Investment in your most valuable asset employees Healthy...
25
22 February 2010 Charlene Martin 205208649 Jason Isaacs 202017389 Mizpa Kayi 206198876 Nokuthula Maswili 2050116944 Thembela Nogonyoti 200735012
Transcript of Investment in your most valuable asset employees Healthy...
22 February 2010
Charlene Martin 205208649Jason Isaacs 202017389Mizpa Kayi 206198876
Nokuthula Maswili 2050116944Thembela Nogonyoti 200735012
Why a wellness programme
How it fits in your organisation
Benefit to the organisation
Benefit to the employee
Integrated Health and Wellness Programme
Feedback on success impact of programme
Investment in your most valuable asset ndashemployees
Healthy employees = productive employees
Cost reduction
Attracted and retained
People and the way they work has become the Companyrsquos greatest asset
and is essential to its success
Why a wellness programme
How it fits in your organisation
Benefit to the organisation
Benefit to the employee
Integrated Health and Wellness Programme
Feedback on success impact of programme
Make quality a part of the way we work
Enhance our ability to support the client and
their goals
Improve the efficiency and effectiveness of
Human Resources at all levels
Employ technology and methods which
enhance service communications and
productivity
Help the client to become the Employer of
Choice
To be a leading consulting organization driven by knowledge integrity
performance and committed to clients success in the global economy
V I S I O N
Approaching HR Holistically
Meeting Employeesrsquo Ever Changing Needs with
authenticity
M I S S I O NO B J E C T I V E S
Why a wellness programme
How it fits in your organisation
Benefit to the organisation
Benefit to the employee
Integrated Health and Wellness Programme
Feedback on success impact of programme
Reduced illness and absenteeism
Increased productivity and morale
Improved employee relations
Impact on recruitment
Staff retention
Reduction in on-the-job injuries and workersrsquo compensation
Reduction in disability management costs
Why a wellness programme
How it fits in your organisation
Benefit to the organisation
Benefit to the employee
Integrated Health and Wellness Programme
Feedback on success impact of programme
Opportunities to improve their own personal levels of health fitness psychological and overall wellbeing
Increased energy and motivation
Creates engagement and affiliation with the organisation
Feels valued by the organisation
Increased team morale
Stress prevention and control
Why a wellness programme
How it fits in your organisation
Benefit to the organisation
Benefit to the employee
Integrated Health and Wellness Programme
Feedback on success impact of programme
bull Retrenchment
bullCrisisTrauma
management
bullDrug amp alcohol abuse
bullChange Management
bullLegal support
bullFinancial management
bullFamily care matters
bullBereavement
bullDepression support
bullStress management
bullAnxiety
bullDiversity
bullSmoking management
bullWeight loss programs
bullNutrition counseling
bullChronic Illness
bullBurnout
Physical
Health
Psychological
Health
Employee
Assistance
Work and
Life
EXCO
Buy-in
Committee
Policy
Timeline amp
Budget
Market the
Program
Implement
Program
Evaluate
Success
Participants wellness champions Consultancy representative
Employees
Management
Union
Medical association
Functions Encourages buy-in from management
Designs policy
Responds to needs of employees organisation
Oversees program success
Committee
Policy
Assess needs and interests
Policy owner custodian amp responsible persons
Content Executive summary
Policy aim and scope
Approach and availability
Policy
Content continuedhellip Policy governance
Policy governance structure
Ownership
Approval
Implementation
Roles and responsibilites
Policy review
Management process
Monitoring reporting and disclosure
Actions for non-compliance
Related policies
Timeline amp Budget
Realistic timeline to apply and evaluate program
Activities at convenient times for participants
Accurate and comprehensive budget
Market the Program
Make people aware that the program exists
Motivate them to take advantage of program
Excite interest - select creative name or theme
Wellbeing champions ndash spokespersons
Email bulletin board amp newsletters
Word of mouth from pleased participants
Implement Program
Putting the plan into action Making arrangements with health promotion
vendors
Recruiting speakers
Negotiating with health plans health clubs
Scheduling health promotion activities
Evaluate Success
Review ndash efficiency amp effectiveness How well the program is working
Achieving expected results
Costs and outcomes compared
Occasional modifications
Why a wellness programme
How it fits in your organisation
Benefit to the organisation
Benefit to the employee
Integrated Health and Wellness Programme
Feedback on success impact of programme
Measurement of performance impact of programme
Why a wellness programme
How it fits in your organisation
Benefit to the organisation
Benefit to the employee
Integrated Health and Wellness Programme
Feedback on success impact of programme
Absa 2006 Exclusive Financial Solutions Abacus 40-41 April
Absa 2008 Wellness at Work Abacus 59 March
ABSA Wellness Policy httpsharepointabsacozasitespnpdocspoliciesPolicies20PublishedCore20Health20and 20Wellness20Poloicypdf [9 February 2010]
Brewster C Carey L Dowling P Grobler P Holland P amp Waumlrnich S 2003 Contemporary Issues in Human Resource Management 2nd ed South Africa Oxford University Press
Building a Workplace Wellness Program Health Promotion Tips httphealthpromotiontipscom [9 February 2010]
Gebhardt DL amp Crump CE 1990 Employee Fitness and Wellness Programmes in the Workplace American Psychologist 262-272 February
Grobler P Waumlrnich S Carrell MR Elbert NF amp Hatfield RD 2006 Human Resource Management in South Africa 3rd ed South Africa Thomson Learning
ICAS Mountany R Article Delivering Value Through People Risk Management
Infinite Wellness Solutions 2008 Workplace Wellness httpwwwinfinitewellnesssolutionscomworkplace-wellnesshtml [11 February 2010]
Ivancevich JM amp Matteson MT 1996 Organizational Behaviour and Management 4th ed United States of America Irwin
Landy F amp Conte JM 2007 Work in the 21st Century ndash An Introduction to Industrial and Organisational Psychology United Kingdom Blackwell Publishing
Mpongo N 2010 Interview with HIVAids Information Officer on 16 February 2010 Cape Town
MacDonald LAA 2005 Wellness at Work Protecting and Promoting Employee Health and Wellbeing London Chartered Institute of Personnel and Development
NAND Starting a Wellness Program httpnaturalhealthcarecastaring_a_wellness_programphtml [15 February 2010]
NAND Top 10 Reasons Why Your Company Needs an Employee Wellness Programs httpwellnessquotescomtop10-reasons-why-your-company needs-an-employee-wellness-programhtml [11 February 2010]
Robbins SP 2005 Organizational Behavior 11th ed United States of America Pearson Prentice Hall
Small MW amp Towbridge GA 2009 Moral Questions and Dilemmas Early Times to Present Day ISUS Journal of Business SystemsGovernance and Ethics 4(2) 45-52
SkillSoft SkillBrief Course Strategic Approaches to Risk Management (HRCISPHR ndash 2007-aligned Employee Assistance and Wellness Programs [17 February 2010]
Sims M 2010 Wellness Programmes are Worth Every Dollar you Spend American City Business Journals httpstlouisbizjournalscomstlouisstories19970331focus5html [10 February 2010]
South Africa Department of Land Affairs 2006 Human Resource Management Leave Management Policy Pretoria Government Printer
Health Problems
PhysicalBack Musculo-Skeletal CVD
Ulcers Migraines Skin Impaired
Immune Function eg HIV and AIDS etc
Mental
Depression Anxiety PTSD
Paranoia etc
Behavioral
Increased alcoholdrug abuse
Poor interpersonal communication
Eating problems sleeping problems
Poor homework life balance
Irritability aggression increased
Smoking reduced patience etc
Cognitive
Reduced concentrationfocus poor
judgement reduced creativity amp
Motivation and reduced commitment
Absenteeism
Sick leave absence for personal or
family issues late comingleaving
early disability absence etc
Accidentserrors
Increased accident rate
Increased error rate
Supervisory time
Increased discipline problems
Increased grievance issues more
time dealing with employee
personal issues strained team relations
Low moralemotivation
Employee Loss
Increased recruitment costs
Increased training costs loss of
Knowledgeexpertise
Additional
Poor customer relations
Violence at work vulnerable to
Litigations poor company image
property theft and no quality work
Sick pay
Temporary employee
placements
Replacement costs
Medical claims
Equipment Repair
Replacement costs
Supervisory time
Overtime pay
Disciplinary costs
Recruitment costs
Training costs
Redundancy Medical boarding
Early pension costs
Loss of Customers
Litigation costs
Increased insurance premium
payment
Reduced productivity
Source Sister Alison Absa Bank
OrganisationalConsequences
Costs Individual Costs Organisational
Why a wellness programme
How it fits in your organisation
Benefit to the organisation
Benefit to the employee
Integrated Health and Wellness Programme
Feedback on success impact of programme
Investment in your most valuable asset ndashemployees
Healthy employees = productive employees
Cost reduction
Attracted and retained
People and the way they work has become the Companyrsquos greatest asset
and is essential to its success
Why a wellness programme
How it fits in your organisation
Benefit to the organisation
Benefit to the employee
Integrated Health and Wellness Programme
Feedback on success impact of programme
Make quality a part of the way we work
Enhance our ability to support the client and
their goals
Improve the efficiency and effectiveness of
Human Resources at all levels
Employ technology and methods which
enhance service communications and
productivity
Help the client to become the Employer of
Choice
To be a leading consulting organization driven by knowledge integrity
performance and committed to clients success in the global economy
V I S I O N
Approaching HR Holistically
Meeting Employeesrsquo Ever Changing Needs with
authenticity
M I S S I O NO B J E C T I V E S
Why a wellness programme
How it fits in your organisation
Benefit to the organisation
Benefit to the employee
Integrated Health and Wellness Programme
Feedback on success impact of programme
Reduced illness and absenteeism
Increased productivity and morale
Improved employee relations
Impact on recruitment
Staff retention
Reduction in on-the-job injuries and workersrsquo compensation
Reduction in disability management costs
Why a wellness programme
How it fits in your organisation
Benefit to the organisation
Benefit to the employee
Integrated Health and Wellness Programme
Feedback on success impact of programme
Opportunities to improve their own personal levels of health fitness psychological and overall wellbeing
Increased energy and motivation
Creates engagement and affiliation with the organisation
Feels valued by the organisation
Increased team morale
Stress prevention and control
Why a wellness programme
How it fits in your organisation
Benefit to the organisation
Benefit to the employee
Integrated Health and Wellness Programme
Feedback on success impact of programme
bull Retrenchment
bullCrisisTrauma
management
bullDrug amp alcohol abuse
bullChange Management
bullLegal support
bullFinancial management
bullFamily care matters
bullBereavement
bullDepression support
bullStress management
bullAnxiety
bullDiversity
bullSmoking management
bullWeight loss programs
bullNutrition counseling
bullChronic Illness
bullBurnout
Physical
Health
Psychological
Health
Employee
Assistance
Work and
Life
EXCO
Buy-in
Committee
Policy
Timeline amp
Budget
Market the
Program
Implement
Program
Evaluate
Success
Participants wellness champions Consultancy representative
Employees
Management
Union
Medical association
Functions Encourages buy-in from management
Designs policy
Responds to needs of employees organisation
Oversees program success
Committee
Policy
Assess needs and interests
Policy owner custodian amp responsible persons
Content Executive summary
Policy aim and scope
Approach and availability
Policy
Content continuedhellip Policy governance
Policy governance structure
Ownership
Approval
Implementation
Roles and responsibilites
Policy review
Management process
Monitoring reporting and disclosure
Actions for non-compliance
Related policies
Timeline amp Budget
Realistic timeline to apply and evaluate program
Activities at convenient times for participants
Accurate and comprehensive budget
Market the Program
Make people aware that the program exists
Motivate them to take advantage of program
Excite interest - select creative name or theme
Wellbeing champions ndash spokespersons
Email bulletin board amp newsletters
Word of mouth from pleased participants
Implement Program
Putting the plan into action Making arrangements with health promotion
vendors
Recruiting speakers
Negotiating with health plans health clubs
Scheduling health promotion activities
Evaluate Success
Review ndash efficiency amp effectiveness How well the program is working
Achieving expected results
Costs and outcomes compared
Occasional modifications
Why a wellness programme
How it fits in your organisation
Benefit to the organisation
Benefit to the employee
Integrated Health and Wellness Programme
Feedback on success impact of programme
Measurement of performance impact of programme
Why a wellness programme
How it fits in your organisation
Benefit to the organisation
Benefit to the employee
Integrated Health and Wellness Programme
Feedback on success impact of programme
Absa 2006 Exclusive Financial Solutions Abacus 40-41 April
Absa 2008 Wellness at Work Abacus 59 March
ABSA Wellness Policy httpsharepointabsacozasitespnpdocspoliciesPolicies20PublishedCore20Health20and 20Wellness20Poloicypdf [9 February 2010]
Brewster C Carey L Dowling P Grobler P Holland P amp Waumlrnich S 2003 Contemporary Issues in Human Resource Management 2nd ed South Africa Oxford University Press
Building a Workplace Wellness Program Health Promotion Tips httphealthpromotiontipscom [9 February 2010]
Gebhardt DL amp Crump CE 1990 Employee Fitness and Wellness Programmes in the Workplace American Psychologist 262-272 February
Grobler P Waumlrnich S Carrell MR Elbert NF amp Hatfield RD 2006 Human Resource Management in South Africa 3rd ed South Africa Thomson Learning
ICAS Mountany R Article Delivering Value Through People Risk Management
Infinite Wellness Solutions 2008 Workplace Wellness httpwwwinfinitewellnesssolutionscomworkplace-wellnesshtml [11 February 2010]
Ivancevich JM amp Matteson MT 1996 Organizational Behaviour and Management 4th ed United States of America Irwin
Landy F amp Conte JM 2007 Work in the 21st Century ndash An Introduction to Industrial and Organisational Psychology United Kingdom Blackwell Publishing
Mpongo N 2010 Interview with HIVAids Information Officer on 16 February 2010 Cape Town
MacDonald LAA 2005 Wellness at Work Protecting and Promoting Employee Health and Wellbeing London Chartered Institute of Personnel and Development
NAND Starting a Wellness Program httpnaturalhealthcarecastaring_a_wellness_programphtml [15 February 2010]
NAND Top 10 Reasons Why Your Company Needs an Employee Wellness Programs httpwellnessquotescomtop10-reasons-why-your-company needs-an-employee-wellness-programhtml [11 February 2010]
Robbins SP 2005 Organizational Behavior 11th ed United States of America Pearson Prentice Hall
Small MW amp Towbridge GA 2009 Moral Questions and Dilemmas Early Times to Present Day ISUS Journal of Business SystemsGovernance and Ethics 4(2) 45-52
SkillSoft SkillBrief Course Strategic Approaches to Risk Management (HRCISPHR ndash 2007-aligned Employee Assistance and Wellness Programs [17 February 2010]
Sims M 2010 Wellness Programmes are Worth Every Dollar you Spend American City Business Journals httpstlouisbizjournalscomstlouisstories19970331focus5html [10 February 2010]
South Africa Department of Land Affairs 2006 Human Resource Management Leave Management Policy Pretoria Government Printer
Health Problems
PhysicalBack Musculo-Skeletal CVD
Ulcers Migraines Skin Impaired
Immune Function eg HIV and AIDS etc
Mental
Depression Anxiety PTSD
Paranoia etc
Behavioral
Increased alcoholdrug abuse
Poor interpersonal communication
Eating problems sleeping problems
Poor homework life balance
Irritability aggression increased
Smoking reduced patience etc
Cognitive
Reduced concentrationfocus poor
judgement reduced creativity amp
Motivation and reduced commitment
Absenteeism
Sick leave absence for personal or
family issues late comingleaving
early disability absence etc
Accidentserrors
Increased accident rate
Increased error rate
Supervisory time
Increased discipline problems
Increased grievance issues more
time dealing with employee
personal issues strained team relations
Low moralemotivation
Employee Loss
Increased recruitment costs
Increased training costs loss of
Knowledgeexpertise
Additional
Poor customer relations
Violence at work vulnerable to
Litigations poor company image
property theft and no quality work
Sick pay
Temporary employee
placements
Replacement costs
Medical claims
Equipment Repair
Replacement costs
Supervisory time
Overtime pay
Disciplinary costs
Recruitment costs
Training costs
Redundancy Medical boarding
Early pension costs
Loss of Customers
Litigation costs
Increased insurance premium
payment
Reduced productivity
Source Sister Alison Absa Bank
OrganisationalConsequences
Costs Individual Costs Organisational
Investment in your most valuable asset ndashemployees
Healthy employees = productive employees
Cost reduction
Attracted and retained
People and the way they work has become the Companyrsquos greatest asset
and is essential to its success
Why a wellness programme
How it fits in your organisation
