A health risk assessment is an assessment tool or questionnaire scientifically designed to identify health risks and outline information to assist person in making healthful changes that impact their health and prevent chronic disease.
Components
A typical health risk assessment has four standard elements in a worksite wellness programme:
1.An individual lifestyle questionnaire to be completed by participants
2. A computerised programme to evaluate the data
3. Confidential individual reports
4. A group summary report of the aggregate assessment data
During health risk assessment a person completes a lifestyle questionnaire that asks about nutrition practices, height and weight, physical activity and exercise habits, family health history, personal stress perceptions, smoking history, and work satisfaction. Another important feature to consider is readiness to change questions to determine participation interest. Note: employee interest surveys are another way that organisations can evaluate possible employee participation in proposed wellness programmes. Including employee health screenings such as cholesterol and blood pressure (BP) results increases the advantages of a health risk assessment by providing a more precise health assessment and accordingly bettering lifestyle option decisions and programme choices.
Nonetheless, it is important to determine when the health risk assessment can be used without including this information. The lifestyle questionnaire information is entered into a computer programme and an individual confidential report is generated that summarises health risks in addition to information on how to lower risk factors. Individual reports are completely confidential. Depending on the reason for beginning the health risk assessment, it's important to consider the type of report the corporation will receive as well.
Another component of the health risk assessment process is a group report summarising major risk factors and recommendations for wellness programmes to implement that will reduce employee and business risks. This report provides valuable information for your health promotion programme and essentially becomes your roadmap for employee intervention.
Data
The health risk assessment may be used to:
1.Bring awareness to individual staff member's health status
2. Motivate employees to make healthier lifestyle changes
3. To assign a health coach to the high-risk employees
4.Plan health promotion programmes based on the identified needs
5. Measure programme success by comparing the data from one year to the next. The risk appraisal intervals can be shorter or longer based on an organisations financial commitment to their wellness programmes and to ascertaining the effectiveness of the programme.
Appraisal
Before implementing a health risk appraisal (HRA) programme, you need to consider several things. Do not forget, that you can also seek assistance from a wellness consultant for additional advice and recommendations.
Cost
Before getting started with your corporate wellness programme, you decided a budget, right? If not, be sure to do this prior to you go any further. Cost typically depends on the vendor, type, and reporting structure chosen for your group. Some that provide wellness quotes will also include other services like health screenings, health coaching, and consulting which is a better option and value for your money.
If possible find a corporate wellness company that offers all services combined which alleviates some frustration for you and the health promotion committee members.
Time and Frequency
Find time that will work best for your employees to participate in the health risk appraisal. You should select a time where there is plenty of opportunity for all to participate. How often you will implement the health risk assessment will also affect your budget. It's recommended that you re-assess your employee population every one to two years to evaluate change.
Wellness incentives
It will be a difficult task to maximise worker participation rates but the inclusion of wellness incentives and/or wellness rewards does help. Depending on your wellness budget and overall strategic plan, think about what types of incentives you can provide employees for their time in helping you out.
Wellness incentives may include money (cash, bonuses, gift cards), vacation time/time off, and medical insurance premium reductions. The days of making available a t-shirt and water bottle for their efforts are history and are not longer effective health promotion strategies for motivating change.