Benefits Of Employees And Wellness Programs

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Many healthcare organizations are using ROI and VOI (Return on Investment and Value of Investment) methods to measure and justify investment in health management and wellness programs. ROI refers to a financial measurement or size of a return relative to an investment (Nash, et al., 2016). VOI refers to the overall value received (considers both financial and intangible benefits) on any given financial investment (Grossmeier, 2015). ROI based organizations justify the aforementioned investments only based on medical cost saving or reduction. In contrast, VOI based organizations justify these investments not only based on medical cost reduction, but also on workplace safety, productivity, employee morale, and others factors (Loyno.blackboard, 2016). Employees and wellness program managers use different types of metrics to measure ROI and VOI, with varying degrees of applicability. There are two organizations leaders that develop a resource that provides employees with a set of core metrics to help evaluate their wellness programs. These organizations are the Health Enhancement Research Organization (HERO) and the Population Health Alliance (PHA), and the resource developed is called "Program Measurement and Evaluation Guide: Core Metrics for Employee Health Management" (Miller, 2015). This guide recommends seven metrics to measure the value of a wellness program: 1- Participation measures: Compare members who participated in a particular health improvement program under
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