Benefit to the organisation
Benefit to the employee
Integrated Health and Wellness Programme
Feedback on success impact of programme
Make quality a part of the way we work
Enhance our ability to support the client and
their goals
Improve the efficiency and effectiveness of
Human Resources at all levels
Employ technology and methods which
enhance service communications and
productivity
Help the client to become the Employer of
Choice
To be a leading consulting organization driven by knowledge integrity
performance and committed to clients success in the global economy
V I S I O N
Approaching HR Holistically
Meeting Employeesrsquo Ever Changing Needs with
authenticity
M I S S I O NO B J E C T I V E S
Why a wellness programme
How it fits in your organisation
Benefit to the organisation
Benefit to the employee
Integrated Health and Wellness Programme
Feedback on success impact of programme
Reduced illness and absenteeism
Increased productivity and morale
Improved employee relations
Impact on recruitment
Staff retention
Reduction in on-the-job injuries and workersrsquo compensation
Reduction in disability management costs
Why a wellness programme
How it fits in your organisation
Benefit to the organisation
Benefit to the employee
Integrated Health and Wellness Programme
Feedback on success impact of programme
Opportunities to improve their own personal levels of health fitness psychological and overall wellbeing
Increased energy and motivation
Creates engagement and affiliation with the organisation
Feels valued by the organisation
Increased team morale
Stress prevention and control
Why a wellness programme
How it fits in your organisation
Benefit to the organisation
Benefit to the employee
Integrated Health and Wellness Programme
Feedback on success impact of programme
bull Retrenchment
bullCrisisTrauma
management
bullDrug amp alcohol abuse
bullChange Management
bullLegal support
bullFinancial management
bullFamily care matters
bullBereavement
bullDepression support
bullStress management
bullAnxiety
bullDiversity
bullSmoking management
bullWeight loss programs
bullNutrition counseling
bullChronic Illness
bullBurnout
Physical
Health
Psychological
Health
Employee
Assistance
Work and
Life
EXCO
Buy-in
Committee
Policy
Timeline amp
Budget
Market the
Program
Implement
Program
Evaluate
Success
Participants wellness champions Consultancy representative
Employees
Management
Union
Medical association
Functions Encourages buy-in from management
Designs policy
Responds to needs of employees organisation
Oversees program success
Committee
Policy
Assess needs and interests
Policy owner custodian amp responsible persons
Content Executive summary
Policy aim and scope
Approach and availability
Policy
Content continuedhellip Policy governance
Policy governance structure
Ownership
Approval
Implementation
Roles and responsibilites
Policy review
Management process
Monitoring reporting and disclosure
Actions for non-compliance
Related policies
Timeline amp Budget
Realistic timeline to apply and evaluate program
Activities at convenient times for participants
Accurate and comprehensive budget
Market the Program
Make people aware that the program exists
Motivate them to take advantage of program
Excite interest - select creative name or theme
Wellbeing champions ndash spokespersons
Email bulletin board amp newsletters
Word of mouth from pleased participants
Implement Program
Putting the plan into action Making arrangements with health promotion
vendors
Recruiting speakers
Negotiating with health plans health clubs
Scheduling health promotion activities
Evaluate Success
Review ndash efficiency amp effectiveness How well the program is working
Achieving expected results
Costs and outcomes compared
Occasional modifications
Why a wellness programme
How it fits in your organisation
Benefit to the organisation
Benefit to the employee
Integrated Health and Wellness Programme
Feedback on success impact of programme
Measurement of performance impact of programme
Why a wellness programme
How it fits in your organisation
Benefit to the organisation
Benefit to the employee
Integrated Health and Wellness Programme
Feedback on success impact of programme
Absa 2006 Exclusive Financial Solutions Abacus 40-41 April
Absa 2008 Wellness at Work Abacus 59 March
ABSA Wellness Policy httpsharepointabsacozasitespnpdocspoliciesPolicies20PublishedCore20Health20and 20Wellness20Poloicypdf [9 February 2010]
Brewster C Carey L Dowling P Grobler P Holland P amp Waumlrnich S 2003 Contemporary Issues in Human Resource Management 2nd ed South Africa Oxford University Press
Building a Workplace Wellness Program Health Promotion Tips httphealthpromotiontipscom [9 February 2010]
Gebhardt DL amp Crump CE 1990 Employee Fitness and Wellness Programmes in the Workplace American Psychologist 262-272 February
Grobler P Waumlrnich S Carrell MR Elbert NF amp Hatfield RD 2006 Human Resource Management in South Africa 3rd ed South Africa Thomson Learning
ICAS Mountany R Article Delivering Value Through People Risk Management
Infinite Wellness Solutions 2008 Workplace Wellness httpwwwinfinitewellnesssolutionscomworkplace-wellnesshtml [11 February 2010]
Ivancevich JM amp Matteson MT 1996 Organizational Behaviour and Management 4th ed United States of America Irwin
Landy F amp Conte JM 2007 Work in the 21st Century ndash An Introduction to Industrial and Organisational Psychology United Kingdom Blackwell Publishing
Mpongo N 2010 Interview with HIVAids Information Officer on 16 February 2010 Cape Town
MacDonald LAA 2005 Wellness at Work Protecting and Promoting Employee Health and Wellbeing London Chartered Institute of Personnel and Development
NAND Starting a Wellness Program httpnaturalhealthcarecastaring_a_wellness_programphtml [15 February 2010]
NAND Top 10 Reasons Why Your Company Needs an Employee Wellness Programs httpwellnessquotescomtop10-reasons-why-your-company needs-an-employee-wellness-programhtml [11 February 2010]
Robbins SP 2005 Organizational Behavior 11th ed United States of America Pearson Prentice Hall
Small MW amp Towbridge GA 2009 Moral Questions and Dilemmas Early Times to Present Day ISUS Journal of Business SystemsGovernance and Ethics 4(2) 45-52
SkillSoft SkillBrief Course Strategic Approaches to Risk Management (HRCISPHR ndash 2007-aligned Employee Assistance and Wellness Programs [17 February 2010]
Sims M 2010 Wellness Programmes are Worth Every Dollar you Spend American City Business Journals httpstlouisbizjournalscomstlouisstories19970331focus5html [10 February 2010]
South Africa Department of Land Affairs 2006 Human Resource Management Leave Management Policy Pretoria Government Printer
Health Problems
PhysicalBack Musculo-Skeletal CVD
Ulcers Migraines Skin Impaired
Immune Function eg HIV and AIDS etc
Mental
Depression Anxiety PTSD
Paranoia etc
Behavioral
Increased alcoholdrug abuse
Poor interpersonal communication
Eating problems sleeping problems
Poor homework life balance
Irritability aggression increased
Smoking reduced patience etc
Cognitive
Reduced concentrationfocus poor
judgement reduced creativity amp
Motivation and reduced commitment
Absenteeism
Sick leave absence for personal or
family issues late comingleaving
early disability absence etc
Accidentserrors
Increased accident rate
Increased error rate
Supervisory time
Increased discipline problems
Increased grievance issues more
time dealing with employee
personal issues strained team relations
Low moralemotivation
Employee Loss
Increased recruitment costs
Increased training costs loss of
Knowledgeexpertise
Additional
Poor customer relations
Violence at work vulnerable to
Litigations poor company image
property theft and no quality work
Sick pay
Temporary employee
placements
Replacement costs
Medical claims
Equipment Repair
Replacement costs
Supervisory time
Overtime pay
Disciplinary costs
Recruitment costs
Training costs
Redundancy Medical boarding
Early pension costs
Loss of Customers
Litigation costs
Increased insurance premium
payment
Reduced productivity
Source Sister Alison Absa Bank
OrganisationalConsequences
Costs Individual Costs Organisational
Why a wellness programme
How it fits in your organisation
Benefit to the organisation
Benefit to the employee
Integrated Health and Wellness Programme
Feedback on success impact of programme
Make quality a part of the way we work
Enhance our ability to support the client and
their goals
Improve the efficiency and effectiveness of
Human Resources at all levels
Employ technology and methods which
enhance service communications and
productivity
Help the client to become the Employer of
Choice
To be a leading consulting organization driven by knowledge integrity
performance and committed to clients success in the global economy
V I S I O N
Approaching HR Holistically
Meeting Employeesrsquo Ever Changing Needs with
authenticity
M I S S I O NO B J E C T I V E S
Why a wellness programme
How it fits in your organisation
Benefit to the organisation
Benefit to the employee
Integrated Health and Wellness Programme
Feedback on success impact of programme
Reduced illness and absenteeism
Increased productivity and morale
Improved employee relations
Impact on recruitment
Staff retention
Reduction in on-the-job injuries and workersrsquo compensation
Reduction in disability management costs
Why a wellness programme
How it fits in your organisation
Benefit to the organisation
Benefit to the employee
Integrated Health and Wellness Programme
Feedback on success impact of programme
Opportunities to improve their own personal levels of health fitness psychological and overall wellbeing
Increased energy and motivation
Creates engagement and affiliation with the organisation
Feels valued by the organisation
Increased team morale
Stress prevention and control
Why a wellness programme
How it fits in your organisation
Benefit to the organisation
Benefit to the employee
Integrated Health and Wellness Programme
Feedback on success impact of programme
bull Retrenchment
bullCrisisTrauma
management
bullDrug amp alcohol abuse
bullChange Management
bullLegal support
bullFinancial management
bullFamily care matters
bullBereavement
bullDepression support
bullStress management
bullAnxiety
bullDiversity
bullSmoking management
bullWeight loss programs
bullNutrition counseling
bullChronic Illness
bullBurnout
Physical
Health
Psychological
Health
Employee
Assistance
Work and
Life
EXCO
Buy-in
Committee
Policy
Timeline amp
Budget
Market the
Program
Implement
Program
Evaluate
Success
Participants wellness champions Consultancy representative
Employees
Management
Union
Medical association
Functions Encourages buy-in from management
Designs policy
Responds to needs of employees organisation
Oversees program success
Committee
Policy
Assess needs and interests
Policy owner custodian amp responsible persons
Content Executive summary
Policy aim and scope
Approach and availability
Policy
Content continuedhellip Policy governance
Policy governance structure
Ownership
Approval
Implementation
Roles and responsibilites
Policy review
Management process
Monitoring reporting and disclosure
Actions for non-compliance
Related policies
Timeline amp Budget
Realistic timeline to apply and evaluate program
Activities at convenient times for participants
Accurate and comprehensive budget
Market the Program
Make people aware that the program exists
Motivate them to take advantage of program
Excite interest - select creative name or theme
Wellbeing champions ndash spokespersons
Email bulletin board amp newsletters
Word of mouth from pleased participants
Implement Program
Putting the plan into action Making arrangements with health promotion
vendors
Recruiting speakers
Negotiating with health plans health clubs
Scheduling health promotion activities
Evaluate Success
Review ndash efficiency amp effectiveness How well the program is working
Achieving expected results
Costs and outcomes compared
Occasional modifications
Why a wellness programme
How it fits in your organisation
Benefit to the organisation
Benefit to the employee
Integrated Health and Wellness Programme
Feedback on success impact of programme
Measurement of performance impact of programme
Why a wellness programme
How it fits in your organisation
Benefit to the organisation
Benefit to the employee
Integrated Health and Wellness Programme
Feedback on success impact of programme
Absa 2006 Exclusive Financial Solutions Abacus 40-41 April
Absa 2008 Wellness at Work Abacus 59 March
ABSA Wellness Policy httpsharepointabsacozasitespnpdocspoliciesPolicies20PublishedCore20Health20and 20Wellness20Poloicypdf [9 February 2010]
Brewster C Carey L Dowling P Grobler P Holland P amp Waumlrnich S 2003 Contemporary Issues in Human Resource Management 2nd ed South Africa Oxford University Press
Building a Workplace Wellness Program Health Promotion Tips httphealthpromotiontipscom [9 February 2010]
Gebhardt DL amp Crump CE 1990 Employee Fitness and Wellness Programmes in the Workplace American Psychologist 262-272 February
Grobler P Waumlrnich S Carrell MR Elbert NF amp Hatfield RD 2006 Human Resource Management in South Africa 3rd ed South Africa Thomson Learning
ICAS Mountany R Article Delivering Value Through People Risk Management
Infinite Wellness Solutions 2008 Workplace Wellness httpwwwinfinitewellnesssolutionscomworkplace-wellnesshtml [11 February 2010]
Ivancevich JM amp Matteson MT 1996 Organizational Behaviour and Management 4th ed United States of America Irwin
Landy F amp Conte JM 2007 Work in the 21st Century ndash An Introduction to Industrial and Organisational Psychology United Kingdom Blackwell Publishing
Mpongo N 2010 Interview with HIVAids Information Officer on 16 February 2010 Cape Town
MacDonald LAA 2005 Wellness at Work Protecting and Promoting Employee Health and Wellbeing London Chartered Institute of Personnel and Development
NAND Starting a Wellness Program httpnaturalhealthcarecastaring_a_wellness_programphtml [15 February 2010]
NAND Top 10 Reasons Why Your Company Needs an Employee Wellness Programs httpwellnessquotescomtop10-reasons-why-your-company needs-an-employee-wellness-programhtml [11 February 2010]
Robbins SP 2005 Organizational Behavior 11th ed United States of America Pearson Prentice Hall
Small MW amp Towbridge GA 2009 Moral Questions and Dilemmas Early Times to Present Day ISUS Journal of Business SystemsGovernance and Ethics 4(2) 45-52
SkillSoft SkillBrief Course Strategic Approaches to Risk Management (HRCISPHR ndash 2007-aligned Employee Assistance and Wellness Programs [17 February 2010]
Sims M 2010 Wellness Programmes are Worth Every Dollar you Spend American City Business Journals httpstlouisbizjournalscomstlouisstories19970331focus5html [10 February 2010]
South Africa Department of Land Affairs 2006 Human Resource Management Leave Management Policy Pretoria Government Printer
Health Problems
PhysicalBack Musculo-Skeletal CVD
Ulcers Migraines Skin Impaired
Immune Function eg HIV and AIDS etc
Mental
Depression Anxiety PTSD
Paranoia etc
Behavioral
Increased alcoholdrug abuse
Poor interpersonal communication
Eating problems sleeping problems
Poor homework life balance
Irritability aggression increased
Smoking reduced patience etc
Cognitive
Reduced concentrationfocus poor
judgement reduced creativity amp
Motivation and reduced commitment
Absenteeism
Sick leave absence for personal or
family issues late comingleaving
early disability absence etc
Accidentserrors
Increased accident rate
Increased error rate
Supervisory time
Increased discipline problems
Increased grievance issues more
time dealing with employee
personal issues strained team relations
Low moralemotivation
Employee Loss
Increased recruitment costs
Increased training costs loss of
Knowledgeexpertise
Additional
Poor customer relations
Violence at work vulnerable to
Litigations poor company image
property theft and no quality work
Sick pay
Temporary employee
placements
Replacement costs
Medical claims
Equipment Repair
Replacement costs
Supervisory time
Overtime pay
Disciplinary costs
Recruitment costs
Training costs
Redundancy Medical boarding
Early pension costs
Loss of Customers
Litigation costs
Increased insurance premium
payment
Reduced productivity
Source Sister Alison Absa Bank
OrganisationalConsequences
Costs Individual Costs Organisational
Make quality a part of the way we work
Enhance our ability to support the client and
their goals
Improve the efficiency and effectiveness of
Human Resources at all levels
Employ technology and methods which
enhance service communications and
productivity
Help the client to become the Employer of
Choice
To be a leading consulting organization driven by knowledge integrity
performance and committed to clients success in the global economy
V I S I O N
Approaching HR Holistically
Meeting Employeesrsquo Ever Changing Needs with
authenticity
M I S S I O NO B J E C T I V E S
Why a wellness programme
How it fits in your organisation
Benefit to the organisation
Benefit to the employee
Integrated Health and Wellness Programme
Feedback on success impact of programme
Reduced illness and absenteeism
Increased productivity and morale
Improved employee relations
Impact on recruitment
Staff retention
Reduction in on-the-job injuries and workersrsquo compensation
Reduction in disability management costs
Why a wellness programme
How it fits in your organisation
Benefit to the organisation
Benefit to the employee
Integrated Health and Wellness Programme
Feedback on success impact of programme
Opportunities to improve their own personal levels of health fitness psychological and overall wellbeing
Increased energy and motivation
Creates engagement and affiliation with the organisation
Feels valued by the organisation
Increased team morale
Stress prevention and control
Why a wellness programme
How it fits in your organisation
Benefit to the organisation
Benefit to the employee
Integrated Health and Wellness Programme
Feedback on success impact of programme
