Top 5 HR Burdens (And How to Address Them)

Top 5 HR BurdensAND HOW TO ADDRESS THEM

HR plays an essential role of an organization’s health.

© Healthgram, Inc. 2015

Your HR Departments Key Responsibilities

• Attracting and retaining top talent • Managing the full range of employee benefits• Maintaining robust communication channels


HR professionals face many issues that distract them from their main role,

maintaining a strong workforce.


Our 40 years of experience have shown these to be among the biggest HR

burdens.


The top 5 burdens:

1. Employee communication around consumerism 2. An abundance of data, but no way to use it3. Impersonal employee care4. Easy member issue resolution5. Making sense of the ACA


Employee Communication Around Consumerism


Meeting employees where they are in their knowledge of health care is vital to accurately communicating the plan’s ins and outs.

Employee Communication Around ConsumerismHR can take steps to inform and inspire their employees, from explaining in- and out-of-network providers to communicating the price discrepancies among common medical procedures.


http://www.healthgram.com/blog/post/113/Communication-is-Key-to-Lowering-Out-of-Network-Utiization

http://www.healthgram.com/blog/post/113/Communication-is-Key-to-Lowering-Out-of-Network-Utiization

Employees are becoming more engaged in their care, which can have a positive

impact on the bottom line.


An abundance of data, but no way to use it


Data is critical for identifying underlying trends in populations, but data that sits in a spreadsheet doesn’t do anyone any good.


Type of Data Collected: • Medical and Rx claims data • Biometrics Lab Data • Health Assessment Information • Clinic Encounter History


As data becomes more available and accessible, employers need to be able to use it to lower costs and improve care.




Collecting and using healthcare data helps organizations understand their true causes of cost and employ powerful outreach interventions

Impersonal Employee Care


With industry mergers, many employee’s health care is in the hands of just a few major players—and it’s likely that care is low-touch

Your employees may just be treated like numbers. They deserve to be treated like

individuals.


Impersonal Employee Care


With their questions going unanswered, it’s unclear who is responsible for a member’s care.

An employee-centric plan puts their needs first.

http://www.healthgram.com/blog/post/58/Employee-Centric-Care-Succeeds-Where-Other-Plans-Fail

Easy member issue resolutionWhen employees have issues with their benefits or health care providers, it’s natural to turn to HR for help.


Easy member issue resolutionBut, if employees can’t get responses from the plan, HR can’t either, frustrating both your employees and HR team.


Making sense of the ACA


Many of the repercussions of the Affordable Care Act fall on the HR’s shoulder, from the detailed reporting required to the prospect of penalties.

Making sense of the ACAWith regulations constantly changing and often confusing, HR needs an expert partner to: • Know the details of their individual plans • Explain how the ACA affects them• Provide regular compliance updates• Give individual attention from a hands-on client

service team© Healthgram, Inc. 2015

Your HR team needs the right tools to overcome these common obstacles so they can get back to attracting and retaining top

talent.


Read the full blog post

and learn more at healthgram.com/blog

http://www.healthgram.com/blog/post/125/Human-Resources-Burdens



Top 5 HR Burdens (And How to Address Them)

Healthcare