Senior management appointments at PMI Health Group (10/02/2015)

PMI Health Group, the UK’s largest independently-owned specialist provider of employee healthcare services, has appointed Mike Naulls as Head of Managed Care Sales.

Mike originally joined the company last year as Business Development Director from Aviva Health, bringing with him more than 25 years of private healthcare experience.

His new role will involve promoting the company’s Managed Care service, the group’s nurse-led claims management division, to business clients.

“By offering a valued and unique service like Managed Care as part of an employee healthcare strategy, PMI Health Group has established itself as a frontrunner in a highly-competitive industry,” said Mike.

“I feel honoured to have been given this new challenge of leading the Managed Care team.”

Kate Barnes has also been promoted to Commercial Manager for Occupational Health, giving her responsibility for all business aspects of the company’s OH service.

Kate has over 15 years of healthcare experience and joined the company last year as a sales consultant.

“PMI Health Group has established a forward-thinking attitude when it comes to OH and I am delighted to become an instrumental part of it,” said Kate.

Meanwhile, Helen Butler has been appointed Sales Manager, a role in which she will oversee the company’s sales performance and results.

Helen has worked at PMI Health Group since 2010 as Telebusiness Manager where she has introduced numerous initiatives to improve telemarketing performance and better customer service.

Helen added: “I am relishing this new challenge and the chance to share my knowledge and expertise to benefit the company’s successful sales function.”

Richard Munro, Managing Director at PMI Health Group, said: “Mike, Kate and Helen all thoroughly deserve their promotions as valued members of staff and we wish them well in their new roles.”

PMI Health Group welcomes two new senior consultants (21/01/2015)

PMI Health Group, the UK’s largest independently-owned specialist provider of employee healthcare services, has appointed two senior healthcare consultants to help expand the company’s client base.

Theresa Mitchell and Chris Farley have joined PMI Health Group as part of its ongoing strategic growth plans and will be looking after both new and existing business.

Theresa brings 24 years of experience to the role, having previously worked at Pru Health as Business Development Manager, as well as holding senior positions at Towry and Bupa.

“PMI Health Group’s holistic, consultancy approach in the the provision of employee benefits and healthcare programmes has helped make this an extremely attractive career move for me,” said Theresa.

“I hope my industry knowledge and expertise can help move the business forward.”

Meanwhile, Chris arrived at the company from Bupa where he was Key Intermediary Sales Manager, focusing on private medical insurance and employee benefits.

Chris added: “I am delighted to be given this opportunity to join such a strong, professional team which is well-regarded in the industry for its unparalleled levels of customer service.”

Richard Munro, Managing Director at PMI Health Group, said: “With their wealth of experience, Theresa and Chris are more than capable to look after the employee healthcare requirements of both new and existing clients.

“Their appointments will prove invaluable and we look forward to having them on board.”

5 top tips for managing the health, safety and wellbeing of an ageing workforce

An ageing workforce is one of the biggest challenges faced by employers over the coming years.

It is the inevitable outcome of an ageing population but a number of other factors have combined to accelerate the trend, from an increase in the state pension age to recessionary pressures.

By 2020, it is predicted more than a third of workers will be over 50, so it is crucial employers understand the differing needs of this generation of workers and make adjustments to limit absence and health problems.

This piece highlights five key tips and tactics for managing the shift in workforce demographics.

1/ Flexible working arrangements

The Equality Act ensures workers cannot be dismissed on the grounds of age, so it is essential employers establish suitable working conditions to allow staff to continue working into old age.

Initiatives such as flexible working, telecommuting, job-sharing can allow employees to continue contributing at the same level, while easing the burden on their time and wellbeing.

Often, older employees are also required to care for elderly friends and relatives or may assume part of the childcare burden for grandchildren. Flexible working allows them to fulfil these obligations or any essential appointments without putting any extra strain on working commitments.

Advancements in technology should only make this easier too, with companies able to take increased advantage of webinars and video conferencing.

2/ Health screenings

The increased prevalence of health conditions among older people could pose a significant problem for employers, leading to higher levels of sickness absence and decreased productivity.

However, in order to flag any potential health issues before they become a problem, employers might consider introducing regular health checks for all employees.

Such health checks can cover everything from blood pressure and cholesterol test to lung function and ECG, providing an accurate picture of the overall health of the subject.

Not only does this allow early warnings to be provided in the case of developing conditions but it also allows employees to gain advice on how to improve their general health and wellbeing, reducing the likelihood of illness.

3/ Health and wellbeing programmes

Such programmes can work hand-in-hand with health screenings in order to improve the overall wellbeing of employees.

There is a huge spectrum of possible initiatives that might be implemented, including on-site health classes, cycle-to-work schemes, nutritional advice, discounted gym memberships or provision of healthy food and snacks.

All of these work to raise awareness around the issues of good health, providing employees with a strong incentive to lead a healthier lifestyle into their old age.

Consequently, health risks will be reduced and wellbeing schemes have been shown to reduce absenteeism and increase productivity.

4/ Employee assistance programmes (EAPs)

Working into older age presents challenges for employees as much as it does for employers.

Difficulties arising from the need to care for elderly relatives or adapting to a shifting office dynamic have the potential to affect daily performance. In the longer term, this might even lead to stress-related absence, so it is important to establish a support structure for staff.

EAPs provide access to experienced counsellors and a 24/7 telephone helpline, allowing them to discuss any issues in confidentiality.

Employees can use services for themselves or their families, helping them to resolve any troubling matters and develop effective coping mechanisms.

5/ An ageing plan

In order to best tackle an ageing workforce, it is important to discover the extent of the changes that may be faced by your organisation.

Analyse the demographics of your workforce and identify high-risk positions where ageing staff may pose a challenge in the coming years.

These employees may not be able to continue contributing in the same way as they get older but there may be other roles where they can make an impact on the business.

Demographics can also have an effect on employee motivation, as different factors will shape their desires and preferences at different times of life. A benefits package must be flexible enough to cater to all staff, taking into account these fluctuations in motivation.