bull Retrenchment
bullCrisisTrauma
management
bullDrug amp alcohol abuse
bullChange Management
bullLegal support
bullFinancial management
bullFamily care matters
bullBereavement
bullDepression support
bullStress management
bullAnxiety
bullDiversity
bullSmoking management
bullWeight loss programs
bullNutrition counseling
bullChronic Illness
bullBurnout
Physical
Health
Psychological
Health
Employee
Assistance
Work and
Life
EXCO
Buy-in
Committee
Policy
Timeline amp
Budget
Market the
Program
Implement
Program
Evaluate
Success
Participants wellness champions Consultancy representative
Employees
Management
Union
Medical association
Functions Encourages buy-in from management
Designs policy
Responds to needs of employees organisation
Oversees program success
Committee
Policy
Assess needs and interests
Policy owner custodian amp responsible persons
Content Executive summary
Policy aim and scope
Approach and availability
Policy
Content continuedhellip Policy governance
Policy governance structure
Ownership
Approval
Implementation
Roles and responsibilites
Policy review
Management process
Monitoring reporting and disclosure
Actions for non-compliance
Related policies
Timeline amp Budget
Realistic timeline to apply and evaluate program
Activities at convenient times for participants
Accurate and comprehensive budget
Market the Program
Make people aware that the program exists
Motivate them to take advantage of program
Excite interest - select creative name or theme
Wellbeing champions ndash spokespersons
Email bulletin board amp newsletters
Word of mouth from pleased participants
Implement Program
Putting the plan into action Making arrangements with health promotion
vendors
Recruiting speakers
Negotiating with health plans health clubs
Scheduling health promotion activities
Evaluate Success
Review ndash efficiency amp effectiveness How well the program is working
Achieving expected results
Costs and outcomes compared
Occasional modifications
Why a wellness programme
How it fits in your organisation
Benefit to the organisation
Benefit to the employee
Integrated Health and Wellness Programme
Feedback on success impact of programme
Measurement of performance impact of programme
Why a wellness programme
How it fits in your organisation
Benefit to the organisation
Benefit to the employee
Integrated Health and Wellness Programme
Feedback on success impact of programme
Absa 2006 Exclusive Financial Solutions Abacus 40-41 April
Absa 2008 Wellness at Work Abacus 59 March
ABSA Wellness Policy httpsharepointabsacozasitespnpdocspoliciesPolicies20PublishedCore20Health20and 20Wellness20Poloicypdf [9 February 2010]
Brewster C Carey L Dowling P Grobler P Holland P amp Waumlrnich S 2003 Contemporary Issues in Human Resource Management 2nd ed South Africa Oxford University Press
Building a Workplace Wellness Program Health Promotion Tips httphealthpromotiontipscom [9 February 2010]
Gebhardt DL amp Crump CE 1990 Employee Fitness and Wellness Programmes in the Workplace American Psychologist 262-272 February
Grobler P Waumlrnich S Carrell MR Elbert NF amp Hatfield RD 2006 Human Resource Management in South Africa 3rd ed South Africa Thomson Learning
ICAS Mountany R Article Delivering Value Through People Risk Management
Infinite Wellness Solutions 2008 Workplace Wellness httpwwwinfinitewellnesssolutionscomworkplace-wellnesshtml [11 February 2010]
Ivancevich JM amp Matteson MT 1996 Organizational Behaviour and Management 4th ed United States of America Irwin
Landy F amp Conte JM 2007 Work in the 21st Century ndash An Introduction to Industrial and Organisational Psychology United Kingdom Blackwell Publishing
Mpongo N 2010 Interview with HIVAids Information Officer on 16 February 2010 Cape Town
MacDonald LAA 2005 Wellness at Work Protecting and Promoting Employee Health and Wellbeing London Chartered Institute of Personnel and Development
NAND Starting a Wellness Program httpnaturalhealthcarecastaring_a_wellness_programphtml [15 February 2010]
NAND Top 10 Reasons Why Your Company Needs an Employee Wellness Programs httpwellnessquotescomtop10-reasons-why-your-company needs-an-employee-wellness-programhtml [11 February 2010]
Robbins SP 2005 Organizational Behavior 11th ed United States of America Pearson Prentice Hall
Small MW amp Towbridge GA 2009 Moral Questions and Dilemmas Early Times to Present Day ISUS Journal of Business SystemsGovernance and Ethics 4(2) 45-52
SkillSoft SkillBrief Course Strategic Approaches to Risk Management (HRCISPHR ndash 2007-aligned Employee Assistance and Wellness Programs [17 February 2010]
Sims M 2010 Wellness Programmes are Worth Every Dollar you Spend American City Business Journals httpstlouisbizjournalscomstlouisstories19970331focus5html [10 February 2010]
South Africa Department of Land Affairs 2006 Human Resource Management Leave Management Policy Pretoria Government Printer
Health Problems
PhysicalBack Musculo-Skeletal CVD
Ulcers Migraines Skin Impaired
Immune Function eg HIV and AIDS etc
Mental
Depression Anxiety PTSD
Paranoia etc
Behavioral
Increased alcoholdrug abuse
Poor interpersonal communication
Eating problems sleeping problems
Poor homework life balance
Irritability aggression increased
Smoking reduced patience etc
Cognitive
Reduced concentrationfocus poor
judgement reduced creativity amp
Motivation and reduced commitment
Absenteeism
Sick leave absence for personal or
family issues late comingleaving
early disability absence etc
Accidentserrors
Increased accident rate
Increased error rate
Supervisory time
Increased discipline problems
Increased grievance issues more
time dealing with employee
personal issues strained team relations
Low moralemotivation
Employee Loss
Increased recruitment costs
Increased training costs loss of
Knowledgeexpertise
Additional
Poor customer relations
Violence at work vulnerable to
Litigations poor company image
property theft and no quality work
Sick pay
Temporary employee
placements
Replacement costs
Medical claims
Equipment Repair
Replacement costs
Supervisory time
Overtime pay
Disciplinary costs
Recruitment costs
Training costs
Redundancy Medical boarding
Early pension costs
Loss of Customers
Litigation costs
Increased insurance premium
payment
Reduced productivity
Source Sister Alison Absa Bank
OrganisationalConsequences
Costs Individual Costs Organisational
Why a wellness programme
How it fits in your organisation
Benefit to the organisation
Benefit to the employee
Integrated Health and Wellness Programme
Feedback on success impact of programme
Reduced illness and absenteeism
Increased productivity and morale
Improved employee relations
Impact on recruitment
Staff retention
Reduction in on-the-job injuries and workersrsquo compensation
Reduction in disability management costs
Why a wellness programme
How it fits in your organisation
Benefit to the organisation
Benefit to the employee
Integrated Health and Wellness Programme
Feedback on success impact of programme
Opportunities to improve their own personal levels of health fitness psychological and overall wellbeing
Increased energy and motivation
Creates engagement and affiliation with the organisation
Feels valued by the organisation
Increased team morale
Stress prevention and control
Why a wellness programme
How it fits in your organisation
Benefit to the organisation
Benefit to the employee
Integrated Health and Wellness Programme
Feedback on success impact of programme
bull Retrenchment
bullCrisisTrauma
management
bullDrug amp alcohol abuse
bullChange Management
bullLegal support
bullFinancial management
bullFamily care matters
bullBereavement
bullDepression support
bullStress management
bullAnxiety
bullDiversity
bullSmoking management
bullWeight loss programs
bullNutrition counseling
bullChronic Illness
bullBurnout
Physical
Health
Psychological
Health
Employee
Assistance
Work and
Life
EXCO
Buy-in
Committee
Policy
Timeline amp
Budget
Market the
Program
Implement
Program
Evaluate
Success
Participants wellness champions Consultancy representative
Employees
Management
Union
Medical association
Functions Encourages buy-in from management
Designs policy
Responds to needs of employees organisation
Oversees program success
Committee
Policy
Assess needs and interests
Policy owner custodian amp responsible persons
Content Executive summary
Policy aim and scope
Approach and availability
Policy
Content continuedhellip Policy governance
Policy governance structure
Ownership
Approval
Implementation
Roles and responsibilites
Policy review
Management process
Monitoring reporting and disclosure
Actions for non-compliance
Related policies
Timeline amp Budget
Realistic timeline to apply and evaluate program
Activities at convenient times for participants
Accurate and comprehensive budget
Market the Program
Make people aware that the program exists
Motivate them to take advantage of program
Excite interest - select creative name or theme
Wellbeing champions ndash spokespersons
Email bulletin board amp newsletters
Word of mouth from pleased participants
Implement Program
Putting the plan into action Making arrangements with health promotion
vendors
Recruiting speakers
Negotiating with health plans health clubs
Scheduling health promotion activities
Evaluate Success
Review ndash efficiency amp effectiveness How well the program is working
Achieving expected results
Costs and outcomes compared
Occasional modifications
Why a wellness programme
How it fits in your organisation
Benefit to the organisation
Benefit to the employee
Integrated Health and Wellness Programme
Feedback on success impact of programme
Measurement of performance impact of programme
Why a wellness programme
How it fits in your organisation
Benefit to the organisation
Benefit to the employee
Integrated Health and Wellness Programme
Feedback on success impact of programme
Absa 2006 Exclusive Financial Solutions Abacus 40-41 April
Absa 2008 Wellness at Work Abacus 59 March
ABSA Wellness Policy httpsharepointabsacozasitespnpdocspoliciesPolicies20PublishedCore20Health20and 20Wellness20Poloicypdf [9 February 2010]
Brewster C Carey L Dowling P Grobler P Holland P amp Waumlrnich S 2003 Contemporary Issues in Human Resource Management 2nd ed South Africa Oxford University Press
Building a Workplace Wellness Program Health Promotion Tips httphealthpromotiontipscom [9 February 2010]
Gebhardt DL amp Crump CE 1990 Employee Fitness and Wellness Programmes in the Workplace American Psychologist 262-272 February
Grobler P Waumlrnich S Carrell MR Elbert NF amp Hatfield RD 2006 Human Resource Management in South Africa 3rd ed South Africa Thomson Learning
ICAS Mountany R Article Delivering Value Through People Risk Management
Infinite Wellness Solutions 2008 Workplace Wellness httpwwwinfinitewellnesssolutionscomworkplace-wellnesshtml [11 February 2010]
Ivancevich JM amp Matteson MT 1996 Organizational Behaviour and Management 4th ed United States of America Irwin
Landy F amp Conte JM 2007 Work in the 21st Century ndash An Introduction to Industrial and Organisational Psychology United Kingdom Blackwell Publishing
Mpongo N 2010 Interview with HIVAids Information Officer on 16 February 2010 Cape Town
MacDonald LAA 2005 Wellness at Work Protecting and Promoting Employee Health and Wellbeing London Chartered Institute of Personnel and Development
NAND Starting a Wellness Program httpnaturalhealthcarecastaring_a_wellness_programphtml [15 February 2010]
NAND Top 10 Reasons Why Your Company Needs an Employee Wellness Programs httpwellnessquotescomtop10-reasons-why-your-company needs-an-employee-wellness-programhtml [11 February 2010]
Robbins SP 2005 Organizational Behavior 11th ed United States of America Pearson Prentice Hall
Small MW amp Towbridge GA 2009 Moral Questions and Dilemmas Early Times to Present Day ISUS Journal of Business SystemsGovernance and Ethics 4(2) 45-52
SkillSoft SkillBrief Course Strategic Approaches to Risk Management (HRCISPHR ndash 2007-aligned Employee Assistance and Wellness Programs [17 February 2010]
Sims M 2010 Wellness Programmes are Worth Every Dollar you Spend American City Business Journals httpstlouisbizjournalscomstlouisstories19970331focus5html [10 February 2010]
South Africa Department of Land Affairs 2006 Human Resource Management Leave Management Policy Pretoria Government Printer
Health Problems
PhysicalBack Musculo-Skeletal CVD
Ulcers Migraines Skin Impaired
Immune Function eg HIV and AIDS etc
Mental
Depression Anxiety PTSD
Paranoia etc
Behavioral
Increased alcoholdrug abuse
Poor interpersonal communication
Eating problems sleeping problems
Poor homework life balance
Irritability aggression increased
Smoking reduced patience etc
Cognitive
Reduced concentrationfocus poor
judgement reduced creativity amp
Motivation and reduced commitment
Absenteeism
Sick leave absence for personal or
family issues late comingleaving
early disability absence etc
Accidentserrors
Increased accident rate
Increased error rate
Supervisory time
Increased discipline problems
Increased grievance issues more
time dealing with employee
personal issues strained team relations
Low moralemotivation
Employee Loss
Increased recruitment costs
Increased training costs loss of
Knowledgeexpertise
Additional
Poor customer relations
Violence at work vulnerable to
Litigations poor company image
property theft and no quality work
Sick pay
Temporary employee
placements
Replacement costs
Medical claims
Equipment Repair
Replacement costs
Supervisory time
Overtime pay
Disciplinary costs
Recruitment costs
Training costs
Redundancy Medical boarding
Early pension costs
Loss of Customers
Litigation costs
Increased insurance premium
payment
Reduced productivity
Source Sister Alison Absa Bank
OrganisationalConsequences
Costs Individual Costs Organisational
Reduced illness and absenteeism
Increased productivity and morale
Improved employee relations
Impact on recruitment
Staff retention
Reduction in on-the-job injuries and workersrsquo compensation
Reduction in disability management costs
Why a wellness programme
How it fits in your organisation
Benefit to the organisation
Benefit to the employee
Integrated Health and Wellness Programme
Feedback on success impact of programme
Opportunities to improve their own personal levels of health fitness psychological and overall wellbeing
Increased energy and motivation
Creates engagement and affiliation with the organisation
Feels valued by the organisation
Increased team morale
Stress prevention and control
Why a wellness programme
How it fits in your organisation
Benefit to the organisation
Benefit to the employee
Integrated Health and Wellness Programme
Feedback on success impact of programme
bull Retrenchment
bullCrisisTrauma
management
bullDrug amp alcohol abuse
bullChange Management
bullLegal support
bullFinancial management
bullFamily care matters
bullBereavement
bullDepression support
bullStress management
bullAnxiety
bullDiversity
bullSmoking management
bullWeight loss programs
bullNutrition counseling
bullChronic Illness
bullBurnout
Physical
Health
Psychological
Health
Employee
Assistance
Work and
Life
EXCO
Buy-in
Committee
Policy
Timeline amp
Budget
Market the
Program
Implement
Program
Evaluate
Success
Participants wellness champions Consultancy representative
Employees
Management
Union
Medical association
Functions Encourages buy-in from management
Designs policy
Responds to needs of employees organisation
Oversees program success
Committee
Policy
Assess needs and interests
Policy owner custodian amp responsible persons
Content Executive summary
Policy aim and scope
Approach and availability
Policy
Content continuedhellip Policy governance
Policy governance structure
Ownership
Approval
Implementation
Roles and responsibilites
Policy review
Management process
Monitoring reporting and disclosure
Actions for non-compliance
Related policies
Timeline amp Budget
Realistic timeline to apply and evaluate program
Activities at convenient times for participants
Accurate and comprehensive budget
Market the Program
Make people aware that the program exists
Motivate them to take advantage of program
Excite interest - select creative name or theme
Wellbeing champions ndash spokespersons
Email bulletin board amp newsletters
Word of mouth from pleased participants
Implement Program
Putting the plan into action Making arrangements with health promotion
vendors
Recruiting speakers
Negotiating with health plans health clubs
Scheduling health promotion activities
Evaluate Success
Review ndash efficiency amp effectiveness How well the program is working
Achieving expected results
Costs and outcomes compared
Occasional modifications
Why a wellness programme
How it fits in your organisation
Benefit to the organisation
Benefit to the employee
Integrated Health and Wellness Programme
Feedback on success impact of programme
Measurement of performance impact of programme
Why a wellness programme
How it fits in your organisation
Benefit to the organisation
Benefit to the employee
Integrated Health and Wellness Programme
Feedback on success impact of programme
Absa 2006 Exclusive Financial Solutions Abacus 40-41 April
Absa 2008 Wellness at Work Abacus 59 March
ABSA Wellness Policy httpsharepointabsacozasitespnpdocspoliciesPolicies20PublishedCore20Health20and 20Wellness20Poloicypdf [9 February 2010]
Brewster C Carey L Dowling P Grobler P Holland P amp Waumlrnich S 2003 Contemporary Issues in Human Resource Management 2nd ed South Africa Oxford University Press
Building a Workplace Wellness Program Health Promotion Tips httphealthpromotiontipscom [9 February 2010]
Gebhardt DL amp Crump CE 1990 Employee Fitness and Wellness Programmes in the Workplace American Psychologist 262-272 February
Grobler P Waumlrnich S Carrell MR Elbert NF amp Hatfield RD 2006 Human Resource Management in South Africa 3rd ed South Africa Thomson Learning
ICAS Mountany R Article Delivering Value Through People Risk Management
