HealthSpective offers answers to the full spectrum of benefit management needs: benefit program design, health plan enrollment and operation, population health data analysis and wellbeing and employee engagement. It’s with this integrated solution that a change towards true employee health can be found.
“Health and wellness opportunities” can mean a variety of things and include countless different programs and features, more and more, a focus on a company health plan’s healthcare analytics is becoming part of the equation.
Finding the money to implement the wellness programs you want can be one of the biggest steps in the process. However, if you utilize a bit of creativity as you work with your carriers, brokers and stop-loss insurance companies, you may have money available to cover the cost of these programs.
At DHS Group, “climbing the curve of innovation” has taken the company from its beginnings in HEDIS® reporting and Medicaid and Medicare exchange auditing to now offering a full-circle healthcare platform, HealthSpective® that is working to change the face of healthcare today by facing industry standards head-on.
Studies show that excessive stress can really take a toll on your long-term health; meaning you could become sick with things like the “common cold” more often and even developing conditions such as obesity, diabetes, etc. So what can you do?
Facing the decision to become a “partner in health” can seem overwhelming, but it doesn't have to be. While you work to put bigger plans into action, things like healthcare data and analytics, activity tracker programs, wellness coaching and other population health and engagement tools, take these three steps to start improving your workplace wellbeing.
Working under HIPAA compliance can be a daunting task and, often, one that seems overwhelming.Where do you start when it comes to rules and complicated inner-workings of the law? How can you best prepare your employees to both understand and apply the HIPAA rules?
As the majority of U.S. employers are now offering wellness and wellbeing programs and beginning to understand its importance, many still struggle with finding programs that are successful at making positive behavioral changes in their population.
Whether you have a program in place or are looking for a new way to impact your population health through wellbeing programming, what should you look for to define success?
“In 2015, the Centers for Disease Control and Prevention (CDC) reported that productivity losses linked to employee absenteeism due to illness cost employers $225.8 billion annually in the United States, or $1,685 per employee,” Magdalena Mook, CEO and Executive Director of the International Coach Federation (ICF), wrote in a recent article in the Business Journals.
That said, the money lost doesn’t stop at absenteeism as the nearly $226 billion doesn’t include disability and workers comp costs, overtime and part-time help, employees who are underperforming because they’re coming to work sick, not getting enough sleep, are stressed and more. What can be done?
As the cost of unwell workers continues to rise (obesity, for example, is expected to cost the United States more than $210 billion per year, up from $147 billion) due to increased number of chronic illnesses, lack of transparency, consumerism and decision tools, and the traditional fee-for-service model, it’s more important than ever to make decisions now that can help you prepare for the future.
New studies and articles are being released daily that showcase the changes taking place in the world of corporate wellbeing.
“Wellness and wellbeing are going away from strictly participation-based programs,” Will Herold, DHS Group VP of Employer Solutions, said. “It’s not just a walking program or a health risk assessment anymore but, rather, companies are taking these tactics and implementing them under one umbrella to bring programs to their communities that improve employee health and performance. It’s a new approach to wellbeing.”
With change in the air and a shift towards a more all-encompassing style of corporate wellbeing, countless questions come to mind.
“Employees see health and wellness offerings as a mark of progressive employers,” HR Executive Jack Kluepfel, said. “Attractive employers, employers of choice, offer opportunities for people to engage in their health.”
And companies are doing just that – engaging in the health of their employees and offering programs that promote wellbeing in and out of the workplace. This mindset has exploded within the industry. Politico recently quoted the corporate wellness and wellbeing industry to be worth nearly $8 billion in the United States and projected to grow nearly eight percent in the next five years.
This week, Sarah, a member of our Customer Success team and Certified Wellness Coach, is back to share some tips on how to keep moving and stay healthy during the busy summer season of fun and travel ahead.
Between work, vacations, sporting events and more, physical activity can be pushed to the back burner or even completely ignored during the busy summer months. Sarah offers a few recommendations to help you stay healthy and active while still enjoying your summer.
Brian Sekula, President and CEO of Health Performance Institute (HPI), returns to share more information on implementing a Type 2 Diabetes strategy, including how analytics and data can help improve an existing program.
There are many reasons organizations should implement a strategy for handling Type 2 Diabetes among their employees, but there are three that stand out.
In this week’s Rewind feature, learn more about how SEAL Legacy raised funds while encouraging movement for their group – all through DHS Group’s Move module technology, a platform that works with more than 40 wearable activity trackers and mobile apps.
Just like every employee is different in how they choose to stay active (walking, cycling, running, yoga and more), every employee is different in what activity tracker they choose to wear. Activity tracker options empower employees to make a decision that works best for their lifestyle and encourages them to become more aware of their daily fitness and overall health and wellbeing.
Last week, the National Alliance of Healthcare Purchasers hosted a two-day summit that covered topics related to mental health and wellbeing for employers – two topics that are at the forefront of discussions across many industries, employee groups and human resources professionals nationwide.
Studies and statistics backing up the benefit of employee wellbeing programs are plentiful. However, it was a recent study by the American College of Occupational and Environmental Medicine that added an additional wrinkle to the benefit of wellbeing programs – the added value brought on by biometric screenings and health risk assessments (HRAs).