy Workers. Health Affairs, 32(3), 468-76.
Kumar, S., McCalla, M., & Lybeck, E. (2009). Operational impact of employee wellness programs: a business case study. International Journal of Productivity and Performance Management, 58(6), 581-597.
Smith, K. J., & Duffy, R. (2013). Avoiding the Legal Pitfalls in Designing and Implementing Employee Wellness Programs. Employment Relations Today, 39(4), 81-88.
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