EmployeeHealth and Well-being
Companiesmajorly focus on employee health and well-being in order to increasetheir performance and output. Human resource professionals are theheart of any successful enterprise since they are capable of ensuringan increase in performance (Chenoweth,2011). High-performingcompanies also understand that health and work go hand in hand. Here,companies ought to engage employees, embrace health metrics, createvisibility of innovative policies, support individual securityaspirations, and help people get the best out of life.
FiveDramatic Changes to Work Site Demographics
Inany enterprise, the HR professionals must understand what comprisesthe workforce. This part of the essay analyzes the five most dramaticchanges to work site demographics over the past decades. First, theaging workforce will have an impact on the organization in that theworkers will perform slower since they are not vibrant and energetic.Second, a high number of employees with chronic ailment will likelygo on frequent medical leaves thus interrupting normal businessoperations (Chenoweth,2011). Third,having many women workers will result in less work being performedsince they will always be stressed about home. Fourth, with a highnumber of Hispanic and Latino workers, the firm will experience morework performance since they are firm believers of the American Dream:‘Hard work will earn you and your family a better life.’ Lastly,having a high number of people who have to work two jobs in order tomake a living in a firm will affect the company’s performance sincethey are likely to display low performance at their tasks since theywill always be tired and stressed from working the two jobs.
TopHealth Cost Drivers
Healthcontrollable risks are among the top health cost drivers. Studiesshow that corporations spend billions of dollars each year onemployee related health problems like physical inactivity, smoking,obesity, stress, diabetes, poor nutrition, and other modifiable riskfactors. Health cost drivers are the determinants of presenteeism andabsenteeism. Presenteeism is the process of coming to work while oneis sick (Chenoweth,2011). Itcan cause productivity loss, poor health, workplace epidemics, andexhaustion. Absenteeism is the practice of staying away from workwithout any concrete reason. The top health cost drivers affecting myorganization are physical inactivity, high stress, high bloodpressure, migraines, and depression.
Inpreparing the absenteeism and presenteeism costs, I first constructed a framework as shown in table 4 in appendix 1. I selectedthe top health risk factors, gathered information about theprevalence of the risk, multiplied the number of employees with theprevalence rate and then calculated the employee cost for each riskfactor by multiplying the workload lost by the number of at-riskemployees by the median annual compensation as seen in table 4 inappendix 1 (Chenoweth,2011). OnceI finished calculating the productivity costs, I calculated the totalrisk costs by integrating medical care costs into the equation asshown in table 5 in appendix 1.
CurrentState of Culture Health and Norms
Anyemployer has the responsibility of ensuring that working culture isconducive for the employees (Chenoweth,2011). They,therefore, assume that employees should be treated as an asset to thecompany as they are capable of increasing productivity.
CurrentState of Health Determinants
Thecurrent health determinants within my organization are demographics,personal traits, social supports, stress, culture, disease, emotions,environment, immune system, nutrition, self-esteem, and economicstatus.
Puttingtogether all the factors that I have established, there still existsa gap between the current state of employee well-being and the idealstate of employee well-being (Chenoweth,2011). Riskfactors are still prevalent.
AHealth and Work Behaviour Plan
Appendix2 identifies the health and work behavior plan for organizations.
Employeehealth and well-being are the primary concerns of all corporations.Their deterioration could lead to poor performance and productivity(Chenoweth,2011). Forthis reason, organizations ought to ensure that the workingconditions and environment are conducive for the employees to workin.
Chenoweth,D. (2011). Promoting Employee Well-being: Wellness Strategies toImprove Health, Performance, and the Bottom Line. HRM Foundation’sEffective Practice Guidelines Series. Retrieved on 13thAugust 2016 fromhttps://www.shrm.org/about/foundation/products/documents/6-11%20promoting%20well%20being%20epg-%20final.pdf/