...Developing an Organizational Employee Wellness Plan Sample Outline This outline is intended to be a starting point to guide state agencies in developing their own agency-specific wellness plan. The provided outline addresses specific points to consider in developing the agency plan, but each agency will need to add additional content to define adequately what and how each activity will be implemented in the agency. While the outline is presented in this format for ease of reading and brevity, a more narrative format is recommended to serve as the actual agency wellness plan. Additionally in some sections, such as Program Objectives and Program Content, the outline provides suggested objectives or program content for agencies to consider. In these sections, agency wellness planners may need to delete or add language to reflect agency-specific objectives and content. If you have any questions about the outline or developing your wellness plan, please contact: I. Program Purpose This voluntary program of formal and informal activities is designed to improve the health and well-being of all employees and reduce or eliminate health issues affecting employee health and work productivity. II. Program Objectives A. Primary Goal 1. The Employee Wellness Program will strive to increase the well-being and productivity of all employees by enhancing all aspects of health. The program seeks to increase awareness of positive health behaviors, to motivate employees...
Words: 1575 - Pages: 7
...to programs. Ensuring that employees have a clear understanding of program offerings can increase employee productivity, decrease employer health related costs and loss of outputs while increasing the knowledge and buy in of employees. If employees have limited understanding of benefit programs and the programs themselves are obsolete to employee needs and current trends, the sponsoring organization is wasting financial resources and contributing to the potential decrease in employee productivity due to unmet health and wellness related needs. Martocchio (2014), discusses the responsibilities of benefit professionals as providing assistance to employees surrounding education on the various options of benefit programs as well as their need for expertise in designing and administering benefits programs. He further discusses the importance of benefit professionals remaining current on trends and innovative approaches to practices and development of benefit programs. The text additionally states that many employees have minimal understanding of the wordage and regulations attached to the components of the benefits packages. Traditional approaches to developing and marketing health and wellness benefit programs in the organizational culture can prove to be financially costly to employers and unbeneficial to employees. Traditional approaches have focused on the employee having to decipher things, read through thick packets and often times in a reactive manner due to an issue they...
Words: 2195 - Pages: 9
...Seven Categories of Work-Life Effectiveness Successfully Evolving Your Organization’s Work-Life Portfolio • Caring for Dependents • Health and Wellness • Workplace Flexibility • inancial Support F for Economic Security • Paid and Unpaid Time Off • Community Involvement • liciting Management E Buy-In and Transforming Organizational Culture C1 Defining Work-Life Effectiveness Work-life refers to specific organizational practices, policies and programs that are guided by a philosophy of active support for the efforts of employees to achieve success within and outside the workplace. These employersponsored initiatives comprise a strategic framework referred to as the worklife portfolio, a key element of the organization’s total rewards strategy to attract, motivate and retain employees. Career Build Your Portfolio Step One: Assess your present work-life situation It is easy to construct the outline of your organization’s existing work-life portfolio by performing a simple inventory of the policies, practices and programs currently offered within each category of the work-life portfolio. A useful resource for this activity is the Work-Life Audit, available on the Alliance for Work-Life Progress website. www.awlp.org/pub/selfaudit.pdf he term “work-life” refers to the T intersection of self (the worker), career (work), family and community. Self Life Family Community Creating and Sustaining a Successful Portfolio Building...
Words: 3733 - Pages: 15
...D R BA 2700 Organizational Behavior Instructor: Crystal Kenefic, MBA February 8, 2011 Concepts of Organizational Behavior Business is business, but how you operate your business is the key to success. There are many concepts to Organizational Behavior, but three key concepts must exist and continually be improved. Motivation, workplace stress and leadership exist and must continually be evaluated in every work environment. I chose these concepts because of their interaction with each other. Businesses must know how to motivate their employees. Employees must know who to cope and overcome workplace stress. Leaders must be able to effectively lead their employees. Motivation, workplace stress and leadership are issues that when properly managed can lead to a wonderful work environment for all employees and lead to the success of any company. I am going to examine these key concepts and their interaction with one another in the work place. Motivation Motivation has taken on many forms over time and place. In china, motivation is driven by honor and pride. Historically, the Chinese were born into a class that they could not escape and honor meant more than money. In other countries, motivational techniques took on more of a brutal look. Even in the US, our history shows us that motivation could be boiled down to slavery and the will to survive. Although slavery is now history, motivation both positive and negative still exists. Late President John...