Infinite Wellness Solutions 2008 Workplace Wellness httpwwwinfinitewellnesssolutionscomworkplace-wellnesshtml [11 February 2010]
Ivancevich JM amp Matteson MT 1996 Organizational Behaviour and Management 4th ed United States of America Irwin
Landy F amp Conte JM 2007 Work in the 21st Century ndash An Introduction to Industrial and Organisational Psychology United Kingdom Blackwell Publishing
Mpongo N 2010 Interview with HIVAids Information Officer on 16 February 2010 Cape Town
MacDonald LAA 2005 Wellness at Work Protecting and Promoting Employee Health and Wellbeing London Chartered Institute of Personnel and Development
NAND Starting a Wellness Program httpnaturalhealthcarecastaring_a_wellness_programphtml [15 February 2010]
NAND Top 10 Reasons Why Your Company Needs an Employee Wellness Programs httpwellnessquotescomtop10-reasons-why-your-company needs-an-employee-wellness-programhtml [11 February 2010]
Robbins SP 2005 Organizational Behavior 11th ed United States of America Pearson Prentice Hall
Small MW amp Towbridge GA 2009 Moral Questions and Dilemmas Early Times to Present Day ISUS Journal of Business SystemsGovernance and Ethics 4(2) 45-52
SkillSoft SkillBrief Course Strategic Approaches to Risk Management (HRCISPHR ndash 2007-aligned Employee Assistance and Wellness Programs [17 February 2010]
Sims M 2010 Wellness Programmes are Worth Every Dollar you Spend American City Business Journals httpstlouisbizjournalscomstlouisstories19970331focus5html [10 February 2010]
South Africa Department of Land Affairs 2006 Human Resource Management Leave Management Policy Pretoria Government Printer
Health Problems
PhysicalBack Musculo-Skeletal CVD
Ulcers Migraines Skin Impaired
Immune Function eg HIV and AIDS etc
Mental
Depression Anxiety PTSD
Paranoia etc
Behavioral
Increased alcoholdrug abuse
Poor interpersonal communication
Eating problems sleeping problems
Poor homework life balance
Irritability aggression increased
Smoking reduced patience etc
Cognitive
Reduced concentrationfocus poor
judgement reduced creativity amp
Motivation and reduced commitment
Absenteeism
Sick leave absence for personal or
family issues late comingleaving
early disability absence etc
Accidentserrors
Increased accident rate
Increased error rate
Supervisory time
Increased discipline problems
Increased grievance issues more
time dealing with employee
personal issues strained team relations
Low moralemotivation
Employee Loss
Increased recruitment costs
Increased training costs loss of
Knowledgeexpertise
Additional
Poor customer relations
Violence at work vulnerable to
Litigations poor company image
property theft and no quality work
Sick pay
Temporary employee
placements
Replacement costs
Medical claims
Equipment Repair
Replacement costs
Supervisory time
Overtime pay
Disciplinary costs
Recruitment costs
Training costs
Redundancy Medical boarding
Early pension costs
Loss of Customers
Litigation costs
Increased insurance premium
payment
Reduced productivity
Source Sister Alison Absa Bank
OrganisationalConsequences
Costs Individual Costs Organisational
Why a wellness programme
How it fits in your organisation
Benefit to the organisation
Benefit to the employee
Integrated Health and Wellness Programme
Feedback on success impact of programme
Opportunities to improve their own personal levels of health fitness psychological and overall wellbeing
Increased energy and motivation
Creates engagement and affiliation with the organisation
Feels valued by the organisation
Increased team morale
Stress prevention and control
Why a wellness programme
How it fits in your organisation
Benefit to the organisation
Benefit to the employee
Integrated Health and Wellness Programme
Feedback on success impact of programme
bull Retrenchment
bullCrisisTrauma
management
bullDrug amp alcohol abuse
bullChange Management
bullLegal support
bullFinancial management
bullFamily care matters
bullBereavement
bullDepression support
bullStress management
bullAnxiety
bullDiversity
bullSmoking management
bullWeight loss programs
bullNutrition counseling
bullChronic Illness
bullBurnout
Physical
Health
Psychological
Health
Employee
Assistance
Work and
Life
EXCO
Buy-in
Committee
Policy
Timeline amp
Budget
Market the
Program
Implement
Program
Evaluate
Success
Participants wellness champions Consultancy representative
Employees
Management
Union
Medical association
Functions Encourages buy-in from management
Designs policy
Responds to needs of employees organisation
Oversees program success
Committee
Policy
Assess needs and interests
Policy owner custodian amp responsible persons
Content Executive summary
Policy aim and scope
Approach and availability
Policy
Content continuedhellip Policy governance
Policy governance structure
Ownership
Approval
Implementation
Roles and responsibilites
Policy review
Management process
Monitoring reporting and disclosure
Actions for non-compliance
Related policies
Timeline amp Budget
Realistic timeline to apply and evaluate program
Activities at convenient times for participants
Accurate and comprehensive budget
Market the Program
Make people aware that the program exists
Motivate them to take advantage of program
Excite interest - select creative name or theme
Wellbeing champions ndash spokespersons
Email bulletin board amp newsletters
Word of mouth from pleased participants
Implement Program
Putting the plan into action Making arrangements with health promotion
vendors
Recruiting speakers
Negotiating with health plans health clubs
Scheduling health promotion activities
Evaluate Success
Review ndash efficiency amp effectiveness How well the program is working
Achieving expected results
Costs and outcomes compared
Occasional modifications
Why a wellness programme
How it fits in your organisation
Benefit to the organisation
Benefit to the employee
Integrated Health and Wellness Programme
Feedback on success impact of programme
Measurement of performance impact of programme
Why a wellness programme
How it fits in your organisation
Benefit to the organisation
Benefit to the employee
Integrated Health and Wellness Programme
Feedback on success impact of programme
Absa 2006 Exclusive Financial Solutions Abacus 40-41 April
Absa 2008 Wellness at Work Abacus 59 March
ABSA Wellness Policy httpsharepointabsacozasitespnpdocspoliciesPolicies20PublishedCore20Health20and 20Wellness20Poloicypdf [9 February 2010]
Brewster C Carey L Dowling P Grobler P Holland P amp Waumlrnich S 2003 Contemporary Issues in Human Resource Management 2nd ed South Africa Oxford University Press
Building a Workplace Wellness Program Health Promotion Tips httphealthpromotiontipscom [9 February 2010]
Gebhardt DL amp Crump CE 1990 Employee Fitness and Wellness Programmes in the Workplace American Psychologist 262-272 February
Grobler P Waumlrnich S Carrell MR Elbert NF amp Hatfield RD 2006 Human Resource Management in South Africa 3rd ed South Africa Thomson Learning
ICAS Mountany R Article Delivering Value Through People Risk Management
Infinite Wellness Solutions 2008 Workplace Wellness httpwwwinfinitewellnesssolutionscomworkplace-wellnesshtml [11 February 2010]
Ivancevich JM amp Matteson MT 1996 Organizational Behaviour and Management 4th ed United States of America Irwin
Landy F amp Conte JM 2007 Work in the 21st Century ndash An Introduction to Industrial and Organisational Psychology United Kingdom Blackwell Publishing
Mpongo N 2010 Interview with HIVAids Information Officer on 16 February 2010 Cape Town
MacDonald LAA 2005 Wellness at Work Protecting and Promoting Employee Health and Wellbeing London Chartered Institute of Personnel and Development
NAND Starting a Wellness Program httpnaturalhealthcarecastaring_a_wellness_programphtml [15 February 2010]
NAND Top 10 Reasons Why Your Company Needs an Employee Wellness Programs httpwellnessquotescomtop10-reasons-why-your-company needs-an-employee-wellness-programhtml [11 February 2010]
Robbins SP 2005 Organizational Behavior 11th ed United States of America Pearson Prentice Hall
Small MW amp Towbridge GA 2009 Moral Questions and Dilemmas Early Times to Present Day ISUS Journal of Business SystemsGovernance and Ethics 4(2) 45-52
SkillSoft SkillBrief Course Strategic Approaches to Risk Management (HRCISPHR ndash 2007-aligned Employee Assistance and Wellness Programs [17 February 2010]
Sims M 2010 Wellness Programmes are Worth Every Dollar you Spend American City Business Journals httpstlouisbizjournalscomstlouisstories19970331focus5html [10 February 2010]
South Africa Department of Land Affairs 2006 Human Resource Management Leave Management Policy Pretoria Government Printer
Health Problems
PhysicalBack Musculo-Skeletal CVD
Ulcers Migraines Skin Impaired
Immune Function eg HIV and AIDS etc
Mental
Depression Anxiety PTSD
Paranoia etc
Behavioral
Increased alcoholdrug abuse
Poor interpersonal communication
Eating problems sleeping problems
Poor homework life balance
Irritability aggression increased
Smoking reduced patience etc
Cognitive
Reduced concentrationfocus poor
judgement reduced creativity amp
Motivation and reduced commitment
Absenteeism
Sick leave absence for personal or
family issues late comingleaving
early disability absence etc
Accidentserrors
Increased accident rate
Increased error rate
Supervisory time
Increased discipline problems
Increased grievance issues more
time dealing with employee
personal issues strained team relations
Low moralemotivation
Employee Loss
Increased recruitment costs
Increased training costs loss of
Knowledgeexpertise
Additional
Poor customer relations
Violence at work vulnerable to
Litigations poor company image
property theft and no quality work
Sick pay
Temporary employee
placements
Replacement costs
Medical claims
Equipment Repair
Replacement costs
Supervisory time
Overtime pay
Disciplinary costs
Recruitment costs
Training costs
Redundancy Medical boarding
Early pension costs
Loss of Customers
Litigation costs
Increased insurance premium
payment
Reduced productivity
Source Sister Alison Absa Bank
OrganisationalConsequences
Costs Individual Costs Organisational
Opportunities to improve their own personal levels of health fitness psychological and overall wellbeing
Increased energy and motivation
Creates engagement and affiliation with the organisation
Feels valued by the organisation
Increased team morale
Stress prevention and control
Why a wellness programme
How it fits in your organisation
Benefit to the organisation
Benefit to the employee
Integrated Health and Wellness Programme
Feedback on success impact of programme
bull Retrenchment
bullCrisisTrauma
management
bullDrug amp alcohol abuse
bullChange Management
bullLegal support
bullFinancial management
bullFamily care matters
bullBereavement
bullDepression support
bullStress management
bullAnxiety
bullDiversity
bullSmoking management
bullWeight loss programs
bullNutrition counseling
bullChronic Illness
bullBurnout
Physical
Health
Psychological
Health
Employee
Assistance
Work and
Life
EXCO
Buy-in
Committee
Policy
Timeline amp
Budget
Market the
Program
Implement
Program
Evaluate
Success
Participants wellness champions Consultancy representative
Employees
Management
Union
Medical association
Functions Encourages buy-in from management
Designs policy
Responds to needs of employees organisation
Oversees program success
Committee
Policy
Assess needs and interests
Policy owner custodian amp responsible persons
Content Executive summary
Policy aim and scope
Approach and availability
Policy
Content continuedhellip Policy governance
Policy governance structure
Ownership
Approval
Implementation
Roles and responsibilites
Policy review
Management process
Monitoring reporting and disclosure
Actions for non-compliance
Related policies
Timeline amp Budget
Realistic timeline to apply and evaluate program
Activities at convenient times for participants
Accurate and comprehensive budget
Market the Program
Make people aware that the program exists
Motivate them to take advantage of program
Excite interest - select creative name or theme
Wellbeing champions ndash spokespersons
Email bulletin board amp newsletters
Word of mouth from pleased participants
Implement Program
Putting the plan into action Making arrangements with health promotion
vendors
Recruiting speakers
Negotiating with health plans health clubs
Scheduling health promotion activities
Evaluate Success
Review ndash efficiency amp effectiveness How well the program is working
Achieving expected results
Costs and outcomes compared
Occasional modifications
Why a wellness programme
How it fits in your organisation
Benefit to the organisation
Benefit to the employee
Integrated Health and Wellness Programme
Feedback on success impact of programme
Measurement of performance impact of programme
Why a wellness programme
How it fits in your organisation
Benefit to the organisation
Benefit to the employee
Integrated Health and Wellness Programme
Feedback on success impact of programme
Absa 2006 Exclusive Financial Solutions Abacus 40-41 April
Absa 2008 Wellness at Work Abacus 59 March
ABSA Wellness Policy httpsharepointabsacozasitespnpdocspoliciesPolicies20PublishedCore20Health20and 20Wellness20Poloicypdf [9 February 2010]
Brewster C Carey L Dowling P Grobler P Holland P amp Waumlrnich S 2003 Contemporary Issues in Human Resource Management 2nd ed South Africa Oxford University Press
Building a Workplace Wellness Program Health Promotion Tips httphealthpromotiontipscom [9 February 2010]
Gebhardt DL amp Crump CE 1990 Employee Fitness and Wellness Programmes in the Workplace American Psychologist 262-272 February
Grobler P Waumlrnich S Carrell MR Elbert NF amp Hatfield RD 2006 Human Resource Management in South Africa 3rd ed South Africa Thomson Learning
ICAS Mountany R Article Delivering Value Through People Risk Management
Infinite Wellness Solutions 2008 Workplace Wellness httpwwwinfinitewellnesssolutionscomworkplace-wellnesshtml [11 February 2010]
Ivancevich JM amp Matteson MT 1996 Organizational Behaviour and Management 4th ed United States of America Irwin
Landy F amp Conte JM 2007 Work in the 21st Century ndash An Introduction to Industrial and Organisational Psychology United Kingdom Blackwell Publishing
Mpongo N 2010 Interview with HIVAids Information Officer on 16 February 2010 Cape Town
MacDonald LAA 2005 Wellness at Work Protecting and Promoting Employee Health and Wellbeing London Chartered Institute of Personnel and Development
NAND Starting a Wellness Program httpnaturalhealthcarecastaring_a_wellness_programphtml [15 February 2010]
NAND Top 10 Reasons Why Your Company Needs an Employee Wellness Programs httpwellnessquotescomtop10-reasons-why-your-company needs-an-employee-wellness-programhtml [11 February 2010]
Robbins SP 2005 Organizational Behavior 11th ed United States of America Pearson Prentice Hall
Small MW amp Towbridge GA 2009 Moral Questions and Dilemmas Early Times to Present Day ISUS Journal of Business SystemsGovernance and Ethics 4(2) 45-52
SkillSoft SkillBrief Course Strategic Approaches to Risk Management (HRCISPHR ndash 2007-aligned Employee Assistance and Wellness Programs [17 February 2010]
Sims M 2010 Wellness Programmes are Worth Every Dollar you Spend American City Business Journals httpstlouisbizjournalscomstlouisstories19970331focus5html [10 February 2010]
South Africa Department of Land Affairs 2006 Human Resource Management Leave Management Policy Pretoria Government Printer
Health Problems
PhysicalBack Musculo-Skeletal CVD
Ulcers Migraines Skin Impaired
Immune Function eg HIV and AIDS etc
Mental
Depression Anxiety PTSD
Paranoia etc
Behavioral
Increased alcoholdrug abuse
Poor interpersonal communication
Eating problems sleeping problems
Poor homework life balance
Irritability aggression increased
Smoking reduced patience etc
Cognitive
Reduced concentrationfocus poor
judgement reduced creativity amp
Motivation and reduced commitment
Absenteeism
Sick leave absence for personal or
family issues late comingleaving
early disability absence etc
Accidentserrors
Increased accident rate
Increased error rate
Supervisory time
Increased discipline problems
Increased grievance issues more
time dealing with employee
personal issues strained team relations
Low moralemotivation
Employee Loss
Increased recruitment costs
Increased training costs loss of
Knowledgeexpertise
Additional
Poor customer relations
Violence at work vulnerable to
Litigations poor company image
property theft and no quality work
Sick pay
Temporary employee
placements
Replacement costs
Medical claims
Equipment Repair
Replacement costs
Supervisory time
Overtime pay
Disciplinary costs
Recruitment costs
Training costs
Redundancy Medical boarding
Early pension costs
Loss of Customers
Litigation costs
Increased insurance premium
payment
Reduced productivity
Source Sister Alison Absa Bank
OrganisationalConsequences
Costs Individual Costs Organisational
Why a wellness programme
How it fits in your organisation
Benefit to the organisation
Benefit to the employee
Integrated Health and Wellness Programme
Feedback on success impact of programme
bull Retrenchment
bullCrisisTrauma
management
bullDrug amp alcohol abuse
bullChange Management
bullLegal support
bullFinancial management
bullFamily care matters
bullBereavement
bullDepression support
bullStress management
bullAnxiety
bullDiversity
bullSmoking management
bullWeight loss programs
bullNutrition counseling
bullChronic Illness
bullBurnout
Physical
Health
Psychological
Health
Employee
Assistance
Work and
Life
EXCO
Buy-in
Committee
Policy
Timeline amp
Budget
Market the
Program
Implement
Program
Evaluate
Success
Participants wellness champions Consultancy representative
Employees
Management
Union
Medical association
Functions Encourages buy-in from management
Designs policy
Responds to needs of employees organisation
Oversees program success
Committee
Policy
Assess needs and interests
Policy owner custodian amp responsible persons
Content Executive summary
Policy aim and scope
Approach and availability
Policy
