To Manage Benefits Administration Internally or Outsource? That IS the Question

Since the emergence of outsourcing as an alternative to managing benefits administration internally, employers have grappled with the question of which makes more sense – managing benefits administration internally (for the purpose of this discussion, “insourcing”), outsourcing benefits administration, or implementing a co-sourced solution combining elements of outsourcing and insourcing.

For this reason, the ADP Research Institute, a specialized group within ADP that provides insights to leaders in both the private and public sectors around issues in human capital management, employment trends, and workforce strategy, recently completed a comprehensive survey of 504 HR decision-makers from midsized and large companies, those companies with 50 to over 1,000 employees. The survey respondents were evenly split with 254 midsized companies (50-999 employees) and 250 large companies (1,000+ employees) participating.

The goal of the survey was to gain insight into what employers views are on the topic of benefits administration to include:

1.       What employers are thinking about the various trade-offs inherent to insourcing and outsourcing benefits administration
2.       What employers are actually doing- what functions are they outsourcing and which are insourced
3.       What employers are planning on doing - in light of the changing technological and legal landscape, are employers planning on insourcing or outsourcing more functionality.

Historically, the major reasons for insourcing benefits administration have revolved around an employer’s desire to maintain control of the administrative process, an employer’s need to provide a custom experience to its employees, and the fact that many employers had invested in technology that also supports benefits administration.

Alternatively, outsourcing benefits administration is believed to improve service at a lower cost, help with tracking important compliance information, allows the employer to gain access to knowledge and expertise, and bring advanced technology to both employees and managers. Moreover, employers can free up resources to focus on higher value strategic or core business issues and opportunities. As a result, the pros and cons of insourcing vs. outsourcing are complex.

Please join us for an interactive discussion of these survey findings where we’ll encourage you to benchmark your organization against others of like size (number of employees) when addressing questions such as:

•       Which Areas of Benefits Administration are Insourced and Which Areas are Outsourced?
•       Why Do Employers Handle Benefits Administration Internally?
•       Why Do Employers Outsource Benefits Administration?
•       Does Outsourcing Benefits Administration Offer Value to Employers?
•       The Future of Outsourcing Benefits Administration
•       Professional Assistance in Selecting Outsourcing Vendors
•       Criteria Used to Select an Outsourcing Provider

CEOs, CFOs, Business Owners, VPs of HR, VPs/Managers of Benefits, Benefits, Human Resources Personnel, Brokers, Consultants, and Finance Representatives from organizations of all sizes.

All Registered HR.com members are also eligible for:

All attendees will be provided with a complimentary copy of the whitepaper “Benefits Administration: To Outsource or Manage In-House?” which captures the ADP Research Institute survey findings addressed in this webcast. Once you register for the webcasts, full login instructions will be sent to you 24 and 2 hours prior to going live. You must run the system test to ensure you can access the session.

		John Haslinger ADP, Inc. View Profile

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Once you register for the webcasts, full login instructions will be sent to you 24 and 2 hours prior to going live. You must run the system test to ensure you can access the session.