This Month Only! >> $20 off and a FREE SHRM tote with your membership and code TOTE2018!
Sign up for free email newsletters and get more SHRM content delivered to your inbox.
Is your employee handbook keeping up with the changing world of work? With SHRM's Employee Handbook Builder get peace of mind that your handbook is up-to-date.
Build competencies, establish credibility and advance your career—while earning PDCs—at SHRM Seminars in 12 cities across the U.S. this spring.
#SHRM18 will expand your perspective – on your organization, on your career, and on the way you approach HR. Join us in Chicago June 17-20, 2018
Members may download one copy of our sample forms and templates for your personal use within your organization. Please note that all such forms and policies should be reviewed by your legal counsel for compliance with applicable law, and should be modified to suit your organization’s culture, industry, and practices. Neither members nor non-members may reproduce such samples in any other way (e.g., to republish in a book or use for a commercial purpose) without SHRM’s permission. To request permission for specific items, click on the “reuse permissions” button on the page where you find the item.
NEW ORLEANS—"Certain components of a wellness program are critical to its success, and others are more fluff," said Don R. Powell, president and CEO of the American Institute for Preventive Medicine in Farmington Hills, Mich., during his June 29, 2009 concurrent session, “The 10 Essential Characteristics of Successful Worksite Wellness Programs,” held here in conjunction with the SHRM Annual Conference.
Powell provided a framework to help HR benefits managers keep their wellness initiatives targeted on the components most closely linked to return on investment (ROI).
He shared some statistics that highlight the value of these initiatives. While the ROI from wellness programs varies, a review of 72 studies published in the
American Journal of Health Promotion indicated an average corporate wellness ROI of $3.48 per $1 when considering health care costs alone, $5.82 when examining absenteeism and $4.30 when both outcomes are considered.
In light of the growing shift in focus from treatment to prevention, Powell urged HR professionals not to view the health of their employees as a “cost” that needs to be “controlled” but as an investment in human capital, “just like the ‘cost’ of education and training.”
Ten tips he offered for making wellness programs work more effectively:
“Worksite wellness programs are no longer a peripheral part of a company's HR activities, but are now a key component,” Powell said. “Successful organizations in the coming decade will embrace the concept of wellness and offer programs with characteristics that have been proved to lead to success.”
You have successfully saved this page as a bookmark.
Please confirm that you want to proceed with deleting bookmark.
You have successfully removed bookmark.
Please log in as a SHRM member before saving bookmarks.
Please sign in as a SHRM member before saving bookmarks.
Please purchase a SHRM membership before saving bookmarks.
An error has occurred
Recommended for you
CA Resources at Your Fingertips
SHRM’s HR Vendor Directory contains over 10,000 companies