Johnson and Johnson's Health and Wellness Program

Case Studies | Case Study in Business, Management, Operations, Strategy, Case Study

ICMR HOME | Case Studies Collection

Case Details:

Case Code : HROB025
Case Length : 14 Pages
Period : 1998 - 2001
Pub Date : 2001
Teaching Note :Not Available
Organization : Johnson and Johnson's
Industry : Consumer Goods
Countries : USA

To download Johnson and Johnson's Health and Wellness Program Issues case study (Case Code: HROB025) click on the button below, and select the case from the list of available cases:

Price:
For delivery in electronic format: Rs. 400;
For delivery through courier (within India): Rs. 400 + Shipping & Handling Charges extra

» Human Resource and Organization Behavior Case Studies
» HRM Short Case Studies
» View Detailed Pricing Info
» How To Order This Case
» Business Case Studies
» Area Specific Case Studies
» Industry Wise Case Studies
» Company Wise Case Studies

Custom Search

Please note:

This case study was compiled from published sources, and is intended to be used as a basis for class discussion. It is not intended to illustrate either effective or ineffective handling of a management situation. Nor is it a primary information source.

Chat with us

Please leave your feedback

<< Previous

"Top management is recognizing physical fitness as a prudent investment in the health, vigor, morale and longevity of the men and women who are any company's most valuable asset."

- Dr. Richard Keller, Ex-President of the Association for Fitness in Business¹.

"We believe our Health & Wellness Program can continue to achieve long-term health improvements in our employee population."

- Dr. Fikry Isaac, Director, Johnson & Johnson, Occupational Medicine, Health & Productivity².

Introduction

In 1998, the American College of Occupational and Environmental Medicine conferred Johnson & Johnson (J&J)³ the Corporate Health Achievement Award (CHAA)⁴. J&J was one of the four national winners⁵ selected for having the healthiest employees and workplace environment in the US.

The award was decided on the basis of four parameters⁶ - Healthy People, Healthy Environment, Healthy Company and Overall Management (Refer Exhibit I). These parameters were considered crucial for developing and deploying a comprehensive corporate health program.

Human Resource and Organization Behavior | Case Study in Management, Operations, Strategies, Human Resource and Organization Behavior, Case Studies

In 2000, the New Jersey Psychological Association presented J&J with the Psychologically Healthy Workplace Award for its commitment to workplace well-being and developing a psychologically healthy work environment for its employees.

According to analysts, these prestigious awards were given to J&J in recognition for its continuous efforts to create a healthy work environment. The company not only offered employee assistance programs and benefits packages but also introduced several family-friendly policies and offered excellent professional development opportunities to its employees. All this was done under the Health and Wellness Program (HWP) that the company introduced in 1995.

The program benefited both J&J and its employees. The company saved $8.5 million per annum in the form of reduced employee medical claims and administrative savings.

Johnson and Johnson's Health and Wellness Program - Next Page>>

1] In an article titled "A reduction in employee health care expense with an increase in productivity through the implementation of a fitness/wellness plan," by Daniel Filipponi posted on www.stfrancis.edu.

2] In an article titled "First Long-Term Health and Wellness Program Evaluation Confirms Employee Benefit, Company Savings for Johnson & Johnson," posted on www.icaa.cc.

3] J&J is located at New Brunswick, New Jersey, US and has employee strength of 40,000 in the US alone. The company operates in more than 51 countries all over the world and has more than 1, 01,800 employees worldwide. J&J sells its products in over 175 countries.

4] CHAA was created to provide national recognition and honor to companies that have superior employee health, safety, and environmental management programs. It was intended to encourage corporate self-assessment and continuous improvement.

5] Other winners included Boeing, IBM and the First Chicago NBD Corporation.

6] Each parameter was evaluated by determining the appropriate level of "maturity" of a company's health program. This was done by individually rating the parameters and adding the points. The objective was to evaluate each parameter for comprehensiveness and appropriateness (as mentioned in Exhibit I) and how well it was implemented across the company.

Custom Search

Introduction to Human Resource Management Textbook
Textbooks Collection

Introduction to Human Resource Management

Workbooks Collection

Case Studies in Human Resource Management Volume V

Case Study Volumes Collection