Employees Benefit communication; administration, cost controls
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First Part of Discussion: Benefits Communication
1-Does your current (or previous) organization have a strategy in place to communicate its benefits plan to employees?
2-If so, how effective is it, and what can be done to improve it?
3-If not, what are your thoughts on putting a benefits communication plan in place?
4-Would it be beneficial?
Companies today must have benefits that compete to draw in and retain top talent. Unfortunately, the way they communicate the message is often less than desirable.
5-Evaluate how your employers communicate their benefit plans.
6-What are your thoughts on the communications that they utilize?
7-What is a best practice?
8-What could be improved?
Second Part of Discussion: Benefit Administration and Cost Controls:
Insurance providers and employers alike are searching for techniques and strategies to help control their benefit costs.
9- Has your organization been able to find ways to improve your benefit program or add new benefits without adding a heavy cost burden to your department or your employees?
10- Will your organization's budget for employee benefits be growing, staying the same, or potentially shrinking over the coming year?
This issues seems to be a concern to us all every year with the increasing cost increases in medical care. Insurance providers and employers look at different ways to control benefit costs.
11-Which ways do you feel are most effective?
12- How do these work to control cost and provide the best benefit possible at the most reasonable cost?
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Solution Summary
Employees benefit communication, administration and cost controls are examined.
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Human Resources questions of Employees Benefits.
First Part of Discussion: Benefits Communication
1-Does your current (or previous) organization have a strategy in place to communicate its benefits plan to employees? No. There is no strategy. This is a shame!
2-If so, how effective is it, and what can be done to improve it? Well, since there isn't one, anything we can do that's remotely effective and not insulting will work.
3- If not, what are your thoughts on putting a benefits communication plan in place? I think we should. Because when things pick up, we need all we can to help attract good employees and keep them. Plus the employees which we have now could be more happy and content if they were not worried about finding and trying to figure out exactly what their benefits are (besides the multiple, complex forms they get when first hired).
4-Would it be beneficial? Yes. It would be beneficial for the reasons just discussed, plus it will make HR and supervisor's jobs easier too. That way employees don't to have to ask us, so many complex, involved questions, because most of it will be out there in the literature, from the meetings we have, literature we hand out and our intranet address ...
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