HRES2303: Developing a Wellness Program for Nike Corporation

This report examines Nike's wellness program, outlining its history, proposed strategies, and the need for such initiatives within the organization. It addresses the gaps in current wellness programs and proposes content to improve employee health behaviors, reduce health risks, and enhance engagement and productivity. The report also details training objectives and methods, including on-the-job, off-the-job, and technology-based training, to encourage healthier lifestyles, manage healthcare costs, and boost employee satisfaction and loyalty. The analysis emphasizes the importance of wellness programs in improving employee recruitment, retention, and overall organizational culture. Desklib offers a range of resources, including past papers and solved assignments, to support students in understanding and applying these concepts.

Run, Nike,
Run

The Swoosh
Says It all…
JUST DO IT.

 Funded by Bill Bowerman and
Phill Knight on January 25, 1964.
 Initially named Blue Ribbon
Sports and changed to NIKE in
1971.
 Since then it has been able to
maintain to its appeal to the target
market.
 The company headquarter is in
Oregon, Washington County, U. S.

Nike : Business Strategy
 Flat footed persons have quite a difficulty in walking and running.
Therefore, specified features for flat footed people can be added.
 More lighter and less bulky shoes are in demand. New designs can bring
these elements.
 Soles with acupuncture can attract people with rheumatoid arthritis.
 This bringing up of the innovation are the new business strategy.

Nike: Organization History
Bill Bowerman founded it in 1964, they opened the first retail outlet in 1966 and 1972, and
they launched the Nike brand shoe.
In 1978, the company was renamed as Nike and was established in public after two years.
In the early 21st century, Nike had the retail outlets and their distributors in more than the
170 countries.
Since 1980, Nike has steadily expanded its business forms and expanded the product line
through the numerous acquisitions involving the shoe companies.
In 1996, the company created Nike ACG through which the market products for the
extreme sports like the snowboarding and the mountain biking.

Proposed strategy for wellness program
• The proposed strategy for the wellness programs for
Nike is to bring the emotional attachment of the
employees towards their job, social connections,
personal wellbeing and the supportive culture in the
organization. The wellness program will include the
following steps that are assessing the health care
facilities for employees like Biometric screening,
health assessments, providing wellness coaching
and the on-site medical clinics, discounting the
prescription prices, improving the medical health
and the accessories for staying healthy, preventing
illness (Ward, 2017).

Need for wellness
program
The need for the wellness program
for the organization is that by the
introduction of the wellness
program, Nike will be able to engage
their employee and retain them. The
organization will also able to reduce
the absenteeism, and the programs
will help to sustain the employee
morale. The employees will be
benefited in various ways through
this program like improving their
health risks, reducing elevated
health risks and other. The
employers in the organization will
more enthusiastically do the tasks,
Gap in wellness
program
The gaps that have been identified in
the wellness programs is that from
30 years of evaluating the dozens of
the program, and it has also become
impossible for getting the large
groups of the employees to reach
and maintain the healthy body
weight. The various cultural factors
have caused the obesity epidemic
and helping the employees in losing
weight have almost become
impossible in the wellness programs.
The research studies also suggest
that the wellness programs are not
effective in helping people to lose

Nike: Wellness program
contentThe program content will be established
by following the certain steps that are
conducting assignments, obtaining
management support, establishing the
wellness committee, developing certain
goals and objectives, establishing a
budget, designing the wellness program
components and selecting the incentive or
rewards through this program (Dement et
al., 2015). The wellness programs will
improve the health behaviors; this will
reduce the elevated health risks, this
wellness program is also required for the
employees to reduce their health care
cost, these programs also maintain
employee engagement and improves the
productivity of the organization. There is
also the need of the wellness programs for
improving the employee recruitment and
employee retention. This program will be
beneficial for the organization to maintain
the healthy culture, and as Nike is one of
the major company, the employee
retention is essential for them, and this

Nike’s revenue on in
different product
category
Wellness program: Increase in productivity
The need for the wellness program for the organization is that by the introduction of
the wellness program, Nike will be able to engage their employee and retain them.
The organization will also able to reduce the absenteeism, and the programs will
help to sustain the employee morale. The employees will be benefited in various
ways through this program like improving their health risks, reducing elevated
health risks and other. The employers in the organization will more enthusiastically
do the tasks, and this will also increase the productivity of the organization.

Training design and delivery
The training objectives of
this wellness program are
that the main goals of
implementing the
employee wellness
programs are to
encourage the employees
down the path to the
healthier lifestyle,
containing the company’s
healthcare cost,
increasing the employee
satisfaction and
engagement, boosting up
the company’s loyalty and
attracting the best talent.

Training methods
The three training methods that are designed for the employees are: On
the job training, Off the job training and technology-based training
methods are:
• On the job training: In this training method, the employees are given
some kinds of instructions or advice from the experienced employees
by the supervisor. Most of the training includes certain crafts, technical
areas or trades. This training method is one of the cost-effective
methods, and it assumes less amount of time. The employees are able
to learn the maximum part of the rules and the regulations regarding
the job.
• Off job training: In this training method, the employees are required
their entire working time for getting the essential training required in
their Job and the employee generally arranges this type of training.
This training method follows the lectures or the classroom method,
conference method, programmed instructions and other.
• Technology-based training: the technology-based training method is
based on the application of computers that involves web based, internet
and CD-based training. This training method enhances the retention
rate of the employees, causes a faster learning rate, current content
availability, greater learning facility and other (Pitt-Catsouphes, James
& Matz-Costa, 2015).

Reference List
• Dement, J. M., Epling, C., Joyner, J., & Cavanaugh, K. (2015). Impacts of
workplace health promotion and wellness programs on health care
utilization and costs: results from an academic workplace. Journal of
occupational and environmental medicine, 57(11), 1159-1169.
• Hall, J. L., Kelly, K. M., Burmeister, L. F., & Merchant, J. A. (2017).
Workforce characteristics and attitudes regarding participation in
Worksite Wellness Programs. American Journal of Health
Promotion, 31(5), 391-400.
• Huang, H., Mattke, S., Batorsky, B., Miles, J., Liu, H., & Taylor, E. (2016).
Incentives, program configuration, and employee uptake of workplace
wellness programs. Journal of occupational and environmental
medicine, 58(1), 30-34.
• Park, J., & Rider, T. R. (2018, September). Facilitating the WELL Building
Standard through Wellness Programs in the Workplace. In ARCC
Conference Repository.
• Pitt-Catsouphes, M., James, J. B., & Matz-Costa, C. (2015). Workplace-
based health and wellness programs: the intersection of aging, work, and
health. The Gerontologist, 55(2), 262-270.
• Pronk, N. P. (2014). Placing workplace wellness in proper context: value
beyond money. Preventing chronic disease, 11.
• Rabarison, K. M., Lang, J. E., Bish, C. L., Bird, M., & Massoudi, M. S.
(2017). A Simple Method to Estimate the Impact of a Workplace Wellness