Manage programs that promote personal effectiveness BSBLED502A
Unit Purpose
This unit describes the performance outcomes, skills and knowledge required to manage programs within a health and wellbeing focus. The unit addresses the management of the range of programs that would typically be associated with health and wellbeing such as stress management, smoking cessation, exercise, Employee Assistance Programs (EAPs). No licensing, legislative, regulatory or certification requirements apply to this unit at the time of endorsement.
Elements of Competency
1. Research and analyse employee health issues
2. Plan health and wellbeing program/s
3. Implement, administer and monitor program/s
Assessment
Important: Please read the attached document and acknowledge by email to your trainer as soon as you commence this course.
Student Assessment Guide -
Ensure you have a copy of the textbook Managing Human Resource Systems 2nd Edition by Rod Jones – Pearson Education ISBN 978 144 2511 828. It is written directly to the Dip HR. You can order directly from Pearson as it can be quicker.
What should you do now?
Follow the session plan, read the powerpoints and other resource documents. Refer to the relevant chapters in the text.
Topic 1 Introduction
The World Health Organisation defined health as “a state of physical, mental; and social well being and nor merely the absence of disease or infirmity
It is an active process of becoming aware of and making choices towards a more successful existence. Two elements of wellness are balance and being proactive. So wellness is making positive proactive choices to balance physical, mental and social life.
Wellness programs are organised by companies for their employees
What types of things could be included?
What are firms trying to achieve by doing this?
Reduces absenteeism on the grounds of health (but if families are also included in program – reduces absenteeism on grounds of family health
Reduced costs (subsidised health care, sick leave • Increased fitness- increased productivity (improved concentration, energy and outputs and maximised performance
Reduces turnover
Reduces the cost of recruitment
Better work environment –better workplace morale / increased employee loyalty
Profit margins increased
An investment in employee wellness programs may cost today but will reduce future losses in the future.
Employer of choice and company reputation
Note the trend in America is due to rising costs of employee health care.
You may also have heard of the Triple bottom Line. Triple bottom line refers to the three elements of social, environmental and financial accountability.
Reporting on TBL aims to extend decision making and disclosure so that decisions explicitly take into consideration the impacts on natural and human capital as well as financial capital.
Environmental includes impacts made through processes, products or services. These may include air, water, natural resources, flora, fauna and human health
Social includes involving shaping local, national and international public policy, equality, treatment of minorities, employee issues and public concern.
Financial includes financial performance, activities relating to shaping demand for products and services, employee compensation, community contributions and local procurement policies.
Finally before moving on do this exercise on the wellness wheel. This could help to establish where the balance is for your employees (and yourself)
www.surveyz.com/howto gives tips on how to write great questions for surveys. You can sign up to QUIA for a trial survey tool which collates your answers. attached is a sample survey on Worklife Balance.
Remember that you are introducing a change with all the resistance and misinformation that comes with it. Also the success of the change will depend on the promotion strategies the timing and the frequency of communication items.
Don't forget your audience at all levels of the organisation. don't forget you have to pursuade everyone from the General Manager to the Accountant,the actual staff and their managers.Brainstorm communication strategies and then think of articles or communication tools to relate to each step.
Here are the Stages. What are the communication strategies at each stage? Refer to the chapter in your text.
1- Introduce the change to those affected- current situation
development of alternatives- suggestions
Assessment of alternatives- feasibility
Evaluate
Consultation
Suggestions
Address concerns
2 Implementation of ideas
time
funding – budget, investors
resources, equipment, people, skills and knowledge
How are you going to measure effectiveness?
Participation levels will indicate whether your health promotion worked /check for awareness levels.
Initially you can measure attendance at your seminars or exercise classes. Look for who took it up, who stayed in the program. You may receive feedback from your evaluation sheets completed after seminars, chats or forums. You might even measure hits on the wellness program website. This will also show acceptability of options chosen and whether the range of activities is right.
Longer term your Human Resource Information System (HRIS) will supply you with absentee statistics, accidents, retention rates, employment length and durations.
Employee satisfaction surveys supply good comparitive information.
Productivity improvements and reduced costs may indicate success.
Other spinoffs may be more team cohesion, reduced grievances.
These will help you measure whether your program has met it's objectives.
Topic 9 Monitoring and Evaluating Employee Wellness Programs
Read the following and answer the case study questions to test your understanding.
Manage programs that promote personal effectiveness BSBLED502A
Unit PurposeThis unit describes the performance outcomes, skills and knowledge required to manage programs within a health and wellbeing focus. The unit addresses the management of the range of programs that would typically be associated with health and wellbeing such as stress management, smoking cessation, exercise, Employee Assistance Programs (EAPs). No licensing, legislative, regulatory or certification requirements apply to this unit at the time of endorsement.