Words: 1449 - Pages: 6
...Assistance Program (EAP) is a service available to all employees at no cost at any federal agency. An EAP support s and assists employees in assessing and resolving their work, health and life issues. It is staffed by professional counselors who will help you address problems that can adversely affect job performance, reliability, and personal health. A counselor will discuss the problem with you and after helping you assess the problem, provide short-term counseling. If needed, the counselor will also refer you to other professional services and resources within your community for further information and assistance. The reasons for why invest in an EAPE are listed in the following points: * Reduce costs related to health care and employee benefits * Solidify your position as an employer of choice; attract and retain talent * Improve absenteeism rates; increase workplace productivity and team environment * Showcase your commitment to your employees by supporting them and their families * Reduce the issue management stress and administrative efforts of Managers and/or Human Resources; let an EAP do the work! All Federal agencies provide Employee Assistance Programs (EAP) for employees. Basic EAP services include free, voluntary, short-term counseling and referral for various issues affecting employee mental and emotional well-being, such as alcohol and other substance abuse, stress, grief, family problems, and psychological disorders. EAP counselors also work...
Words: 584 - Pages: 3
...Abstract The HR practices of Aflac were examined in the context of its effect on employee satisfaction. In 2015, Aflac made the list of 100 best companies to work for as it has done for the past ___years. The team examined the benefits provided to the employees and the workplace culture at Aflac in order to determine why the organization enjoyed a low-rate of employee turnover and why surveys showed that its employees were highly satisfied with working at Aflac. Aflac “strives to deliver quality services to its 4,500 employees while staying competitive in the insurance market” (Reed, 2015). The team determined that part of the employee satisfaction resulted from Aflac’s decision to not lay off its employees during economic downturns. Furthermore, employees are provided with growth opportunities because Aflac promotes from within. We also explored the salary structure and opportunities to earn a higher income Employees are positively impacted by policies that helps them balance their personal and work lives. Aflac has made it very easy for its employees to have a growing professional life while at the same time, enjoy their personal life. Aflac understands the importance of keeping its employees happy and has implemented policies that pushes the company towards those goals. In return, it has an employee base that considers it a great place to work and who works hard to maintain the company’s positive image to its customers. Introduction For 17 consecutive years...
Words: 3141 - Pages: 13
...A PROJECT REPORT ON “TALENT RETENTION AND EMPLOYEE ENGAGEMENT” FOR RING + AQUA A SUBSIDARY OF RAYMOND LTD. SUBMITTED TO UNIVERSITY OF PUNE IN PARTIAL FULFILLMENT OF THE REQUIREMENT OF MASTER OF BUSINESS ADMINISTRATION (MBA) SUBMITTED BY KAVITA M. PAWAR UNDER THE GUIDANCE OF PROF. AMOL KARE SIR VISVESVARAYA INSTITUTE OF TECHNOLOGY, CHINCHOLI, NASHIK- 422 101. 2012-2013 STUDENT’S DECLARATION I undersigned myself declare that, the project entitled, “ TALENT RETENTION AND EMPLOYEE ENGAGEMENT” is executed as per the course requirement of two year full time MBA program of University of Pune. This report has not been submitted by me or any other person to any other University or Institution for a degree or diploma course. This is my own and original work. Place: NASHIK Sign of student Date: Kavita M. Pawar ACKNOWLEDGEMENT A project can’t be said to be the work of an Individual. A project is a combination of views, ideas, suggestions & contribution of many people. I am extremely thankful to my project guide Prof. Amol Kare who gave me the opportunity to do this project on subject “A Study of Employee Engagement with Special Reference to Ring Plus Aqua Ltd; Sinnar” as a major part of curriculum. I wish to express my sincere gratitude to my Ring Plus Aqua Human Resources & engineering...
