A discussion about a value proposition for investment in employee health initiatives that necessitates a more comprehensive and multifaceted approach to optimizing the human capital within an ...organization.
The purpose of this research was to determine whether participation in the health risk assessment (HRA) component of a comprehensive health promotion program has an impact on medical costs, and ...whether the addition of participation in interventions has an incremental impact. Program participants (n = 13,048) were compared with nonparticipants (n = 13,363) to determine program impact on paid medical costs. Overall, HRA participants cost an average of $212 less than eligible nonparticipants. As HRA participation increased, cost saving aho increased. Additionally, although participation in either an HRA or activities alone resulted in savings, participation in both yielded even greater benefits. The findings indicate that there is an independent benefit of each of these elements of participation, and that the sum of the elements provides a greater benefit than the impact of either of the individual elements alone. (J Occup Environ Med. 2003;45: 1196-1200)
Objective: To compare the performance of predictive models based on health care claims, health risk assessment (HRA), or both in prospectively identifying high-cost individuals with chronic ...conditions. Methods: Participants included 8056 employees who completed an HRA and were enrolled in a health plan for at least 6 months during the 36-month study period. Two-stage multivariate regression identified predictors of claims cost in four age-by-gender groups. Results: All models predicted costs effectively, but the combined model performed better (R² = 0.198 to 0.309) than either the claims-based (R² = 0.168 to 0.263) or HRA-based model (R² = 0.125 to 0.205). Conclusion: An HRA-based predictive model appears to be a reasonable alternative to claims-based predictive models for identifying individuals for chronic condition management outreach. Where practical, a combined model offers advantages of both approaches and meaningfully increases accuracy.
A survey of more than 500 leaders showing how business leaders think about the concepts of productivity and performance, and also their beliefs about the connection between health, productivity, and ...performance.
To explore the factor structure of the HERO Health and Well-being Best Practices Scorecard in Collaboration with Mercer (HERO Scorecard) to develop a reduced version and examine the reliability and ...validity of that version.
A reduced version of the HERO Scorecard was developed through formal statistical analyses on data collected from 845 organizations that completed the original HERO Scorecard.
The final factors in the reduced Scorecard represented content pertaining to organizational and leadership support, program comprehensiveness, program integration, and incentives. All four implemented practices were found to have a strong, statistically significant effect on perceived effectiveness. Organizational and leadership support had the strongest effect (β = 0.56), followed by incentives (β = 0.23).
The condensed version of the HERO Scorecard has the potential to be a promising tool for future research on the extent to which employers are adopting best practices in their health and well-being (HWB) initiatives.
OBJECTIVE:To assess how health risk change influences concurrent and subsequent change in absenteeism and presenteeism.
METHODS:A retrospective, longitudinal study design analyzed repeated health ...assessment survey data using maximum likelihood structural equation modeling.
RESULTS:A statistically significant relationship was detected between self-reported health risks at one point in time and lower productivity (absenteeism and presenteeism) at the same point in time as well as a longitudinal effect of increasing risks at one point in time associated with decreased productivity at subsequent measurement periods.
CONCLUSIONS:Health is a predictor of productivity, and the benefits of improved health on improved productivity are cumulative over time.
Analyzing Best Practices in Employee Health Management Terry, Paul E.; Grossmeier, Jessica; Mangen, David J. ...
Journal of occupational and environmental medicine,
2013-April, Letnik:
55, Številka:
4
Journal Article
Recenzirano
OBJECTIVE:Examine the influence of employee health management (EHM) best practices on registration, participation, and health behavior change in telephone-based coaching programs.
METHODS:Individual ...health assessment data, EHM program data, and health coaching participation data were analyzed for associations with coaching program enrollment, active participation, and risk reduction. Multivariate analyses occurred at the individual (n = 205,672) and company levels (n = 55).
RESULTS:Considerable differences were found in how age and sex impacted typical EHM evaluation metrics. Cash incentives for the health assessment were associated with more risk reduction for men than for women. Providing either a noncash or a benefits-integrated incentive for completing the health assessment, or a noncash incentive for lifestyle management, strengthened the relationship between age and risk reduction.
CONCLUSIONS:In EHM programs, one size does not fit all. These results can help employers tailor engagement strategies for their specific population.
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