Content continuedhellip Policy governance
Policy governance structure
Ownership
Approval
Implementation
Roles and responsibilites
Policy review
Management process
Monitoring reporting and disclosure
Actions for non-compliance
Related policies
Timeline amp Budget
Realistic timeline to apply and evaluate program
Activities at convenient times for participants
Accurate and comprehensive budget
Market the Program
Make people aware that the program exists
Motivate them to take advantage of program
Excite interest - select creative name or theme
Wellbeing champions ndash spokespersons
Email bulletin board amp newsletters
Word of mouth from pleased participants
Implement Program
Putting the plan into action Making arrangements with health promotion
vendors
Recruiting speakers
Negotiating with health plans health clubs
Scheduling health promotion activities
Evaluate Success
Review ndash efficiency amp effectiveness How well the program is working
Achieving expected results
Costs and outcomes compared
Occasional modifications
Why a wellness programme
How it fits in your organisation
Benefit to the organisation
Benefit to the employee
Integrated Health and Wellness Programme
Feedback on success impact of programme
Measurement of performance impact of programme
Why a wellness programme
How it fits in your organisation
Benefit to the organisation
Benefit to the employee
Integrated Health and Wellness Programme
Feedback on success impact of programme
Absa 2006 Exclusive Financial Solutions Abacus 40-41 April
Absa 2008 Wellness at Work Abacus 59 March
ABSA Wellness Policy httpsharepointabsacozasitespnpdocspoliciesPolicies20PublishedCore20Health20and 20Wellness20Poloicypdf [9 February 2010]
Brewster C Carey L Dowling P Grobler P Holland P amp Waumlrnich S 2003 Contemporary Issues in Human Resource Management 2nd ed South Africa Oxford University Press
Building a Workplace Wellness Program Health Promotion Tips httphealthpromotiontipscom [9 February 2010]
Gebhardt DL amp Crump CE 1990 Employee Fitness and Wellness Programmes in the Workplace American Psychologist 262-272 February
Grobler P Waumlrnich S Carrell MR Elbert NF amp Hatfield RD 2006 Human Resource Management in South Africa 3rd ed South Africa Thomson Learning
ICAS Mountany R Article Delivering Value Through People Risk Management
Infinite Wellness Solutions 2008 Workplace Wellness httpwwwinfinitewellnesssolutionscomworkplace-wellnesshtml [11 February 2010]
Ivancevich JM amp Matteson MT 1996 Organizational Behaviour and Management 4th ed United States of America Irwin
Landy F amp Conte JM 2007 Work in the 21st Century ndash An Introduction to Industrial and Organisational Psychology United Kingdom Blackwell Publishing
Mpongo N 2010 Interview with HIVAids Information Officer on 16 February 2010 Cape Town
MacDonald LAA 2005 Wellness at Work Protecting and Promoting Employee Health and Wellbeing London Chartered Institute of Personnel and Development
NAND Starting a Wellness Program httpnaturalhealthcarecastaring_a_wellness_programphtml [15 February 2010]
NAND Top 10 Reasons Why Your Company Needs an Employee Wellness Programs httpwellnessquotescomtop10-reasons-why-your-company needs-an-employee-wellness-programhtml [11 February 2010]
Robbins SP 2005 Organizational Behavior 11th ed United States of America Pearson Prentice Hall
Small MW amp Towbridge GA 2009 Moral Questions and Dilemmas Early Times to Present Day ISUS Journal of Business SystemsGovernance and Ethics 4(2) 45-52
SkillSoft SkillBrief Course Strategic Approaches to Risk Management (HRCISPHR ndash 2007-aligned Employee Assistance and Wellness Programs [17 February 2010]
Sims M 2010 Wellness Programmes are Worth Every Dollar you Spend American City Business Journals httpstlouisbizjournalscomstlouisstories19970331focus5html [10 February 2010]
South Africa Department of Land Affairs 2006 Human Resource Management Leave Management Policy Pretoria Government Printer
Health Problems
PhysicalBack Musculo-Skeletal CVD
Ulcers Migraines Skin Impaired
Immune Function eg HIV and AIDS etc
Mental
Depression Anxiety PTSD
Paranoia etc
Behavioral
Increased alcoholdrug abuse
Poor interpersonal communication
Eating problems sleeping problems
Poor homework life balance
Irritability aggression increased
Smoking reduced patience etc
Cognitive
Reduced concentrationfocus poor
judgement reduced creativity amp
Motivation and reduced commitment
Absenteeism
Sick leave absence for personal or
family issues late comingleaving
early disability absence etc
Accidentserrors
Increased accident rate
Increased error rate
Supervisory time
Increased discipline problems
Increased grievance issues more
time dealing with employee
personal issues strained team relations
Low moralemotivation
Employee Loss
Increased recruitment costs
Increased training costs loss of
Knowledgeexpertise
Additional
Poor customer relations
Violence at work vulnerable to
Litigations poor company image
property theft and no quality work
Sick pay
Temporary employee
placements
Replacement costs
Medical claims
Equipment Repair
Replacement costs
Supervisory time
Overtime pay
Disciplinary costs
Recruitment costs
Training costs
Redundancy Medical boarding
Early pension costs
Loss of Customers
Litigation costs
Increased insurance premium
payment
Reduced productivity
Source Sister Alison Absa Bank
OrganisationalConsequences
Costs Individual Costs Organisational
bull Retrenchment
bullCrisisTrauma
management
bullDrug amp alcohol abuse
bullChange Management
bullLegal support
bullFinancial management
bullFamily care matters
bullBereavement
bullDepression support
bullStress management
bullAnxiety
bullDiversity
bullSmoking management
bullWeight loss programs
bullNutrition counseling
bullChronic Illness
bullBurnout
Physical
Health
Psychological
Health
Employee
Assistance
Work and
Life
EXCO
Buy-in
Committee
Policy
Timeline amp
Budget
Market the
Program
Implement
Program
Evaluate
Success
Participants wellness champions Consultancy representative
Employees
Management
Union
Medical association
Functions Encourages buy-in from management
Designs policy
Responds to needs of employees organisation
Oversees program success
Committee
Policy
Assess needs and interests
Policy owner custodian amp responsible persons
Content Executive summary
Policy aim and scope
Approach and availability
Policy
Content continuedhellip Policy governance
Policy governance structure
Ownership
Approval
Implementation
Roles and responsibilites
Policy review
Management process
Monitoring reporting and disclosure
Actions for non-compliance
Related policies
Timeline amp Budget
Realistic timeline to apply and evaluate program
Activities at convenient times for participants
Accurate and comprehensive budget
Market the Program
Make people aware that the program exists
Motivate them to take advantage of program
Excite interest - select creative name or theme
Wellbeing champions ndash spokespersons
Email bulletin board amp newsletters
Word of mouth from pleased participants
Implement Program
Putting the plan into action Making arrangements with health promotion
vendors
Recruiting speakers
Negotiating with health plans health clubs
Scheduling health promotion activities
Evaluate Success
Review ndash efficiency amp effectiveness How well the program is working
Achieving expected results
Costs and outcomes compared
Occasional modifications
Why a wellness programme
How it fits in your organisation
Benefit to the organisation
Benefit to the employee
Integrated Health and Wellness Programme
Feedback on success impact of programme
Measurement of performance impact of programme
Why a wellness programme
How it fits in your organisation
Benefit to the organisation
Benefit to the employee
Integrated Health and Wellness Programme
Feedback on success impact of programme
Absa 2006 Exclusive Financial Solutions Abacus 40-41 April
Absa 2008 Wellness at Work Abacus 59 March
ABSA Wellness Policy httpsharepointabsacozasitespnpdocspoliciesPolicies20PublishedCore20Health20and 20Wellness20Poloicypdf [9 February 2010]
Brewster C Carey L Dowling P Grobler P Holland P amp Waumlrnich S 2003 Contemporary Issues in Human Resource Management 2nd ed South Africa Oxford University Press
Building a Workplace Wellness Program Health Promotion Tips httphealthpromotiontipscom [9 February 2010]
Gebhardt DL amp Crump CE 1990 Employee Fitness and Wellness Programmes in the Workplace American Psychologist 262-272 February
Grobler P Waumlrnich S Carrell MR Elbert NF amp Hatfield RD 2006 Human Resource Management in South Africa 3rd ed South Africa Thomson Learning
ICAS Mountany R Article Delivering Value Through People Risk Management
Infinite Wellness Solutions 2008 Workplace Wellness httpwwwinfinitewellnesssolutionscomworkplace-wellnesshtml [11 February 2010]
Ivancevich JM amp Matteson MT 1996 Organizational Behaviour and Management 4th ed United States of America Irwin
Landy F amp Conte JM 2007 Work in the 21st Century ndash An Introduction to Industrial and Organisational Psychology United Kingdom Blackwell Publishing
Mpongo N 2010 Interview with HIVAids Information Officer on 16 February 2010 Cape Town
MacDonald LAA 2005 Wellness at Work Protecting and Promoting Employee Health and Wellbeing London Chartered Institute of Personnel and Development
NAND Starting a Wellness Program httpnaturalhealthcarecastaring_a_wellness_programphtml [15 February 2010]
NAND Top 10 Reasons Why Your Company Needs an Employee Wellness Programs httpwellnessquotescomtop10-reasons-why-your-company needs-an-employee-wellness-programhtml [11 February 2010]
Robbins SP 2005 Organizational Behavior 11th ed United States of America Pearson Prentice Hall
Small MW amp Towbridge GA 2009 Moral Questions and Dilemmas Early Times to Present Day ISUS Journal of Business SystemsGovernance and Ethics 4(2) 45-52
SkillSoft SkillBrief Course Strategic Approaches to Risk Management (HRCISPHR ndash 2007-aligned Employee Assistance and Wellness Programs [17 February 2010]
Sims M 2010 Wellness Programmes are Worth Every Dollar you Spend American City Business Journals httpstlouisbizjournalscomstlouisstories19970331focus5html [10 February 2010]
South Africa Department of Land Affairs 2006 Human Resource Management Leave Management Policy Pretoria Government Printer
Health Problems
PhysicalBack Musculo-Skeletal CVD
Ulcers Migraines Skin Impaired
Immune Function eg HIV and AIDS etc
Mental
Depression Anxiety PTSD
Paranoia etc
Behavioral
Increased alcoholdrug abuse
Poor interpersonal communication
Eating problems sleeping problems
Poor homework life balance
Irritability aggression increased
Smoking reduced patience etc
Cognitive
Reduced concentrationfocus poor
judgement reduced creativity amp
Motivation and reduced commitment
Absenteeism
Sick leave absence for personal or
family issues late comingleaving
early disability absence etc
Accidentserrors
Increased accident rate
Increased error rate
Supervisory time
Increased discipline problems
Increased grievance issues more
time dealing with employee
personal issues strained team relations
Low moralemotivation
Employee Loss
Increased recruitment costs
Increased training costs loss of
Knowledgeexpertise
Additional
Poor customer relations
Violence at work vulnerable to
Litigations poor company image
property theft and no quality work
Sick pay
Temporary employee
placements
Replacement costs
Medical claims
Equipment Repair
Replacement costs
Supervisory time
Overtime pay
Disciplinary costs
Recruitment costs
Training costs
Redundancy Medical boarding
Early pension costs
Loss of Customers
Litigation costs
Increased insurance premium
payment
Reduced productivity
Source Sister Alison Absa Bank
OrganisationalConsequences
Costs Individual Costs Organisational
EXCO
Buy-in
Committee
Policy
Timeline amp
Budget
Market the
Program
Implement
Program
Evaluate
Success
Participants wellness champions Consultancy representative
Employees
Management
Union
Medical association
Functions Encourages buy-in from management
Designs policy
Responds to needs of employees organisation
Oversees program success
Committee
Policy
Assess needs and interests
Policy owner custodian amp responsible persons
Content Executive summary
Policy aim and scope
Approach and availability
Policy
Content continuedhellip Policy governance
Policy governance structure
Ownership
Approval
Implementation
Roles and responsibilites
Policy review
Management process
Monitoring reporting and disclosure
Actions for non-compliance
Related policies
Timeline amp Budget
Realistic timeline to apply and evaluate program
Activities at convenient times for participants
Accurate and comprehensive budget
Market the Program
Make people aware that the program exists
Motivate them to take advantage of program
Excite interest - select creative name or theme
Wellbeing champions ndash spokespersons
Email bulletin board amp newsletters
Word of mouth from pleased participants
Implement Program
Putting the plan into action Making arrangements with health promotion
vendors
Recruiting speakers
Negotiating with health plans health clubs
Scheduling health promotion activities
Evaluate Success
Review ndash efficiency amp effectiveness How well the program is working
Achieving expected results
Costs and outcomes compared
Occasional modifications
Why a wellness programme
How it fits in your organisation
Benefit to the organisation
Benefit to the employee
Integrated Health and Wellness Programme
Feedback on success impact of programme
Measurement of performance impact of programme
Why a wellness programme
How it fits in your organisation
Benefit to the organisation
Benefit to the employee
Integrated Health and Wellness Programme
Feedback on success impact of programme
Absa 2006 Exclusive Financial Solutions Abacus 40-41 April
Absa 2008 Wellness at Work Abacus 59 March
ABSA Wellness Policy httpsharepointabsacozasitespnpdocspoliciesPolicies20PublishedCore20Health20and 20Wellness20Poloicypdf [9 February 2010]
Brewster C Carey L Dowling P Grobler P Holland P amp Waumlrnich S 2003 Contemporary Issues in Human Resource Management 2nd ed South Africa Oxford University Press
Building a Workplace Wellness Program Health Promotion Tips httphealthpromotiontipscom [9 February 2010]
Gebhardt DL amp Crump CE 1990 Employee Fitness and Wellness Programmes in the Workplace American Psychologist 262-272 February
Grobler P Waumlrnich S Carrell MR Elbert NF amp Hatfield RD 2006 Human Resource Management in South Africa 3rd ed South Africa Thomson Learning
ICAS Mountany R Article Delivering Value Through People Risk Management
Infinite Wellness Solutions 2008 Workplace Wellness httpwwwinfinitewellnesssolutionscomworkplace-wellnesshtml [11 February 2010]
Ivancevich JM amp Matteson MT 1996 Organizational Behaviour and Management 4th ed United States of America Irwin
Landy F amp Conte JM 2007 Work in the 21st Century ndash An Introduction to Industrial and Organisational Psychology United Kingdom Blackwell Publishing
Mpongo N 2010 Interview with HIVAids Information Officer on 16 February 2010 Cape Town
MacDonald LAA 2005 Wellness at Work Protecting and Promoting Employee Health and Wellbeing London Chartered Institute of Personnel and Development
NAND Starting a Wellness Program httpnaturalhealthcarecastaring_a_wellness_programphtml [15 February 2010]
NAND Top 10 Reasons Why Your Company Needs an Employee Wellness Programs httpwellnessquotescomtop10-reasons-why-your-company needs-an-employee-wellness-programhtml [11 February 2010]
Robbins SP 2005 Organizational Behavior 11th ed United States of America Pearson Prentice Hall
Small MW amp Towbridge GA 2009 Moral Questions and Dilemmas Early Times to Present Day ISUS Journal of Business SystemsGovernance and Ethics 4(2) 45-52
SkillSoft SkillBrief Course Strategic Approaches to Risk Management (HRCISPHR ndash 2007-aligned Employee Assistance and Wellness Programs [17 February 2010]
Sims M 2010 Wellness Programmes are Worth Every Dollar you Spend American City Business Journals httpstlouisbizjournalscomstlouisstories19970331focus5html [10 February 2010]
South Africa Department of Land Affairs 2006 Human Resource Management Leave Management Policy Pretoria Government Printer
Health Problems
PhysicalBack Musculo-Skeletal CVD
Ulcers Migraines Skin Impaired
Immune Function eg HIV and AIDS etc
Mental
Depression Anxiety PTSD
Paranoia etc
Behavioral
Increased alcoholdrug abuse
Poor interpersonal communication
Eating problems sleeping problems
Poor homework life balance
Irritability aggression increased
Smoking reduced patience etc
Cognitive
Reduced concentrationfocus poor
judgement reduced creativity amp
Motivation and reduced commitment
Absenteeism
Sick leave absence for personal or
family issues late comingleaving
early disability absence etc
Accidentserrors
Increased accident rate
Increased error rate
Supervisory time
Increased discipline problems
Increased grievance issues more
time dealing with employee
personal issues strained team relations
Low moralemotivation
Employee Loss
Increased recruitment costs
Increased training costs loss of
Knowledgeexpertise
Additional
Poor customer relations
Violence at work vulnerable to
Litigations poor company image
property theft and no quality work
Sick pay
Temporary employee
placements
Replacement costs
Medical claims
Equipment Repair
Replacement costs
Supervisory time
Overtime pay
Disciplinary costs
Recruitment costs
Training costs
Redundancy Medical boarding
Early pension costs
Loss of Customers
Litigation costs
Increased insurance premium
payment
Reduced productivity
Source Sister Alison Absa Bank
OrganisationalConsequences
Costs Individual Costs Organisational
Participants wellness champions Consultancy representative
Employees
Management
Union
Medical association
Functions Encourages buy-in from management
Designs policy
Responds to needs of employees organisation
Oversees program success
Committee
Policy
Assess needs and interests
Policy owner custodian amp responsible persons
Content Executive summary
