Stress is known to have a negative effect on an individual’s physical and mental health, and when those individuals are part of your work force, it also affects your company. When employees are stressed from legal or identity theft issues, their health suffers and medical claims may go up. Stress not only increases absenteeism, it has also been shown to have a negative effect on productivity.
Learn more about how legal and identity theft protection plans reduce stress and help to improve employee wellness by giving them uncomplicated and affordable access to the legal assistance they need to protect themselves and their families.
The implementation of the ACA is here. And while the employer mandate has been delayed, the major pieces of the ACA are still in effect. Most employers will want to begin managing required healthcare plan data as soon as possible in 2014 so as to be prepared for the October 2014 benefits enrollment for January 2015.
Learn how to meet all ACA requirements with confidence, not fear. Navigate, manage, and analyze the impact of strategic decisions using decision-modelling along with your benefits advisor, all within the ACA environment.
In this session we will cover:
•Benefits plan design management and strategy optimization
•Cost impact analysis and forecasting for future strategy
•Control and manage the changing regulatory environment
In this webcast we will examine Labor Scheduling and the different options and stages of automation. From intuitive user driven systems, where the user inputs the schedule based on their knowledge, experience and the needs of the business to more "intelligent" based solutions where "the system" effectively builds and optimizes the schedule, based on the inputs, drivers, demands, planned and historical data. Furthermore, we will look at the current trend towards Employee Self Service (ESS) options, that are empowering employees by giving them greater control over their working day. Finally, we will examine the many benefits of automated labor scheduling including; accurately scheduling and optimizing the number of staff “on” when the business needs them most, reduced absenteeism & overtime payments, managing employees numbers and costs relative to revenue and empowering employees to have greater control over their scheduling and organization of their work.
A fundamental disruption in America's health insurance market is well underway. For years the employee benefit purchasing experience has consisted of the employer choosing benefits, setting deductibles, deciding on co-pays, and shifting costs to employees to help pay for those choices. The end result hasn’t been pretty. Deductibles have increased. Co-pays have increased. Despite ever rising premiums, an employee can easily spend $5,000 or more out-of-pocket even with insurance coverage.
Learn why so many companies are moving to defined contribution health plans and private exchanges to break the cycle of ever increasing cost as employees become knowledgeable consumers and active participants in the benefits purchasing experience.
Employer sponsored health plans have evolved significantly over the past few years, and employers have access to a myriad of tools and resources to assist them in managing risk, performance, and efficient utilization within their health plan.
Basic services such as claims payment, disease management, data analytics, etc. have become so complex and use terms that have become so nebulous in their meaning, that employers need to have a better grasp of the capabilities of each aspect of their plan. Additionally, they require a deeper understanding of the roles and responsibilities of each piece of their plan, and how those pieces come together to form a complete program.
With Health Care Reform as the catalyst, we will deeply explore each aspect of both a fully-insured and self-funded health plan. We will also discuss what high performing companies, vendors, and employers are doing, and what you should be asking of your partners.
HR professionals reduce healthcare costs and employee stress when they inform employees about the value of planning for unforeseen health crisis and selecting plans that cover long-term care. HR professionals reduce healthcare costs, absenteeism, and increase productivity when they inform employees about the value of having medication list for themselves and those they care for. Preplanning and preparing necessary documents for Physician Visits, Nursing Home Entrance, or Private Home Care reduces health care costs for individuals and organizations associated with major medical decisions. HR professionals gain a competitive advantage by providing information that helps employees and organizations make wise healthcare choices. This webinar focuses on topics that guide HR professionals on making smart health care plan options for the organization. Further, the webinar gives HR professionals the timely information to help employees make the best decisions for themselves and their families.
Employers with 500 or more employees and self fund their group health benefits now can participate in the “Big Data” revolution and bring new capabilities and immediate cost reduction strategies to their Self-Funded Health Plans.
Employers can reduce their medical spend immediately by leveraging data mining and analytics. Up to 10% of your medical spend is lost due to waste, abuse and fraud. Until recently, it was virtually impossible to identify and fix these problems.
To reduce costs and liability risks, employers must effectively manage the “5 Levers of Self Funded Management Control.” As a result of technology improvements, Plan Sponsors can dramatically reduce their cost, and Fiduciary liabilities.
Launch your learning journey with a high energy start! This session will introduce the Institute for Human Resources (IHR) Benefits: Cost Containment, Audits and Legal Risks and the Institute for Human Resources (IHR) certification program. Find out about the workshops that will be available, and learn how the IHR certification process works. Throughout this conference you will gain practical ideas and concepts that you will be able to put into practice in your organization. You will be introduced to the Advisory Board, learn about the opportunity to become certified within the IHR and see who is speaking and their topics. You will be given guidance on how to chat online with colleagues and access the virtual exhibit hall. You will have the opportunity to ask questions as it relates to the overall program, prior to its commencement. You can access all of the archived sessions where we launched this Institute in May, 2011.
Social media has become a part of our daily lives. And social media recruitment is at an all-time high. In fact, research shows that roughly 94% of all recruiters use or plan to use some form of social media to source for potential talent. This session will provide strategies and best practices to successfully implement or enhance your organization’s social media recruiting strategy. We will move beyond the basics of Facebook and Twitter and address each of the major social media channels, plus a few niche social media sites, as well. Attendees will walk away with actionable insight into how to create and manage an effective social media recruiting strategy.
The talent acquisition game has significantly changed. With an abundance of candidates to choose from…how do you find the right “fit”? Candidate alignment to vision, mission, values and culture are the key to weeding out, in round one, only the individuals that share the same beliefs and mind set as the organization. Professionals, who play a role in the development or acquisition of talent will gain a significant understanding of how to quickly diagnose organizational culture and how to determine who the “right fit” is.
Lizz’s presentations are well positioned for advanced professionals, practitioners and job seekers. Information provided is not basic and is best suited for professionals with more than five years practical experience.