Benefits Column

The New York Times recently called into question some of the applications of the venerable Dartmouth Atlas of Health to healthcare savings. It's yet another reminder that data is often misused and misunderstood. Here's a primer to help HR leaders judge the value of various benefits programs.

HR leaders can look at the elegant simplicity of the iPhone as a model for seeking out integrated health benefits that offer robust programs as well as cost-effective solutions. Disability claims, in particular, can offer complex coordination problems.

While individuals may succeed in altering health-related behaviors for a limited time, it's difficult for many to create lifetime behavior changes. Employer appeals to reason, fear or penalties may only result in short-term changes. A sense of fun, teamwork or creating an emotional connection may provide more lasting results.

While wellness initiatives remain popular and continue to evolve, the question of whether such programs save money has never been convincingly answered. Experts, nonetheless, offer suggestions for HR leaders thinking about creating and implementing successful work-based programs.

Giving employees more autonomy can foster innovation as well as job satisfaction, according to a recent book. But is there a connection between autonomy and long-term wellness? Can organizations incent long-term, sustainable lifestyle-behavior change?

Global employee-assistance programs offer HR leaders a way to respond to everyday concerns of expats and third-party nationals as well as crisis situations occurring abroad, such as the devastating earthquake in Haiti. Understanding the local culture, however, is crucial to successful implementation.

With Hawaii as an example, the healthcare picture becomes fuzzier when it comes to employer wellness initiatives. That state's workers are among the healthiest in the nation, but their satisfaction with work is dead last. So, what are some of the lessons that can be learned from the Aloha State?

Hawaii has mandated healthcare coverage for the past 35 years and its experiences offer some insight into the debate about national healthcare reform. Although the state's residents are among the healthiest in the nation, costs continue to rise while restricting services remains a concern.

In her first employee-benefits column, Carol Harnett highlights two innovative ways employers can combine imagination with good medical outcomes, decreased costs and increased employee satisfaction. Carol is a highly respected employee benefits consultant, speaker, writer and trendspotter.