The world of benefits is dynamic. Not all brokers are up for the challenges of the modern, post Health Care Reform world. Is your business falling behind because your current broker can't handle the challenges? Don't get left behind, get a Superior Benefit Plan.
Most successful companies utilize Business Strategic Planning to set priorities and goals for the organization’s future. An Employee Benefit Strategic Plan employs the same approach but is specific to Employee Benefits planning. In an environment of rising health care costs, and a changing legal and regulatory environment post Affordable Care Act, it is essential for organizations to create long-term strategies with SMART short-term objectives.
The financial realities of uncontrolled health care costs can significantly impact an organization’s financial performance, negatively impact shareholder value, become a drain on company performance, and reflect negatively on the Human Resources Department.
Yet, companies must integrate benefits into a total compensation view in order to attract and retain the company’s key asset: its best employees.
Employee Benefit Strategic Planning creates an organizational vision to meet business goals. Planning prioritizes company expenditures on benefit programs, identifying potential cost drivers and plan design issues.
Pointing the Way to Clear Solutions in the Post Health Care Reform Era
The Affordable Care Act has changed a lot, don't get left behind or lost in the suffle. Is your current broker up to the challenge?
Play by the Rules
Make Them Work for You
Putting the Right Tools in Your Hands
Employee Benefit Strategic Planning includes all of the following:
Creating a Vision
Tools to Achieve a Strategic Employee Benefits Plan
Deep listening to key stakeholders including Executive Team Interviews and Employee Focus Groups and Surveys
Communication and Education Long-term Planning
Population Health Management/Wellness Planning
Key Metrics Baseline Analysis
Contribution and Plan Design Consulting