As society has become increasingly health conscious, employees have taken greater interest in the health-promoting activities made available by their employers. Typical personal concerns are the accessibility of wellness programs, the range of activities offered, cost-sharing arrangements, convenience, and privacy. Employers are inclined to focus on issues of program demand and productivity returns on whatever funds are invested.
Four relevant initiatives are stress reduction programs, wellness programs, safety initiatives, and employee assistance programs, each of which is discussed in turn below. The causes and consequences of stress at work have been widely discussed, and the human resource management implications of stress are important.
The goals of wellness programs are to alter unhealthy personal habits and lifestyles and to promote behaviors conducive to health and well-being. Employers offer such services as health assessment (first aid and emergency), risk appraisals, screenings (blood pressure checks, blood sugar and cholesterol tests), injections (allergy, immunizations), and health and nutrition education or counseling.
Federal and state laws protect employees from being endangered by unsafe workplaces. Institutional sponsorship of health and wellness programs signals to individuals that the organization is concerned about their well-being. Another way that agencies can communicate such concern as well as address workforce diversity is by offering more flexible work arrangements.