Policy aim and scope
Approach and availability
Policy
Content continuedhellip Policy governance
Policy governance structure
Ownership
Approval
Implementation
Roles and responsibilites
Policy review
Management process
Monitoring reporting and disclosure
Actions for non-compliance
Related policies
Timeline amp Budget
Realistic timeline to apply and evaluate program
Activities at convenient times for participants
Accurate and comprehensive budget
Market the Program
Make people aware that the program exists
Motivate them to take advantage of program
Excite interest - select creative name or theme
Wellbeing champions ndash spokespersons
Email bulletin board amp newsletters
Word of mouth from pleased participants
Implement Program
Putting the plan into action Making arrangements with health promotion
vendors
Recruiting speakers
Negotiating with health plans health clubs
Scheduling health promotion activities
Evaluate Success
Review ndash efficiency amp effectiveness How well the program is working
Achieving expected results
Costs and outcomes compared
Occasional modifications
Why a wellness programme
How it fits in your organisation
Benefit to the organisation
Benefit to the employee
Integrated Health and Wellness Programme
Feedback on success impact of programme
Measurement of performance impact of programme
Why a wellness programme
How it fits in your organisation
Benefit to the organisation
Benefit to the employee
Integrated Health and Wellness Programme
Feedback on success impact of programme
Absa 2006 Exclusive Financial Solutions Abacus 40-41 April
Absa 2008 Wellness at Work Abacus 59 March
ABSA Wellness Policy httpsharepointabsacozasitespnpdocspoliciesPolicies20PublishedCore20Health20and 20Wellness20Poloicypdf [9 February 2010]
Brewster C Carey L Dowling P Grobler P Holland P amp Waumlrnich S 2003 Contemporary Issues in Human Resource Management 2nd ed South Africa Oxford University Press
Building a Workplace Wellness Program Health Promotion Tips httphealthpromotiontipscom [9 February 2010]
Gebhardt DL amp Crump CE 1990 Employee Fitness and Wellness Programmes in the Workplace American Psychologist 262-272 February
Grobler P Waumlrnich S Carrell MR Elbert NF amp Hatfield RD 2006 Human Resource Management in South Africa 3rd ed South Africa Thomson Learning
ICAS Mountany R Article Delivering Value Through People Risk Management
Infinite Wellness Solutions 2008 Workplace Wellness httpwwwinfinitewellnesssolutionscomworkplace-wellnesshtml [11 February 2010]
Ivancevich JM amp Matteson MT 1996 Organizational Behaviour and Management 4th ed United States of America Irwin
Landy F amp Conte JM 2007 Work in the 21st Century ndash An Introduction to Industrial and Organisational Psychology United Kingdom Blackwell Publishing
Mpongo N 2010 Interview with HIVAids Information Officer on 16 February 2010 Cape Town
MacDonald LAA 2005 Wellness at Work Protecting and Promoting Employee Health and Wellbeing London Chartered Institute of Personnel and Development
NAND Starting a Wellness Program httpnaturalhealthcarecastaring_a_wellness_programphtml [15 February 2010]
NAND Top 10 Reasons Why Your Company Needs an Employee Wellness Programs httpwellnessquotescomtop10-reasons-why-your-company needs-an-employee-wellness-programhtml [11 February 2010]
Robbins SP 2005 Organizational Behavior 11th ed United States of America Pearson Prentice Hall
Small MW amp Towbridge GA 2009 Moral Questions and Dilemmas Early Times to Present Day ISUS Journal of Business SystemsGovernance and Ethics 4(2) 45-52
SkillSoft SkillBrief Course Strategic Approaches to Risk Management (HRCISPHR ndash 2007-aligned Employee Assistance and Wellness Programs [17 February 2010]
Sims M 2010 Wellness Programmes are Worth Every Dollar you Spend American City Business Journals httpstlouisbizjournalscomstlouisstories19970331focus5html [10 February 2010]
South Africa Department of Land Affairs 2006 Human Resource Management Leave Management Policy Pretoria Government Printer
Health Problems
PhysicalBack Musculo-Skeletal CVD
Ulcers Migraines Skin Impaired
Immune Function eg HIV and AIDS etc
Mental
Depression Anxiety PTSD
Paranoia etc
Behavioral
Increased alcoholdrug abuse
Poor interpersonal communication
Eating problems sleeping problems
Poor homework life balance
Irritability aggression increased
Smoking reduced patience etc
Cognitive
Reduced concentrationfocus poor
judgement reduced creativity amp
Motivation and reduced commitment
Absenteeism
Sick leave absence for personal or
family issues late comingleaving
early disability absence etc
Accidentserrors
Increased accident rate
Increased error rate
Supervisory time
Increased discipline problems
Increased grievance issues more
time dealing with employee
personal issues strained team relations
Low moralemotivation
Employee Loss
Increased recruitment costs
Increased training costs loss of
Knowledgeexpertise
Additional
Poor customer relations
Violence at work vulnerable to
Litigations poor company image
property theft and no quality work
Sick pay
Temporary employee
placements
Replacement costs
Medical claims
Equipment Repair
Replacement costs
Supervisory time
Overtime pay
Disciplinary costs
Recruitment costs
Training costs
Redundancy Medical boarding
Early pension costs
Loss of Customers
Litigation costs
Increased insurance premium
payment
Reduced productivity
Source Sister Alison Absa Bank
OrganisationalConsequences
Costs Individual Costs Organisational
Policy
Assess needs and interests
Policy owner custodian amp responsible persons
Content Executive summary
Policy aim and scope
Approach and availability
Policy
Content continuedhellip Policy governance
Policy governance structure
Ownership
Approval
Implementation
Roles and responsibilites
Policy review
Management process
Monitoring reporting and disclosure
Actions for non-compliance
Related policies
Timeline amp Budget
Realistic timeline to apply and evaluate program
Activities at convenient times for participants
Accurate and comprehensive budget
Market the Program
Make people aware that the program exists
Motivate them to take advantage of program
Excite interest - select creative name or theme
Wellbeing champions ndash spokespersons
Email bulletin board amp newsletters
Word of mouth from pleased participants
Implement Program
Putting the plan into action Making arrangements with health promotion
vendors
Recruiting speakers
Negotiating with health plans health clubs
Scheduling health promotion activities
Evaluate Success
Review ndash efficiency amp effectiveness How well the program is working
Achieving expected results
Costs and outcomes compared
Occasional modifications
Why a wellness programme
How it fits in your organisation
Benefit to the organisation
Benefit to the employee
Integrated Health and Wellness Programme
Feedback on success impact of programme
Measurement of performance impact of programme
Why a wellness programme
How it fits in your organisation
Benefit to the organisation
Benefit to the employee
Integrated Health and Wellness Programme
Feedback on success impact of programme
Absa 2006 Exclusive Financial Solutions Abacus 40-41 April
Absa 2008 Wellness at Work Abacus 59 March
ABSA Wellness Policy httpsharepointabsacozasitespnpdocspoliciesPolicies20PublishedCore20Health20and 20Wellness20Poloicypdf [9 February 2010]
Brewster C Carey L Dowling P Grobler P Holland P amp Waumlrnich S 2003 Contemporary Issues in Human Resource Management 2nd ed South Africa Oxford University Press
Building a Workplace Wellness Program Health Promotion Tips httphealthpromotiontipscom [9 February 2010]
Gebhardt DL amp Crump CE 1990 Employee Fitness and Wellness Programmes in the Workplace American Psychologist 262-272 February
Grobler P Waumlrnich S Carrell MR Elbert NF amp Hatfield RD 2006 Human Resource Management in South Africa 3rd ed South Africa Thomson Learning
ICAS Mountany R Article Delivering Value Through People Risk Management
Infinite Wellness Solutions 2008 Workplace Wellness httpwwwinfinitewellnesssolutionscomworkplace-wellnesshtml [11 February 2010]
Ivancevich JM amp Matteson MT 1996 Organizational Behaviour and Management 4th ed United States of America Irwin
Landy F amp Conte JM 2007 Work in the 21st Century ndash An Introduction to Industrial and Organisational Psychology United Kingdom Blackwell Publishing
Mpongo N 2010 Interview with HIVAids Information Officer on 16 February 2010 Cape Town
MacDonald LAA 2005 Wellness at Work Protecting and Promoting Employee Health and Wellbeing London Chartered Institute of Personnel and Development
NAND Starting a Wellness Program httpnaturalhealthcarecastaring_a_wellness_programphtml [15 February 2010]
NAND Top 10 Reasons Why Your Company Needs an Employee Wellness Programs httpwellnessquotescomtop10-reasons-why-your-company needs-an-employee-wellness-programhtml [11 February 2010]
Robbins SP 2005 Organizational Behavior 11th ed United States of America Pearson Prentice Hall
Small MW amp Towbridge GA 2009 Moral Questions and Dilemmas Early Times to Present Day ISUS Journal of Business SystemsGovernance and Ethics 4(2) 45-52
SkillSoft SkillBrief Course Strategic Approaches to Risk Management (HRCISPHR ndash 2007-aligned Employee Assistance and Wellness Programs [17 February 2010]
Sims M 2010 Wellness Programmes are Worth Every Dollar you Spend American City Business Journals httpstlouisbizjournalscomstlouisstories19970331focus5html [10 February 2010]
South Africa Department of Land Affairs 2006 Human Resource Management Leave Management Policy Pretoria Government Printer
Health Problems
PhysicalBack Musculo-Skeletal CVD
Ulcers Migraines Skin Impaired
Immune Function eg HIV and AIDS etc
Mental
Depression Anxiety PTSD
Paranoia etc
Behavioral
Increased alcoholdrug abuse
Poor interpersonal communication
Eating problems sleeping problems
Poor homework life balance
Irritability aggression increased
Smoking reduced patience etc
Cognitive
Reduced concentrationfocus poor
judgement reduced creativity amp
Motivation and reduced commitment
Absenteeism
Sick leave absence for personal or
family issues late comingleaving
early disability absence etc
Accidentserrors
Increased accident rate
Increased error rate
Supervisory time
Increased discipline problems
Increased grievance issues more
time dealing with employee
personal issues strained team relations
Low moralemotivation
Employee Loss
Increased recruitment costs
Increased training costs loss of
Knowledgeexpertise
Additional
Poor customer relations
Violence at work vulnerable to
Litigations poor company image
property theft and no quality work
Sick pay
Temporary employee
placements
Replacement costs
Medical claims
Equipment Repair
Replacement costs
Supervisory time
Overtime pay
Disciplinary costs
Recruitment costs
Training costs
Redundancy Medical boarding
Early pension costs
Loss of Customers
Litigation costs
Increased insurance premium
payment
Reduced productivity
Source Sister Alison Absa Bank
OrganisationalConsequences
Costs Individual Costs Organisational
Policy
Content continuedhellip Policy governance
Policy governance structure
Ownership
Approval
Implementation
Roles and responsibilites
Policy review
Management process
Monitoring reporting and disclosure
Actions for non-compliance
Related policies
Timeline amp Budget
Realistic timeline to apply and evaluate program
Activities at convenient times for participants
Accurate and comprehensive budget
Market the Program
Make people aware that the program exists
Motivate them to take advantage of program
Excite interest - select creative name or theme
Wellbeing champions ndash spokespersons
Email bulletin board amp newsletters
Word of mouth from pleased participants
Implement Program
Putting the plan into action Making arrangements with health promotion
vendors
Recruiting speakers
Negotiating with health plans health clubs
Scheduling health promotion activities
Evaluate Success
Review ndash efficiency amp effectiveness How well the program is working
Achieving expected results
Costs and outcomes compared
Occasional modifications
Why a wellness programme
How it fits in your organisation
Benefit to the organisation
Benefit to the employee
Integrated Health and Wellness Programme
Feedback on success impact of programme
Measurement of performance impact of programme
Why a wellness programme
How it fits in your organisation
Benefit to the organisation
Benefit to the employee
Integrated Health and Wellness Programme
Feedback on success impact of programme
Absa 2006 Exclusive Financial Solutions Abacus 40-41 April
Absa 2008 Wellness at Work Abacus 59 March
ABSA Wellness Policy httpsharepointabsacozasitespnpdocspoliciesPolicies20PublishedCore20Health20and 20Wellness20Poloicypdf [9 February 2010]
Brewster C Carey L Dowling P Grobler P Holland P amp Waumlrnich S 2003 Contemporary Issues in Human Resource Management 2nd ed South Africa Oxford University Press
Building a Workplace Wellness Program Health Promotion Tips httphealthpromotiontipscom [9 February 2010]
Gebhardt DL amp Crump CE 1990 Employee Fitness and Wellness Programmes in the Workplace American Psychologist 262-272 February
Grobler P Waumlrnich S Carrell MR Elbert NF amp Hatfield RD 2006 Human Resource Management in South Africa 3rd ed South Africa Thomson Learning
ICAS Mountany R Article Delivering Value Through People Risk Management
Infinite Wellness Solutions 2008 Workplace Wellness httpwwwinfinitewellnesssolutionscomworkplace-wellnesshtml [11 February 2010]
Ivancevich JM amp Matteson MT 1996 Organizational Behaviour and Management 4th ed United States of America Irwin
Landy F amp Conte JM 2007 Work in the 21st Century ndash An Introduction to Industrial and Organisational Psychology United Kingdom Blackwell Publishing
Mpongo N 2010 Interview with HIVAids Information Officer on 16 February 2010 Cape Town
MacDonald LAA 2005 Wellness at Work Protecting and Promoting Employee Health and Wellbeing London Chartered Institute of Personnel and Development
NAND Starting a Wellness Program httpnaturalhealthcarecastaring_a_wellness_programphtml [15 February 2010]
NAND Top 10 Reasons Why Your Company Needs an Employee Wellness Programs httpwellnessquotescomtop10-reasons-why-your-company needs-an-employee-wellness-programhtml [11 February 2010]
Robbins SP 2005 Organizational Behavior 11th ed United States of America Pearson Prentice Hall
Small MW amp Towbridge GA 2009 Moral Questions and Dilemmas Early Times to Present Day ISUS Journal of Business SystemsGovernance and Ethics 4(2) 45-52
SkillSoft SkillBrief Course Strategic Approaches to Risk Management (HRCISPHR ndash 2007-aligned Employee Assistance and Wellness Programs [17 February 2010]
Sims M 2010 Wellness Programmes are Worth Every Dollar you Spend American City Business Journals httpstlouisbizjournalscomstlouisstories19970331focus5html [10 February 2010]
South Africa Department of Land Affairs 2006 Human Resource Management Leave Management Policy Pretoria Government Printer
Health Problems
PhysicalBack Musculo-Skeletal CVD
Ulcers Migraines Skin Impaired
Immune Function eg HIV and AIDS etc
Mental
Depression Anxiety PTSD
Paranoia etc
Behavioral
Increased alcoholdrug abuse
Poor interpersonal communication
Eating problems sleeping problems
Poor homework life balance
Irritability aggression increased
Smoking reduced patience etc
Cognitive
Reduced concentrationfocus poor
judgement reduced creativity amp
Motivation and reduced commitment
Absenteeism
Sick leave absence for personal or
family issues late comingleaving
early disability absence etc
Accidentserrors
Increased accident rate
Increased error rate
Supervisory time
Increased discipline problems
Increased grievance issues more
time dealing with employee
personal issues strained team relations
Low moralemotivation
Employee Loss
Increased recruitment costs
Increased training costs loss of
Knowledgeexpertise
Additional
Poor customer relations
Violence at work vulnerable to
Litigations poor company image
property theft and no quality work
Sick pay
Temporary employee
placements
Replacement costs
Medical claims
Equipment Repair
Replacement costs
Supervisory time
Overtime pay
Disciplinary costs
Recruitment costs
Training costs
Redundancy Medical boarding
Early pension costs
Loss of Customers
Litigation costs
Increased insurance premium
payment
Reduced productivity
Source Sister Alison Absa Bank
OrganisationalConsequences
Costs Individual Costs Organisational
Timeline amp Budget
Realistic timeline to apply and evaluate program
Activities at convenient times for participants
Accurate and comprehensive budget
Market the Program
Make people aware that the program exists
Motivate them to take advantage of program
Excite interest - select creative name or theme
Wellbeing champions ndash spokespersons
Email bulletin board amp newsletters
Word of mouth from pleased participants
Implement Program
Putting the plan into action Making arrangements with health promotion
vendors
Recruiting speakers
Negotiating with health plans health clubs
Scheduling health promotion activities
Evaluate Success
Review ndash efficiency amp effectiveness How well the program is working
Achieving expected results
Costs and outcomes compared
Occasional modifications
Why a wellness programme
How it fits in your organisation
Benefit to the organisation
Benefit to the employee
Integrated Health and Wellness Programme
Feedback on success impact of programme
Measurement of performance impact of programme
Why a wellness programme
How it fits in your organisation
Benefit to the organisation
Benefit to the employee
Integrated Health and Wellness Programme
Feedback on success impact of programme
Absa 2006 Exclusive Financial Solutions Abacus 40-41 April
Absa 2008 Wellness at Work Abacus 59 March
ABSA Wellness Policy httpsharepointabsacozasitespnpdocspoliciesPolicies20PublishedCore20Health20and 20Wellness20Poloicypdf [9 February 2010]
Brewster C Carey L Dowling P Grobler P Holland P amp Waumlrnich S 2003 Contemporary Issues in Human Resource Management 2nd ed South Africa Oxford University Press