Words: 8180 - Pages: 33
...Fraud is bred in an environment that consists of low morals, lack of controls and accountability, and high pressure; this will result in a high fraud environment where fraud is most likely to occur. “A fish rots from the head down”, this is a common phrase used to define leaders of an organization or state who is the root cause of a mishap, or in Caterpillar’s case, fraud. When fraud occurs, the top management is also responsible for it indirectly; one of the most widely used measures to prevent fraud is by cultivating a culture that encompasses morality, acceptance and assistance. The three factors in creating a low-fraud environment are; hiring honest people and providing fraud awareness training; creating a positive work environment; and providing an employee assistance program (EAP). Hiring honest people and providing fraud awareness training Although it is impossible for employers to completely barricade against recruiting fraudulent employees, there are still certain precautions an employer can adopt to detect symptom of potential fraud. For example, in Caterpillar’s case, their first and foremost action to take is to verify potential interviewees’ resumes and certifications. Grad School Hub Deducing from the statistics above, a large number of people are “stretching the truth” about their work experience and accomplishments. Some other companies have conceived various strategies to counter this, for example; using systems to detect credit debt of their potential...
Words: 719 - Pages: 3
...Introduction to Counseling Written Assignment # 1 I. What is professional counseling? Discuss the most recent trends in counseling. Professional counseling is a service provided voluntary and confidential with the focus on the developmental, situational problems of individuals of all ages and culture. Professional counselors help individuals to make decisions and resolve conflicts. Counselors provide service on different settings like the workplace, schools, colleges and other places as well. They also provide this service to families, groups or individuals. The most recent trends in counseling are through the internet and counseling in the community. These trends cover different parts of the community like business, career centers, religious organizations, and local neighborhood comprehensive health care centers. For instance, many organization provide counseling assistance through an employee assistance programs (EAP), employment enhancement programs (EEPs), career development counseling within the companies and outplacement counseling (EAPs). Employee assistance program were created with the purpose of helping employees who have alcohol problems. However, the service of these programs has been expanded to provide counseling to employees in regards interpersonal and personal family problems that may affect their job performance. Career counseling centers were created during the 1990s to help individuals to explore career opportunities and receive basic...
Words: 993 - Pages: 4
...of the information in the booklet, it is possible that errors may still be included. The author do not claim for any perfection whatsoever as to their accuracy or suitability for a particular term, acronym, or definition. © Copy-it-Right: This booklet is provided for personal use only: it can be reproduced, in any form and by any means, without permission from the author as long as you do not make money from it! However, copy it right! Use quality soft colored paper, and be sure not to exclude the authors’ name and the title of booklet. By: Adnan, MBA (Management) Contact: hotdesire@gmail.com Page 2 HR Glossary A to Z Preface Winners never quit and quitters never win. “Vince Lombardi” Knowing English language is a benefit regardless of where you travel. When you travel into the world of HRM, it is just as necessary to understand the key terms, phrases and issues. So, HR people should also speak a common language. They must know and understand the concepts and terminologies that are frequently used in the world of HR management. My heartiest intent is to share the common HR...
Words: 22831 - Pages: 92
...accuracy of the information in the booklet, it is possible that errors may still be included. The author do not claim for any perfection whatsoever as to their accuracy or suitability for a particular term, acronym, or definition. © Copy-it-Right: This booklet is provided for personal use only: it can be reproduced, in any form and by any means, without permission from the author as long as you do not make money from it! However, copy it right! Use quality soft colored paper, and be sure not to exclude the authors’ name and the title of booklet. By: Adnan, MBA (Management) Contact: hotdesire@gmail.com Page 2 HR Glossary A to Z Preface Winners never quit and quitters never win. “Vince Lombardi” Knowing English language is a benefit regardless of where you travel. When you travel into the world of HRM, it is just as necessary to understand the key terms, phrases and issues. So, HR people should also speak a common language. They must know and understand the concepts and terminologies that are frequently used in the world of HR management. My heartiest intent is to share the common HR language in a consolidated...
