Keeping Corporate Health Promotion Plan information organized is critical in order to be able to determine Corporate Health Promotion Plan impact and member progress. Use the simple steps below to keep your information organized.

Manage Corporate Health Promotion Plan information electronically.
• Storing Corporate Health Promotion Plan outcomes information electronically is the best way to manage that information.
• An electronic system will enable you to review and analyze the information more efficiently.
• Scan old surveys and other Corporate Health Promotion Plan information that exist only on paper into .pdf format for permanent storage.

Find the Corporate Health Promotion Plan system that works best for you.
• Some employees are more comfortable with spreadsheet applications; others rather work with database applications.
• You will be more likely to use a Corporate Health Promotion Plan that you are familiar and/or comfortable with.
• Standardize information collection and organization. Keep information columns/fields in the same order for all Corporate Health Promotion Programs.

Keep the Corporate Health Promotion Plan as simple as possible.
• You do not have to be a Wellness Programming wizard or use complicated data entry interfaces in order to manage Corporate Health Promotion Plan outcomes information.
• A simple spreadsheet is an excellent way to keep your information organized.

Store all Corporate Health Promotion Plan data numerically.
• Using numbers (instead of words) will make the information much easier to enter and analyze. For example: use “1” for yes; “0” for no OR “1” for male; “2” for female.
• Number survey responses that contain strings of words. For example: instead of entering the responses: “patient education videos”, “news,” or “no TV,” number the responses so you only have to enter “1,” “2,” or “3.”

Label all Corporate Health Promotion Plan data clearly.
• Make sure all the data columns, rows, or fields are labeled. The information is worthless if you don’t know what information is in which column.
• The spreadsheet/database should include an explanation for column, row, field, and data abbreviations and a key for numbered responses.

Use consistent Corporate Health Promotion Plan data units.
• Make sure all information entered into a given column is expressed with the same unit of measure. For example, enter all heights as total inches, not as a combination of feet and inches.
Putting your data in order by using a simple system that works for you will enable you to track member accomplishments. Keeping your information organized also makes it easier to communicate Corporate Health Promotion Plan impact to leadership and make Corporate Health Promotion Plan improvements as needed.

As the field of Corporate Health Promotion Programs continues to evolve, the need to define and articulate the components of this broad-based approach increases. In 1987 Allensworth and Kolbe (1987) expanded the prevailing definition of broad-based school health to include the domains of Health Instruction, Healthy Environment, Health Services, Physical Education, Counseling and Psychological Services, School Food Service, Corporate Health Promotion Programs for Faculty and Staff, and the Integration of School and Community Resources.

To promote the health of school age children, prevention specialists have found that an integrated broad-based approach is the most effective strategy. Relying only on health education or Physical Education initiatives to foster children’s health has demonstrated limited effectiveness. Consistent health messages delivered by numerous agents increases the possibility of attaining health goals and objectives. A similar model is critical if Corporate Health Promotion Programs are to impact positively on the health and performance of all workers.

A broad-based model of Corporate Health Promotion Programs includes the following components; Health Education Strategies, worker Health Services and Benefits, physical fitness and nutrition Strategies, Corporate Health Promotion Plan Policies and Procedures, Counseling and Employee Assistance Programs, a Safe and Healthy Work Environment, and the Integration of Company and Community Resources. This model can be used to evaluate and plan for Corporate Health Promotion Programs that are truly broad-based in nature, focusing on primary, secondary, and tertiary prevention strategies for workers.

One value of a truly broad-based model is that it is possible to promote a holistic philosophy of worker health. A healthy, productive worker is one who is given the opportunity to develop physically, emotionally, intellectually, socially and spiritually. In addition, this model supports the ideals of wellness and optimal health by encouraging worksites to go beyond initiatives designed to only reduce health care costs, prevent disease, or maintain health.

A primary factor in the utility of this model is the integration and overlap of responsibilities. Implementation and design are dependent upon the motivation of qualified – and ideally – credentialed experts throughout the administrative structure of a organization. Such a model requires consistent communication between health educators, medical staff, human resource managers, physical therapists, industrial hygienists, physical fitness physiologists, ergonomic engineers, dietitians, occupational therapists, psychologists and independent consultants. Planning must also incorporate active involvement of workers, administrators, family members, and organization retirees at all stages of the development, implementation and evaluation stages. All must be committed to the development of a healthy organization where workers are happy and proud to work.

Various professional groups are working to advance the science of Corporate Health Promotion Programs. Health educators have the training and expertise to be leaders in this area. On the basis of theoretical foundations of behavior and the results of empirical research, we must start to articulate a clear vision of what optimal initiatives should consist of. Components of this model are included below for reference and will be discussed individually in coming posts.

• Health Education
• physical fitness and nutrition Strategies
• worker Health Services and worker Benefits
• Employee Assistance Programs and Counseling Programs
• Health and Safe Work Environment
• Health Related organization Policies and Procedures
• Integration of organization and Community Resources