Building a Workplace Wellness Program Health Promotion Tips httphealthpromotiontipscom [9 February 2010]
Gebhardt DL amp Crump CE 1990 Employee Fitness and Wellness Programmes in the Workplace American Psychologist 262-272 February
Grobler P Waumlrnich S Carrell MR Elbert NF amp Hatfield RD 2006 Human Resource Management in South Africa 3rd ed South Africa Thomson Learning
ICAS Mountany R Article Delivering Value Through People Risk Management
Infinite Wellness Solutions 2008 Workplace Wellness httpwwwinfinitewellnesssolutionscomworkplace-wellnesshtml [11 February 2010]
Ivancevich JM amp Matteson MT 1996 Organizational Behaviour and Management 4th ed United States of America Irwin
Landy F amp Conte JM 2007 Work in the 21st Century ndash An Introduction to Industrial and Organisational Psychology United Kingdom Blackwell Publishing
Mpongo N 2010 Interview with HIVAids Information Officer on 16 February 2010 Cape Town
MacDonald LAA 2005 Wellness at Work Protecting and Promoting Employee Health and Wellbeing London Chartered Institute of Personnel and Development
NAND Starting a Wellness Program httpnaturalhealthcarecastaring_a_wellness_programphtml [15 February 2010]
NAND Top 10 Reasons Why Your Company Needs an Employee Wellness Programs httpwellnessquotescomtop10-reasons-why-your-company needs-an-employee-wellness-programhtml [11 February 2010]
Robbins SP 2005 Organizational Behavior 11th ed United States of America Pearson Prentice Hall
Small MW amp Towbridge GA 2009 Moral Questions and Dilemmas Early Times to Present Day ISUS Journal of Business SystemsGovernance and Ethics 4(2) 45-52
SkillSoft SkillBrief Course Strategic Approaches to Risk Management (HRCISPHR ndash 2007-aligned Employee Assistance and Wellness Programs [17 February 2010]
Sims M 2010 Wellness Programmes are Worth Every Dollar you Spend American City Business Journals httpstlouisbizjournalscomstlouisstories19970331focus5html [10 February 2010]
South Africa Department of Land Affairs 2006 Human Resource Management Leave Management Policy Pretoria Government Printer
Health Problems
PhysicalBack Musculo-Skeletal CVD
Ulcers Migraines Skin Impaired
Immune Function eg HIV and AIDS etc
Mental
Depression Anxiety PTSD
Paranoia etc
Behavioral
Increased alcoholdrug abuse
Poor interpersonal communication
Eating problems sleeping problems
Poor homework life balance
Irritability aggression increased
Smoking reduced patience etc
Cognitive
Reduced concentrationfocus poor
judgement reduced creativity amp
Motivation and reduced commitment
Absenteeism
Sick leave absence for personal or
family issues late comingleaving
early disability absence etc
Accidentserrors
Increased accident rate
Increased error rate
Supervisory time
Increased discipline problems
Increased grievance issues more
time dealing with employee
personal issues strained team relations
Low moralemotivation
Employee Loss
Increased recruitment costs
Increased training costs loss of
Knowledgeexpertise
Additional
Poor customer relations
Violence at work vulnerable to
Litigations poor company image
property theft and no quality work
Sick pay
Temporary employee
placements
Replacement costs
Medical claims
Equipment Repair
Replacement costs
Supervisory time
Overtime pay
Disciplinary costs
Recruitment costs
Training costs
Redundancy Medical boarding
Early pension costs
Loss of Customers
Litigation costs
Increased insurance premium
payment
Reduced productivity
Source Sister Alison Absa Bank
OrganisationalConsequences
Costs Individual Costs Organisational
Market the Program
Make people aware that the program exists
Motivate them to take advantage of program
Excite interest - select creative name or theme
Wellbeing champions ndash spokespersons
Email bulletin board amp newsletters
Word of mouth from pleased participants
Implement Program
Putting the plan into action Making arrangements with health promotion
vendors
Recruiting speakers
Negotiating with health plans health clubs
Scheduling health promotion activities
Evaluate Success
Review ndash efficiency amp effectiveness How well the program is working
Achieving expected results
Costs and outcomes compared
Occasional modifications
Why a wellness programme
How it fits in your organisation
Benefit to the organisation
Benefit to the employee
Integrated Health and Wellness Programme
Feedback on success impact of programme
Measurement of performance impact of programme
Why a wellness programme
How it fits in your organisation
Benefit to the organisation
Benefit to the employee
Integrated Health and Wellness Programme
Feedback on success impact of programme
Absa 2006 Exclusive Financial Solutions Abacus 40-41 April
Absa 2008 Wellness at Work Abacus 59 March
ABSA Wellness Policy httpsharepointabsacozasitespnpdocspoliciesPolicies20PublishedCore20Health20and 20Wellness20Poloicypdf [9 February 2010]
Brewster C Carey L Dowling P Grobler P Holland P amp Waumlrnich S 2003 Contemporary Issues in Human Resource Management 2nd ed South Africa Oxford University Press
Building a Workplace Wellness Program Health Promotion Tips httphealthpromotiontipscom [9 February 2010]
Gebhardt DL amp Crump CE 1990 Employee Fitness and Wellness Programmes in the Workplace American Psychologist 262-272 February
Grobler P Waumlrnich S Carrell MR Elbert NF amp Hatfield RD 2006 Human Resource Management in South Africa 3rd ed South Africa Thomson Learning
ICAS Mountany R Article Delivering Value Through People Risk Management
Infinite Wellness Solutions 2008 Workplace Wellness httpwwwinfinitewellnesssolutionscomworkplace-wellnesshtml [11 February 2010]
Ivancevich JM amp Matteson MT 1996 Organizational Behaviour and Management 4th ed United States of America Irwin
Landy F amp Conte JM 2007 Work in the 21st Century ndash An Introduction to Industrial and Organisational Psychology United Kingdom Blackwell Publishing
Mpongo N 2010 Interview with HIVAids Information Officer on 16 February 2010 Cape Town
MacDonald LAA 2005 Wellness at Work Protecting and Promoting Employee Health and Wellbeing London Chartered Institute of Personnel and Development
NAND Starting a Wellness Program httpnaturalhealthcarecastaring_a_wellness_programphtml [15 February 2010]
NAND Top 10 Reasons Why Your Company Needs an Employee Wellness Programs httpwellnessquotescomtop10-reasons-why-your-company needs-an-employee-wellness-programhtml [11 February 2010]
Robbins SP 2005 Organizational Behavior 11th ed United States of America Pearson Prentice Hall
Small MW amp Towbridge GA 2009 Moral Questions and Dilemmas Early Times to Present Day ISUS Journal of Business SystemsGovernance and Ethics 4(2) 45-52
SkillSoft SkillBrief Course Strategic Approaches to Risk Management (HRCISPHR ndash 2007-aligned Employee Assistance and Wellness Programs [17 February 2010]
Sims M 2010 Wellness Programmes are Worth Every Dollar you Spend American City Business Journals httpstlouisbizjournalscomstlouisstories19970331focus5html [10 February 2010]
South Africa Department of Land Affairs 2006 Human Resource Management Leave Management Policy Pretoria Government Printer
Health Problems
PhysicalBack Musculo-Skeletal CVD
Ulcers Migraines Skin Impaired
Immune Function eg HIV and AIDS etc
Mental
Depression Anxiety PTSD
Paranoia etc
Behavioral
Increased alcoholdrug abuse
Poor interpersonal communication
Eating problems sleeping problems
Poor homework life balance
Irritability aggression increased
Smoking reduced patience etc
Cognitive
Reduced concentrationfocus poor
judgement reduced creativity amp
Motivation and reduced commitment
Absenteeism
Sick leave absence for personal or
family issues late comingleaving
early disability absence etc
Accidentserrors
Increased accident rate
Increased error rate
Supervisory time
Increased discipline problems
Increased grievance issues more
time dealing with employee
personal issues strained team relations
Low moralemotivation
Employee Loss
Increased recruitment costs
Increased training costs loss of
Knowledgeexpertise
Additional
Poor customer relations
Violence at work vulnerable to
Litigations poor company image
property theft and no quality work
Sick pay
Temporary employee
placements
Replacement costs
Medical claims
Equipment Repair
Replacement costs
Supervisory time
Overtime pay
Disciplinary costs
Recruitment costs
Training costs
Redundancy Medical boarding
Early pension costs
Loss of Customers
Litigation costs
Increased insurance premium
payment
Reduced productivity
Source Sister Alison Absa Bank
OrganisationalConsequences
Costs Individual Costs Organisational
Implement Program
Putting the plan into action Making arrangements with health promotion
vendors
Recruiting speakers
Negotiating with health plans health clubs
Scheduling health promotion activities
Evaluate Success
Review ndash efficiency amp effectiveness How well the program is working
Achieving expected results
Costs and outcomes compared
Occasional modifications
Why a wellness programme
How it fits in your organisation
Benefit to the organisation
Benefit to the employee
Integrated Health and Wellness Programme
Feedback on success impact of programme
Measurement of performance impact of programme
Why a wellness programme
How it fits in your organisation
Benefit to the organisation
Benefit to the employee
Integrated Health and Wellness Programme
Feedback on success impact of programme
Absa 2006 Exclusive Financial Solutions Abacus 40-41 April
Absa 2008 Wellness at Work Abacus 59 March
ABSA Wellness Policy httpsharepointabsacozasitespnpdocspoliciesPolicies20PublishedCore20Health20and 20Wellness20Poloicypdf [9 February 2010]
Brewster C Carey L Dowling P Grobler P Holland P amp Waumlrnich S 2003 Contemporary Issues in Human Resource Management 2nd ed South Africa Oxford University Press
Building a Workplace Wellness Program Health Promotion Tips httphealthpromotiontipscom [9 February 2010]
Gebhardt DL amp Crump CE 1990 Employee Fitness and Wellness Programmes in the Workplace American Psychologist 262-272 February
Grobler P Waumlrnich S Carrell MR Elbert NF amp Hatfield RD 2006 Human Resource Management in South Africa 3rd ed South Africa Thomson Learning
ICAS Mountany R Article Delivering Value Through People Risk Management
Infinite Wellness Solutions 2008 Workplace Wellness httpwwwinfinitewellnesssolutionscomworkplace-wellnesshtml [11 February 2010]
Ivancevich JM amp Matteson MT 1996 Organizational Behaviour and Management 4th ed United States of America Irwin
Landy F amp Conte JM 2007 Work in the 21st Century ndash An Introduction to Industrial and Organisational Psychology United Kingdom Blackwell Publishing
Mpongo N 2010 Interview with HIVAids Information Officer on 16 February 2010 Cape Town
MacDonald LAA 2005 Wellness at Work Protecting and Promoting Employee Health and Wellbeing London Chartered Institute of Personnel and Development
NAND Starting a Wellness Program httpnaturalhealthcarecastaring_a_wellness_programphtml [15 February 2010]
NAND Top 10 Reasons Why Your Company Needs an Employee Wellness Programs httpwellnessquotescomtop10-reasons-why-your-company needs-an-employee-wellness-programhtml [11 February 2010]
Robbins SP 2005 Organizational Behavior 11th ed United States of America Pearson Prentice Hall
Small MW amp Towbridge GA 2009 Moral Questions and Dilemmas Early Times to Present Day ISUS Journal of Business SystemsGovernance and Ethics 4(2) 45-52
SkillSoft SkillBrief Course Strategic Approaches to Risk Management (HRCISPHR ndash 2007-aligned Employee Assistance and Wellness Programs [17 February 2010]
Sims M 2010 Wellness Programmes are Worth Every Dollar you Spend American City Business Journals httpstlouisbizjournalscomstlouisstories19970331focus5html [10 February 2010]
South Africa Department of Land Affairs 2006 Human Resource Management Leave Management Policy Pretoria Government Printer
Health Problems
PhysicalBack Musculo-Skeletal CVD
Ulcers Migraines Skin Impaired
Immune Function eg HIV and AIDS etc
Mental
Depression Anxiety PTSD
Paranoia etc
Behavioral
Increased alcoholdrug abuse
Poor interpersonal communication
Eating problems sleeping problems
Poor homework life balance
Irritability aggression increased
Smoking reduced patience etc
Cognitive
Reduced concentrationfocus poor
judgement reduced creativity amp
Motivation and reduced commitment
Absenteeism
Sick leave absence for personal or
family issues late comingleaving
early disability absence etc
Accidentserrors
Increased accident rate
Increased error rate
Supervisory time
Increased discipline problems
Increased grievance issues more
time dealing with employee
personal issues strained team relations
Low moralemotivation
Employee Loss
Increased recruitment costs
Increased training costs loss of
Knowledgeexpertise
Additional
Poor customer relations
Violence at work vulnerable to
Litigations poor company image
property theft and no quality work
Sick pay
Temporary employee
placements
Replacement costs
Medical claims
Equipment Repair
Replacement costs
Supervisory time
Overtime pay
Disciplinary costs
Recruitment costs
Training costs
Redundancy Medical boarding
Early pension costs
Loss of Customers
Litigation costs
Increased insurance premium
payment
Reduced productivity
Source Sister Alison Absa Bank
OrganisationalConsequences
Costs Individual Costs Organisational
Evaluate Success
Review ndash efficiency amp effectiveness How well the program is working
Achieving expected results
Costs and outcomes compared
Occasional modifications
Why a wellness programme
How it fits in your organisation
Benefit to the organisation
Benefit to the employee
Integrated Health and Wellness Programme
Feedback on success impact of programme
Measurement of performance impact of programme
Why a wellness programme
How it fits in your organisation
Benefit to the organisation
Benefit to the employee
Integrated Health and Wellness Programme
Feedback on success impact of programme
Absa 2006 Exclusive Financial Solutions Abacus 40-41 April
Absa 2008 Wellness at Work Abacus 59 March
ABSA Wellness Policy httpsharepointabsacozasitespnpdocspoliciesPolicies20PublishedCore20Health20and 20Wellness20Poloicypdf [9 February 2010]
Brewster C Carey L Dowling P Grobler P Holland P amp Waumlrnich S 2003 Contemporary Issues in Human Resource Management 2nd ed South Africa Oxford University Press
Building a Workplace Wellness Program Health Promotion Tips httphealthpromotiontipscom [9 February 2010]
Gebhardt DL amp Crump CE 1990 Employee Fitness and Wellness Programmes in the Workplace American Psychologist 262-272 February
Grobler P Waumlrnich S Carrell MR Elbert NF amp Hatfield RD 2006 Human Resource Management in South Africa 3rd ed South Africa Thomson Learning
ICAS Mountany R Article Delivering Value Through People Risk Management
Infinite Wellness Solutions 2008 Workplace Wellness httpwwwinfinitewellnesssolutionscomworkplace-wellnesshtml [11 February 2010]
Ivancevich JM amp Matteson MT 1996 Organizational Behaviour and Management 4th ed United States of America Irwin
Landy F amp Conte JM 2007 Work in the 21st Century ndash An Introduction to Industrial and Organisational Psychology United Kingdom Blackwell Publishing
Mpongo N 2010 Interview with HIVAids Information Officer on 16 February 2010 Cape Town
MacDonald LAA 2005 Wellness at Work Protecting and Promoting Employee Health and Wellbeing London Chartered Institute of Personnel and Development
NAND Starting a Wellness Program httpnaturalhealthcarecastaring_a_wellness_programphtml [15 February 2010]
NAND Top 10 Reasons Why Your Company Needs an Employee Wellness Programs httpwellnessquotescomtop10-reasons-why-your-company needs-an-employee-wellness-programhtml [11 February 2010]
Robbins SP 2005 Organizational Behavior 11th ed United States of America Pearson Prentice Hall
Small MW amp Towbridge GA 2009 Moral Questions and Dilemmas Early Times to Present Day ISUS Journal of Business SystemsGovernance and Ethics 4(2) 45-52
SkillSoft SkillBrief Course Strategic Approaches to Risk Management (HRCISPHR ndash 2007-aligned Employee Assistance and Wellness Programs [17 February 2010]
Sims M 2010 Wellness Programmes are Worth Every Dollar you Spend American City Business Journals httpstlouisbizjournalscomstlouisstories19970331focus5html [10 February 2010]
South Africa Department of Land Affairs 2006 Human Resource Management Leave Management Policy Pretoria Government Printer
Health Problems
PhysicalBack Musculo-Skeletal CVD
Ulcers Migraines Skin Impaired
Immune Function eg HIV and AIDS etc
Mental
Depression Anxiety PTSD
Paranoia etc
Behavioral
Increased alcoholdrug abuse
Poor interpersonal communication
Eating problems sleeping problems
Poor homework life balance
Irritability aggression increased
Smoking reduced patience etc
Cognitive
Reduced concentrationfocus poor
judgement reduced creativity amp
Motivation and reduced commitment
Absenteeism
Sick leave absence for personal or
family issues late comingleaving
early disability absence etc
Accidentserrors
Increased accident rate
Increased error rate
Supervisory time
Increased discipline problems
Increased grievance issues more
time dealing with employee
personal issues strained team relations
Low moralemotivation
Employee Loss
Increased recruitment costs
Increased training costs loss of
Knowledgeexpertise
Additional
Poor customer relations
Violence at work vulnerable to
Litigations poor company image
property theft and no quality work
Sick pay
Temporary employee
placements
Replacement costs
Medical claims
Equipment Repair
Replacement costs
Supervisory time
Overtime pay
Disciplinary costs
Recruitment costs
Training costs
Redundancy Medical boarding
Early pension costs
Loss of Customers
Litigation costs
Increased insurance premium
payment
Reduced productivity
Source Sister Alison Absa Bank
OrganisationalConsequences
Costs Individual Costs Organisational
Why a wellness programme
How it fits in your organisation
Benefit to the organisation
