More Benefits Column:
Three benefits trends seem to have come to the forefront during the past year -- the importance of innovation and thought leadership, the turn toward customization of benefits, and the growing discussion of adapting benefits to a culturally, racially and globally diverse workforce.
Diversity and Benefits
The definition of diversity in the workplace has expanded beyond race and gender. As a result, opportunities are opening up for HR leaders to tailor employee-benefits design and communication. But proceeding with caution is necessary.
Coping with Open Enrollment
HR leaders can help employees make more thoughtful selections and improve health behaviors by crafting communications plans that target workers year-round. Efforts should include ways to personalize health trends for workers, increase trust in the organization and create a community-like atmosphere on the job.
Feeling Good About Retirement?
A lot has changed in the past 25 years when it comes to company-sponsored retirement programs. In this column, Harnett explores the roots of the current shift from defined-benefit to defined-contribution plans, and notes that innovation in core retirement design is at an ebb point right now.More
Finding Truth in Statistics
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.
Simple Solutions that Work
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.More
Why Marathoners Get Fat
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. More
Lowering Healthcare Costs
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.
Can Benefits Drive Innovation?
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?
Harmonizing Global Operations
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. More
Healthy, Despite Our Employers
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?
Lessons 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.More
Benefits That Strike a Chord
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.More