Why “Health Promotion”

Health is no longer a Private concern for individuals. The current health crisis in the public sector (characterised by escalating curative care costs, inadequate resources or infrastructure, and turbulence in medical aid/benefit fund management, etc.) is well documented. There are signs that the State is beginning to shift the burden of responsibility into the private sector.
Wellness is a term that refers to a state of health and vitality that goes beyond the absence of disease. It is a positive energy state, with physical, mental and social “wellbeing”.        

Health Promotion has Personal Relevance

Health Promotion, in principle, seeks to improve individual well being through early identification of health risk and implementation of related “preventative” strategies and/or interventions.  Inherent to this process is an attempt to challenge the current mind-set towards health issues, by emphasising greater individual responsibility to manage personal health and well-being.    From an individual employee’s perspective, managing one’s health more effectively ensures:

• Reduction of health risk: Reduced risk of chronic diseases of lifestyle

• Reduction of health cost: Reduced economic burden of requiring curative care

• Improved quality of life: Reduction in frequency of reported symptoms/distress

• Personal effectiveness: Reinforcement of optimal self management principles and practices

Health Promotion has Organisational Relevance

Employees are an appreciating asset - investment in their health makes business sense.  There are four main reasons why any company should have a health promotion programme in place:

Powerful management information tool

 

Effective health risk assessment and analysis provide powerful tool to inform strategic planning in terms of human asset: e.g., succession, vulnerability assessment ,identifying “hot-spots” within the company, training needs, etc.

 

Cost containment

 

Reduction in absenteeism (on and off the job) and sick leave, improved Benefit Fund Management, reduction of medical aid costs through increased individual responsibility (based on awareness and preventative strategies) for health status.

 

Operationalisation of  company mission

 

For example: company’s values, expected norms, training and development policies (e.g.  “Empowerment”),  wherein the programme plays central role in determining the culture of the organisation

CHESS (Computerised Health and Environment Surveillance System)

The CHESS System has been developed to enable:

• Remote data access, such that executive medicals (and related health screens) can be captured on-line anywhere.

• Data is centralised, enabling detailed analysis and reporting

• Reports are aimed at individuals, with high quality educational feedback built-in

• Reports are also aimed at managers, in which risk profiles are drawn, comparisons and trends are highlighted, and recommendations provided.

• The process is managed through diary and contact management tools, tracking progress and closing loops.