Elements of Competency
1. Research and analyse employee health issues
2. Plan health and wellbeing program/s
3. Implement, administer and monitor program/s
Assessment
Important: Please read the attached document and acknowledge by email to your trainer as soon as you commence this course.Student Assessment Guide -
Assessment:
Facilitator and Textbook
Facilitator: robyn.ford@det.nsw.edu.auEnsure you have a copy of the textbook Managing Human Resource Systems 2nd Edition by Rod Jones – Pearson Education ISBN 978 144 2511 828. It is written directly to the Dip HR. You can order directly from Pearson as it can be quicker.
What should you do now?
Follow the session plan, read the powerpoints and other resource documents. Refer to the relevant chapters in the text.Topic 1 Introduction
The World Health Organisation defined health as “a state of physical, mental; and social well being and nor merely the absence of disease or infirmityIt is an active process of becoming aware of and making choices towards a more successful existence. Two elements of wellness are balance and being proactive. So wellness is making positive proactive choices to balance physical, mental and social life.
Wellness programs are organised by companies for their employees
What types of things could be included?
What are firms trying to achieve by doing this?
Note the trend in America is due to rising costs of employee health care.
You may also have heard of the Triple bottom Line. Triple bottom line refers to the three elements of social, environmental and financial accountability.
Reporting on TBL aims to extend decision making and disclosure so that decisions explicitly take into consideration the impacts on natural and human capital as well as financial capital.
Finally before moving on do this exercise on the wellness wheel. This could help to establish where the balance is for your employees (and yourself)
Topic 2 Research and analyse employee health issues.
Review a health issues and implications /costs to organizations see below see handout on cost/benefit analysisNote any organizations providing external assistance for further use later in the assessment.
Look at www.betterhealth.vic.gov.au for their Key Health Events Calendar and www.pacehm.com.au/corporate.htm
www.goodhealthsolutions.com.au to get you started.
Topic 3 Initiating Programs. How do you get started?
Topic 4 Surveying the staff - researching the issues.
Manage personal effectiveness surveys2.ppt
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www.surveyz.com/howto gives tips on how to write great questions for surveys. You can sign up to QUIA for a trial survey tool which collates your answers. attached is a sample survey on Worklife Balance.Topic 5 Planning Your Project
Topic 6 Communication and promotion of your plans
Remember that you are introducing a change with all the resistance and misinformation that comes with it. Also the success of the change will depend on the promotion strategies the timing and the frequency of communication items.
Don't forget your audience at all levels of the organisation. don't forget you have to pursuade everyone from the General Manager to the Accountant,the actual staff and their managers.Brainstorm communication strategies and then think of articles or communication tools to relate to each step.
Here are the Stages. What are the communication strategies at each stage? Refer to the chapter in your text.
1- Introduce the change to those affected- current situation
- development of alternatives- suggestions
- Assessment of alternatives- feasibility
- Evaluate
- Consultation
- Suggestions
- Address concerns
2 Implementation of ideas- time
- funding – budget, investors
- resources, equipment, people, skills and knowledge
- how’s- rewards, recruitment, training, incentives, address people’s concerns
- develop clear action plans
- Gantt charts
- Restrictions /approvals/patents/ development applications/approvals
3 - Facilitate the change and support staff- implementation communication
- publicity
- Gantt charts
4 - promote the innovation and change to overcome the resistance- participation
- training
- communication and publicity address concerns
5 - Monitoring the change and making improvements- Positive and negative feedback
- Targets and actual dates
- Gantt charts
- Surveys
- Good news articles
- Celebrations of success
Hopefully you came up with things such as performance reporting, event Calendars, fact sheets, final project reports, Gantt charts etcConsider also wellness logos, magazines, poster campaigns, demonstrations, special events and giveaways.
Topic 7 Administering Programs
Topic 8 Measuring Effectiveness
How are you going to measure effectiveness?
Participation levels will indicate whether your health promotion worked /check for awareness levels.
Initially you can measure attendance at your seminars or exercise classes. Look for who took it up, who stayed in the program. You may receive feedback from your evaluation sheets completed after seminars, chats or forums. You might even measure hits on the wellness program website. This will also show acceptability of options chosen and whether the range of activities is right.
Longer term your Human Resource Information System (HRIS) will supply you with absentee statistics, accidents, retention rates, employment length and durations.
Employee satisfaction surveys supply good comparitive information.
Productivity improvements and reduced costs may indicate success.
Other spinoffs may be more team cohesion, reduced grievances.
These will help you measure whether your program has met it's objectives.
Topic 9 Monitoring and Evaluating Employee Wellness Programs
Read the following and answer the case study questions to test your understanding.Research http://welcoa/wellworkplace/index Consistently Evaluating Outcomes