For example, the nonprofit Institute for Health and Productivity Management (IHPM) estimates that “presenteeism” – i.e. employees who are at work but who aren't performing at peak levels because of common health conditions - cost employers an estimated $180 billion in lost time each year.

Pointing even more conclusively to the need for every employer to exercise astute management over health and productivity issues are the results of a study released in 2000 by The MEDSTAT Group, the American Productivity & Quality Center (APQC), and the IHPM. This study reported employers are experiencing costs averaging $9,992 per employee in health care productivity management related programs. This expense figure, however, only reflects direct cost associated with five program categories: Group Health, Turnover, Unscheduled Absence, Non-Occupational Disability, and Workers' Compensation. When indirect costs associated with offsetting measures normally taken by employers - i.e. “backfilling” absent workers and/or costs associated with lost productivity for workers who are not at work - total health and productivity management is estimated to cost employers $13,277 per employee per year. 

Without question exposure to the risk of such costs is sufficiently convincing for employers to recognize the importance of viewing health care benefits as considerably more than unmanageable, undesirable and increasingly unaffordable expense ledger items.  

Prudence mandates that employers begin acquiring strategies that facilitate effective management of the co-relationships between health, organizational culture and productivity among its human resources assets. To facilitate employers in this endeavor Victory Consulting has developed:

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 For Driving ROI 

 To Learn More

H WB PRO ^TM is best described as an interactive management tool that tracks and evaluates the progress of an organization towards a state where complex relationships that exist between the level of good health and well being experienced by personnel, and the attitudes and aptitudes they bring to employment related assignments/activities reaches dimensions that are most conducive to: 

(a) The minimization of absenteeism and "presenteeism;" 

(b) The attainment of high levels of productivity and innovative product/service generation;

(c) Realization of the optimum ROI on total compensation.  

In effect, a H WB PRO ^TM analysis presents a snapshot of an organizational culture that might be considered "employee health and well being centric," in that personnel are conditioned by the philosophy management espouses, and, where business practices reinforce the belief: It is the organization's intent to leverage the good health and well being of its human capital resources, in order to achieve optimum ROI from total compensation, and attain a competitive advantage. More

To receive additional information on H WB PRO ^TM, please contact: noelharper@vcstrategies.com