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Iza Bell | izabell

Considered health care

Oct 7th 2013 at 10:48 PM

She says that, in general, companies face the health benefit as an act of social responsibility and desire to lower the cost.
"They design the budget that the cost will decrease, but do nothing to either’s why we have to induce HR: do not expect anything to happen, do. But it is a very delicate situation, because HR is increasingly lean and overloaded with tasks. "

In other cases, the lack of flexibility for HR finds ways to lower these costs are in unions. "
In some companies, you cannot change anything that has been agreed with these entities," adds Lavish, Towers Perrin. Not to mention the talent retention factor. "This benefit is highly valued."

Expenses - According to Lavish, companies should take another look at this type of benefit. "
Everyone always considered health care as an expense item, then the plan changes, reduced coverage and higher co-participation of the employee to reduce business costs."

Lavish argues that companies must face health care not as an expense item, but as a risk item. "
HR has to be a health," he explains, "able to manage the risks that exist among employees."
For example, a company may exist a population nearing retirement and another young man. Risks are different approaches that deserve idem.

The older have higher chances of having heart problems. Already the young may be more exposed to other risks, such as fractures or pregnancy. "There's no point spending too much on a plan that covers the two groups. Worth customize, choose specific coverage for each" adds Lavish.

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