(from HR Dive) Cost-control is the top concern among employment benefits administrators this open-enrollment season. Regardless of an independent school's health insurance plan, costs almost always rise and schools often feel helpless to control them. Claims data analytics tools can help with this challenge, by allowing administrators to identify cost-drivers such as expensive prescription drugs and unnecessary emergency services, and then to promote options that are less costly and more prevention-focused.
Other priorities:
- Administrative efficiency: Health insurance brokers, automated enrollment tools and third-party benefits administrators can help relieve the administrative burden facing schools before, during and after open-enrollment season.
- Reaching diverse workforces: From baby boomers to "gen Z," employees of every generation work in many independent schools. To better engage with the younger generations, more employers are deploying mobile benefits strategies.
- Personalized benefit offerings: Some employers offer a dozen or more benefits types and options, ranging from traditional (medical, dental, retirement, life insurance, disability) to new options like identity theft protection and short-term loans. Personalization takes effort, of course, which again is where technology and outsourced providers can help.
- Communicating with employees: How does a limited staff communicate the benefits message fully? Possibilities include using brokers, other offices within the organization (ex: marketing and communications) and staff "mavens — people who know how to talk about benefits and want to share with their fellow employees."
More at HR Dive
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