VICTORY
CONSULTING™ VICTORY
CONSULTING™
HEALTH CARE BUSINESS STRATEGIES & ECONOMIC RESEARCH
FOR EMPLOYERS AND PROVIDERS
H
WB PRO TM
A
Strategy For Fostering An Organizational Culture That Overcomes The
"There's No Compelling Reason To Do Business There Anymore" syndrome
And Driving ROI from total compensation
By
Noel K. Harper, M.B.A.
President, Victory Consulting
Double digit health care cost increases are driving total compensation and defying the will of employers to devise a solution, even as the key to resolving the problem is literally within their grasp
An opportunity exists to resolve a problem that has long defied the will of employers and is afflicting significant damage to US business. Current research points to a solution with a high probability of resolving core issues at the heart of the problem. So that their organizations will be positioned to capitalize on these findings, employers must be prepared to implement a strategy, which ensures that benefits will consistently accrue from Health Well-Being And Productivity Relationships Optimization (H WB PRO TM).
Employers will come to appreciate the value of H WB PRO TM as a critically needed strategic management tool, after reviewing its merits in the analysis that follows. H WB PRO TM captures the essence of considerable research on subjects pertinent to CEOs, CFOs and Human Resources Executives, who have been probing long and deep for practical solutions to the dilemma that confronts employers in responding to the unavoidable question: How can business continue to do what's right for employees when total compensation, driven primarily by health care related costs, continues to soar?
It is intended that employers would become convinced the findings from current research supports the premise: Management can strategically enhance its ability to leverage growth in the return on investment (ROI) from total compensation by: (a) Fostering an organizational culture that is "health and well being centric", and; (b) Establishing procedures that facilitate routine measurement and reevaluation of programs governing total compensation - salary/wage and benefits administration.
This insures that as motivational incentives, these programs are indeed influencing each employee to attain goals that have been jointly identified as vehicles for improving personal assets, while at the same time adding value to the organization’s human capital assets."
To be effective in fostering such an organizational culture employers are required to adopt a perspective of employees as "internal-customers/clients" who expect management to reward their contributions, by helping to develop or improve "life assets" every individual considers essential, and aspires to attain in connection with employment. The life assets considered essential to every employee's development are:
To purchase the full text of this publication: "H
WB PRO TM