Do you have—or are you considering—a private health care exchange strategy?

A thorough strategy should consider populations and HR service delivery implications


Posted by Jill Korsh, and Frank Giordano on January 14, 2016.

Many organizations are considering or have adopted a private insurance exchange (PIX) strategy. According to a 2015 Deloitte Center for Health Solutions survey, employers that have adopted private insurance exchanges (online marketplaces where participants can select health insurance) are positive about their choice. The majority of these adopters believe it simplifies their role, makes it easier to offer a defined contribution approach, and improves access to broader physician/hospital networks.
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Considering a private health care exchange?

Private Health Care Exchange

Posted by Jill Korsh, Grant Ruttinger and Patrick Travis on February 11, 2014

According to Deloitte’s 2013 Survey of U.S. Employers: Health care costs, benefits, and reform: What’s the next move for employers?, most employers are taking a “wait and see” approach to public health care exchanges under the Affordable Care Act. However, when asked about their likelihood of offering a private exchange to their employees, the majority of employers in all size ranges (from 50 employees to 2500+ employees) said they were at least somewhat likely to adopt a private exchange (see Figure 1). If your company is considering a private exchange, here are some things to think about.

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401(k) Plan Sponsors May Want to Think (or Rethink) “Automation”

401(k) Plan Sponsors May Want to Think (or Rethink) “Automation”

Posted by Stacy Sandler and Scott Cole on August 27, 2013

Nearly 400 plan sponsors from a broad range of plan sizes participated in Deloitte’s 2012 Annual 401(k) Benchmarking Survey. The good news revealed in the survey: 401(k) account balances are on the uptick since their lows in 2008 and 2009, with 44% of plan sponsors indicating average balances over $75,000 — an all-time high. The downside is that this is still far short of what most employees will need for a comfortable retirement. This may be why 84% of plan sponsors surveyed cite “improving participant education” and 78% list “retirement readiness” among their top priorities. However, based on other findings revealed in the survey, along with some of our recent discussions with plan sponsors, there may be other, more effective opportunities for plan sponsors to increase the number of participants and improve the overall quality of participation.

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No “One Right Answer” for a Universal Issue

Message to HR Leaders: “Be Bold in 2013”Posted by David Lusk and Scott Cole on March 15, 2013

It seems that no matter where in the world a business operates, it isn’t escaping pressures on the people side of the business.

This is the 19th year we have surveyed employers’ priorities for their rewards programs, but it is the first year we have included international employers. This year the Top Five Global Employer Rewards Priorities Survey includes responses from employers in 27 countries in the Americas, Asia Pacific, and EMEA (Europe, Middle East, Africa) regions. Despite sharp differences in economic, political, and geographic challenges among the regions, survey responses showed much less variation in employer concerns about the following challenges:

  1. Attracting, motivating, and retaining employees
  2. Aligning Total Rewards strategy with business strategy and brand
  3. Motivating staff when pay increases are flat or non-existent
  4. Controlling the costs of employee benefits
  5. Realizing appropriate ROI from reward expenditures

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