Words: 22831 - Pages: 92
...Instructor: Professor Kathleen Milburn Class: HRIS- HR530 Date: December 11, 2011 Report #1 Shows the numbers and percentages of late performance evaluations for several departments within the county with late performance evaluations could cause several problems. First, they affect employee motivation when employees are waiting on evaluations to be completed for pay raises. This, in turn, may affect morale, productivity, and turn-over rates. The evaluation of employees’ job performance is an important personnel function and is critically important to the organization. Appraisals give the employees an opportunity to contemplate their performance at work. It is the time when employees look forward to a raise in the salary and a promotion. For the managers, appraisals are about reviewing the past performance of their employees and providing them with feedback along with some tips to improve. Performance appraisal is the means by which the work performance of employees is evaluated. Employee performance is assessed in terms of the quality and quantity of work he/she has put in. It is calculated in terms of the time and efforts contributed by the employees in achieving an assigned task. Reviews of employee performance taken within an organization are known as performance or employee appraisals. They aim at analyzing employee performance, identifying their potential and inabilities, in order to determine the employee training needs. They also aim at taking...
Words: 2223 - Pages: 9
...I am the H.R. Director for a BeyondTheRack Corporation, a 30,000 employee off-price retailer, headquartered in Massachusetts with store locations and distribution centers throughout the country. We currently do not have an Employee Assistance Program. Our CEO realizes that many competin Employee Assistance Programs are benefit programs, designed to help employees face personal problems that might negatively impact their work performance, health, or overall well-being. The personal issues for which Employee Assistance Programs provide support vary, but can include, alcoholism, substance abuse, emotional distress, major life events such as births, accidents, and death, health complications, family and relationship dynamics, and work environment concerns. A 2008 study from the Families and Work Institute found that 65% of employers provided EAPs in 2008, an increase from 56% in 1998 (Dargan, 2010). Employee Assistance Programs generally include a variety of services such as situation assessment, short-term psychological counseling and referral services to specialists if needed. Employers choose to provide this benefit to their employees for many different reasons, ranging from the desire to support their employees and their family members, accepting the evidence that healthy employees make for a more productive workplace, and protecting themselves from liability and legal issues (Jacobson, 2010). An Employee Assistance Program's basic services are usually funded by the employer...
Words: 2816 - Pages: 12
...| Human Service Manager Exercise Reinforce, Refer, and Release | University of Phoenix | | BSHS 322Brian LannJocelyn Besse | 8/30/2010 | | Scenario #1 Family Support Services Center Staff Member: Tom Martin 1. Demographics a. Age: 32 b. Gender: Male c. Marital Status: Divorced d. Race/ethnicity: Caucasian e. Years with Agency: 4 2. Staff Member History and Current Assessment f. Employed as an individual counselor for adult clients. g. Considered an adequate but not outstanding counselor. h. Two previous client complaints that could not be substantiated. i. A review of Tom’s previous case files shows four female clients who terminated counseling with no explanation. j. Female client of Tom has informed supervisor that he had made inappropriate sexual comments, bought her presents, had one out-of-office ‘date’, and implied that he could help get custody of her children back from protective service with a favorable treatment report. k. Tom initially denied these accusations when they were presented to him but does admit that he is attracted to client. Recommendation: ___Refer__________________ Strategies: In order to effectively resolve this situation and incorporate evasive action of future issues, each party needs to communicate openly and effectively. The clinician should be non-judgmental in their tone and body...
Words: 1697 - Pages: 7
...EFFECTIVENESS OF EMPLOYEE COUNSELING AT THE LOCAL GOVERNMENT UNIT OF DIFFUN, QUIRINO I. THE PROBLEM AND ITS BACKGROUND The Importance of Developing and Preserving Human Resources Counseling programs geared specifically for employees in or near their work settings have grown steadily in recent years in the Philippines, primarily because employers have come to recognize the importance of developing and preserving valuable human resources. Managers have begun to listen to the ideas of people like Peters and Waterman, whose best-selling book on corporate excellence exhorts, Treat people as adults. Treat them as partners: treat them with dignity; treat them with respect. Treat them - not capital spending and automation - as the primary source of productivity gains… In other words, if you want productivity and the financial reward that goes with it, you must treat your workers as your most important asset (1982). In general, counseling services for employees can be divided into two major categories, namely, those dealing with personal problems and those dealing with career development. The employee counseling programs that deal with personal problems will focus on employees’ mental and physical health and deal with personal problems that might, even indirectly, affect job performance. Those that deal with career development programs will use assessment, counseling, planning, and training to help individuals make and act on career decisions within the context of the organization’s...
Words: 4585 - Pages: 19