Benefit to the employee
Integrated Health and Wellness Programme
Feedback on success impact of programme
Measurement of performance impact of programme
Why a wellness programme
How it fits in your organisation
Benefit to the organisation
Benefit to the employee
Integrated Health and Wellness Programme
Feedback on success impact of programme
Absa 2006 Exclusive Financial Solutions Abacus 40-41 April
Absa 2008 Wellness at Work Abacus 59 March
ABSA Wellness Policy httpsharepointabsacozasitespnpdocspoliciesPolicies20PublishedCore20Health20and 20Wellness20Poloicypdf [9 February 2010]
Brewster C Carey L Dowling P Grobler P Holland P amp Waumlrnich S 2003 Contemporary Issues in Human Resource Management 2nd ed South Africa Oxford University Press
Building a Workplace Wellness Program Health Promotion Tips httphealthpromotiontipscom [9 February 2010]
Gebhardt DL amp Crump CE 1990 Employee Fitness and Wellness Programmes in the Workplace American Psychologist 262-272 February
Grobler P Waumlrnich S Carrell MR Elbert NF amp Hatfield RD 2006 Human Resource Management in South Africa 3rd ed South Africa Thomson Learning
ICAS Mountany R Article Delivering Value Through People Risk Management
Infinite Wellness Solutions 2008 Workplace Wellness httpwwwinfinitewellnesssolutionscomworkplace-wellnesshtml [11 February 2010]
Ivancevich JM amp Matteson MT 1996 Organizational Behaviour and Management 4th ed United States of America Irwin
Landy F amp Conte JM 2007 Work in the 21st Century ndash An Introduction to Industrial and Organisational Psychology United Kingdom Blackwell Publishing
Mpongo N 2010 Interview with HIVAids Information Officer on 16 February 2010 Cape Town
MacDonald LAA 2005 Wellness at Work Protecting and Promoting Employee Health and Wellbeing London Chartered Institute of Personnel and Development
NAND Starting a Wellness Program httpnaturalhealthcarecastaring_a_wellness_programphtml [15 February 2010]
NAND Top 10 Reasons Why Your Company Needs an Employee Wellness Programs httpwellnessquotescomtop10-reasons-why-your-company needs-an-employee-wellness-programhtml [11 February 2010]
Robbins SP 2005 Organizational Behavior 11th ed United States of America Pearson Prentice Hall
Small MW amp Towbridge GA 2009 Moral Questions and Dilemmas Early Times to Present Day ISUS Journal of Business SystemsGovernance and Ethics 4(2) 45-52
SkillSoft SkillBrief Course Strategic Approaches to Risk Management (HRCISPHR ndash 2007-aligned Employee Assistance and Wellness Programs [17 February 2010]
Sims M 2010 Wellness Programmes are Worth Every Dollar you Spend American City Business Journals httpstlouisbizjournalscomstlouisstories19970331focus5html [10 February 2010]
South Africa Department of Land Affairs 2006 Human Resource Management Leave Management Policy Pretoria Government Printer
Health Problems
PhysicalBack Musculo-Skeletal CVD
Ulcers Migraines Skin Impaired
Immune Function eg HIV and AIDS etc
Mental
Depression Anxiety PTSD
Paranoia etc
Behavioral
Increased alcoholdrug abuse
Poor interpersonal communication
Eating problems sleeping problems
Poor homework life balance
Irritability aggression increased
Smoking reduced patience etc
Cognitive
Reduced concentrationfocus poor
judgement reduced creativity amp
Motivation and reduced commitment
Absenteeism
Sick leave absence for personal or
family issues late comingleaving
early disability absence etc
Accidentserrors
Increased accident rate
Increased error rate
Supervisory time
Increased discipline problems
Increased grievance issues more
time dealing with employee
personal issues strained team relations
Low moralemotivation
Employee Loss
Increased recruitment costs
Increased training costs loss of
Knowledgeexpertise
Additional
Poor customer relations
Violence at work vulnerable to
Litigations poor company image
property theft and no quality work
Sick pay
Temporary employee
placements
Replacement costs
Medical claims
Equipment Repair
Replacement costs
Supervisory time
Overtime pay
Disciplinary costs
Recruitment costs
Training costs
Redundancy Medical boarding
Early pension costs
Loss of Customers
Litigation costs
Increased insurance premium
payment
Reduced productivity
Source Sister Alison Absa Bank
OrganisationalConsequences
Costs Individual Costs Organisational
Measurement of performance impact of programme
Why a wellness programme
How it fits in your organisation
Benefit to the organisation
Benefit to the employee
Integrated Health and Wellness Programme
Feedback on success impact of programme
Absa 2006 Exclusive Financial Solutions Abacus 40-41 April
Absa 2008 Wellness at Work Abacus 59 March
ABSA Wellness Policy httpsharepointabsacozasitespnpdocspoliciesPolicies20PublishedCore20Health20and 20Wellness20Poloicypdf [9 February 2010]
Brewster C Carey L Dowling P Grobler P Holland P amp Waumlrnich S 2003 Contemporary Issues in Human Resource Management 2nd ed South Africa Oxford University Press
Building a Workplace Wellness Program Health Promotion Tips httphealthpromotiontipscom [9 February 2010]
Gebhardt DL amp Crump CE 1990 Employee Fitness and Wellness Programmes in the Workplace American Psychologist 262-272 February
Grobler P Waumlrnich S Carrell MR Elbert NF amp Hatfield RD 2006 Human Resource Management in South Africa 3rd ed South Africa Thomson Learning
ICAS Mountany R Article Delivering Value Through People Risk Management
Infinite Wellness Solutions 2008 Workplace Wellness httpwwwinfinitewellnesssolutionscomworkplace-wellnesshtml [11 February 2010]
Ivancevich JM amp Matteson MT 1996 Organizational Behaviour and Management 4th ed United States of America Irwin
Landy F amp Conte JM 2007 Work in the 21st Century ndash An Introduction to Industrial and Organisational Psychology United Kingdom Blackwell Publishing
Mpongo N 2010 Interview with HIVAids Information Officer on 16 February 2010 Cape Town
MacDonald LAA 2005 Wellness at Work Protecting and Promoting Employee Health and Wellbeing London Chartered Institute of Personnel and Development
NAND Starting a Wellness Program httpnaturalhealthcarecastaring_a_wellness_programphtml [15 February 2010]
NAND Top 10 Reasons Why Your Company Needs an Employee Wellness Programs httpwellnessquotescomtop10-reasons-why-your-company needs-an-employee-wellness-programhtml [11 February 2010]
Robbins SP 2005 Organizational Behavior 11th ed United States of America Pearson Prentice Hall
Small MW amp Towbridge GA 2009 Moral Questions and Dilemmas Early Times to Present Day ISUS Journal of Business SystemsGovernance and Ethics 4(2) 45-52
SkillSoft SkillBrief Course Strategic Approaches to Risk Management (HRCISPHR ndash 2007-aligned Employee Assistance and Wellness Programs [17 February 2010]
Sims M 2010 Wellness Programmes are Worth Every Dollar you Spend American City Business Journals httpstlouisbizjournalscomstlouisstories19970331focus5html [10 February 2010]
South Africa Department of Land Affairs 2006 Human Resource Management Leave Management Policy Pretoria Government Printer
Health Problems
PhysicalBack Musculo-Skeletal CVD
Ulcers Migraines Skin Impaired
Immune Function eg HIV and AIDS etc
Mental
Depression Anxiety PTSD
Paranoia etc
Behavioral
Increased alcoholdrug abuse
Poor interpersonal communication
Eating problems sleeping problems
Poor homework life balance
Irritability aggression increased
Smoking reduced patience etc
Cognitive
Reduced concentrationfocus poor
judgement reduced creativity amp
Motivation and reduced commitment
Absenteeism
Sick leave absence for personal or
family issues late comingleaving
early disability absence etc
Accidentserrors
Increased accident rate
Increased error rate
Supervisory time
Increased discipline problems
Increased grievance issues more
time dealing with employee
personal issues strained team relations
Low moralemotivation
Employee Loss
Increased recruitment costs
Increased training costs loss of
Knowledgeexpertise
Additional
Poor customer relations
Violence at work vulnerable to
Litigations poor company image
property theft and no quality work
Sick pay
Temporary employee
placements
Replacement costs
Medical claims
Equipment Repair
Replacement costs
Supervisory time
Overtime pay
Disciplinary costs
Recruitment costs
Training costs
Redundancy Medical boarding
Early pension costs
Loss of Customers
Litigation costs
Increased insurance premium
payment
Reduced productivity
Source Sister Alison Absa Bank
OrganisationalConsequences
Costs Individual Costs Organisational
Why a wellness programme
How it fits in your organisation
Benefit to the organisation
Benefit to the employee
Integrated Health and Wellness Programme
Feedback on success impact of programme
Absa 2006 Exclusive Financial Solutions Abacus 40-41 April
Absa 2008 Wellness at Work Abacus 59 March
ABSA Wellness Policy httpsharepointabsacozasitespnpdocspoliciesPolicies20PublishedCore20Health20and 20Wellness20Poloicypdf [9 February 2010]
Brewster C Carey L Dowling P Grobler P Holland P amp Waumlrnich S 2003 Contemporary Issues in Human Resource Management 2nd ed South Africa Oxford University Press
Building a Workplace Wellness Program Health Promotion Tips httphealthpromotiontipscom [9 February 2010]
Gebhardt DL amp Crump CE 1990 Employee Fitness and Wellness Programmes in the Workplace American Psychologist 262-272 February
Grobler P Waumlrnich S Carrell MR Elbert NF amp Hatfield RD 2006 Human Resource Management in South Africa 3rd ed South Africa Thomson Learning
ICAS Mountany R Article Delivering Value Through People Risk Management
Infinite Wellness Solutions 2008 Workplace Wellness httpwwwinfinitewellnesssolutionscomworkplace-wellnesshtml [11 February 2010]
Ivancevich JM amp Matteson MT 1996 Organizational Behaviour and Management 4th ed United States of America Irwin
Landy F amp Conte JM 2007 Work in the 21st Century ndash An Introduction to Industrial and Organisational Psychology United Kingdom Blackwell Publishing
Mpongo N 2010 Interview with HIVAids Information Officer on 16 February 2010 Cape Town
MacDonald LAA 2005 Wellness at Work Protecting and Promoting Employee Health and Wellbeing London Chartered Institute of Personnel and Development
NAND Starting a Wellness Program httpnaturalhealthcarecastaring_a_wellness_programphtml [15 February 2010]
NAND Top 10 Reasons Why Your Company Needs an Employee Wellness Programs httpwellnessquotescomtop10-reasons-why-your-company needs-an-employee-wellness-programhtml [11 February 2010]
Robbins SP 2005 Organizational Behavior 11th ed United States of America Pearson Prentice Hall
Small MW amp Towbridge GA 2009 Moral Questions and Dilemmas Early Times to Present Day ISUS Journal of Business SystemsGovernance and Ethics 4(2) 45-52
SkillSoft SkillBrief Course Strategic Approaches to Risk Management (HRCISPHR ndash 2007-aligned Employee Assistance and Wellness Programs [17 February 2010]
Sims M 2010 Wellness Programmes are Worth Every Dollar you Spend American City Business Journals httpstlouisbizjournalscomstlouisstories19970331focus5html [10 February 2010]
South Africa Department of Land Affairs 2006 Human Resource Management Leave Management Policy Pretoria Government Printer
Health Problems
PhysicalBack Musculo-Skeletal CVD
Ulcers Migraines Skin Impaired
Immune Function eg HIV and AIDS etc
Mental
Depression Anxiety PTSD
Paranoia etc
Behavioral
Increased alcoholdrug abuse
Poor interpersonal communication
Eating problems sleeping problems
Poor homework life balance
Irritability aggression increased
Smoking reduced patience etc
Cognitive
Reduced concentrationfocus poor
judgement reduced creativity amp
Motivation and reduced commitment
Absenteeism
Sick leave absence for personal or
family issues late comingleaving
early disability absence etc
Accidentserrors
Increased accident rate
Increased error rate
Supervisory time
Increased discipline problems
Increased grievance issues more
time dealing with employee
personal issues strained team relations
Low moralemotivation
Employee Loss
Increased recruitment costs
Increased training costs loss of
Knowledgeexpertise
Additional
Poor customer relations
Violence at work vulnerable to
Litigations poor company image
property theft and no quality work
Sick pay
Temporary employee
placements
Replacement costs
Medical claims
Equipment Repair
Replacement costs
Supervisory time
Overtime pay
Disciplinary costs
Recruitment costs
Training costs
Redundancy Medical boarding
Early pension costs
Loss of Customers
Litigation costs
Increased insurance premium
payment
Reduced productivity
Source Sister Alison Absa Bank
OrganisationalConsequences
Costs Individual Costs Organisational
Absa 2006 Exclusive Financial Solutions Abacus 40-41 April
Absa 2008 Wellness at Work Abacus 59 March
ABSA Wellness Policy httpsharepointabsacozasitespnpdocspoliciesPolicies20PublishedCore20Health20and 20Wellness20Poloicypdf [9 February 2010]
Brewster C Carey L Dowling P Grobler P Holland P amp Waumlrnich S 2003 Contemporary Issues in Human Resource Management 2nd ed South Africa Oxford University Press
Building a Workplace Wellness Program Health Promotion Tips httphealthpromotiontipscom [9 February 2010]
Gebhardt DL amp Crump CE 1990 Employee Fitness and Wellness Programmes in the Workplace American Psychologist 262-272 February
Grobler P Waumlrnich S Carrell MR Elbert NF amp Hatfield RD 2006 Human Resource Management in South Africa 3rd ed South Africa Thomson Learning
ICAS Mountany R Article Delivering Value Through People Risk Management
Infinite Wellness Solutions 2008 Workplace Wellness httpwwwinfinitewellnesssolutionscomworkplace-wellnesshtml [11 February 2010]
Ivancevich JM amp Matteson MT 1996 Organizational Behaviour and Management 4th ed United States of America Irwin
Landy F amp Conte JM 2007 Work in the 21st Century ndash An Introduction to Industrial and Organisational Psychology United Kingdom Blackwell Publishing
Mpongo N 2010 Interview with HIVAids Information Officer on 16 February 2010 Cape Town
MacDonald LAA 2005 Wellness at Work Protecting and Promoting Employee Health and Wellbeing London Chartered Institute of Personnel and Development
NAND Starting a Wellness Program httpnaturalhealthcarecastaring_a_wellness_programphtml [15 February 2010]
NAND Top 10 Reasons Why Your Company Needs an Employee Wellness Programs httpwellnessquotescomtop10-reasons-why-your-company needs-an-employee-wellness-programhtml [11 February 2010]
Robbins SP 2005 Organizational Behavior 11th ed United States of America Pearson Prentice Hall
Small MW amp Towbridge GA 2009 Moral Questions and Dilemmas Early Times to Present Day ISUS Journal of Business SystemsGovernance and Ethics 4(2) 45-52
SkillSoft SkillBrief Course Strategic Approaches to Risk Management (HRCISPHR ndash 2007-aligned Employee Assistance and Wellness Programs [17 February 2010]
Sims M 2010 Wellness Programmes are Worth Every Dollar you Spend American City Business Journals httpstlouisbizjournalscomstlouisstories19970331focus5html [10 February 2010]
South Africa Department of Land Affairs 2006 Human Resource Management Leave Management Policy Pretoria Government Printer
Health Problems
PhysicalBack Musculo-Skeletal CVD
Ulcers Migraines Skin Impaired
Immune Function eg HIV and AIDS etc
Mental
Depression Anxiety PTSD
Paranoia etc
Behavioral
Increased alcoholdrug abuse
Poor interpersonal communication
Eating problems sleeping problems
Poor homework life balance
Irritability aggression increased
Smoking reduced patience etc
Cognitive
Reduced concentrationfocus poor
judgement reduced creativity amp
Motivation and reduced commitment
Absenteeism
Sick leave absence for personal or
family issues late comingleaving
early disability absence etc
Accidentserrors
Increased accident rate
Increased error rate
Supervisory time
Increased discipline problems
Increased grievance issues more
time dealing with employee
personal issues strained team relations
Low moralemotivation
Employee Loss
Increased recruitment costs
Increased training costs loss of
Knowledgeexpertise
Additional
Poor customer relations
Violence at work vulnerable to
Litigations poor company image
property theft and no quality work
Sick pay
Temporary employee
placements
Replacement costs
Medical claims
Equipment Repair
Replacement costs
Supervisory time
Overtime pay
Disciplinary costs
Recruitment costs
Training costs
Redundancy Medical boarding
Early pension costs
Loss of Customers
Litigation costs
Increased insurance premium
payment
Reduced productivity
Source Sister Alison Absa Bank
OrganisationalConsequences
Costs Individual Costs Organisational
Health Problems
PhysicalBack Musculo-Skeletal CVD
Ulcers Migraines Skin Impaired
Immune Function eg HIV and AIDS etc
Mental
Depression Anxiety PTSD
Paranoia etc
Behavioral
Increased alcoholdrug abuse
Poor interpersonal communication
Eating problems sleeping problems
Poor homework life balance
Irritability aggression increased
Smoking reduced patience etc
Cognitive
Reduced concentrationfocus poor
judgement reduced creativity amp
Motivation and reduced commitment
Absenteeism
Sick leave absence for personal or
family issues late comingleaving
early disability absence etc
Accidentserrors
Increased accident rate
Increased error rate
Supervisory time
Increased discipline problems
Increased grievance issues more
time dealing with employee
personal issues strained team relations
Low moralemotivation
Employee Loss
Increased recruitment costs
Increased training costs loss of
Knowledgeexpertise
Additional
Poor customer relations
Violence at work vulnerable to
Litigations poor company image
property theft and no quality work
Sick pay
Temporary employee
placements
Replacement costs
Medical claims
Equipment Repair
Replacement costs
Supervisory time
Overtime pay
Disciplinary costs
Recruitment costs
Training costs
Redundancy Medical boarding
Early pension costs
Loss of Customers
Litigation costs
Increased insurance premium
payment
Reduced productivity
Source Sister Alison Absa Bank
OrganisationalConsequences
Costs Individual Costs Organisational
