Soumettre la recherche
Mettre en ligne
Shrm survey findings_strategic-benefits-health-care
•
Télécharger en tant que PPTX, PDF
•
1 j'aime
•
460 vues
S
SHRMRESEARCH
Suivre
Signaler
Partager
Signaler
Partager
1 sur 23
Télécharger maintenant
Recommandé
SHRM’s 2014 Strategic Benefits Survey: Health Care
SHRM’s 2014 Strategic Benefits Survey: Health Care
shrm
2013 benefit strategies health-care
2013 benefit strategies health-care
shrm
2015 Strategic Benefits—Wellness Initiatives
2015 Strategic Benefits—Wellness Initiatives
shrm
Ee benefits ca-healthcare
Ee benefits ca-healthcare
shrm
Ee benefits ca-healthcare
Ee benefits ca-healthcare
shrm
SHRM’s 2014 Strategic Benefits Survey: Communicating Benefits
SHRM’s 2014 Strategic Benefits Survey: Communicating Benefits
shrm
Strategic Benefits--Leveraging Benefits to Retain Employees
Strategic Benefits--Leveraging Benefits to Retain Employees
shrm
Measuring wellness: From data to insights
Measuring wellness: From data to insights
The Economist Media Businesses
Recommandé
SHRM’s 2014 Strategic Benefits Survey: Health Care
SHRM’s 2014 Strategic Benefits Survey: Health Care
shrm
2013 benefit strategies health-care
2013 benefit strategies health-care
shrm
2015 Strategic Benefits—Wellness Initiatives
2015 Strategic Benefits—Wellness Initiatives
shrm
Ee benefits ca-healthcare
Ee benefits ca-healthcare
shrm
Ee benefits ca-healthcare
Ee benefits ca-healthcare
shrm
SHRM’s 2014 Strategic Benefits Survey: Communicating Benefits
SHRM’s 2014 Strategic Benefits Survey: Communicating Benefits
shrm
Strategic Benefits--Leveraging Benefits to Retain Employees
Strategic Benefits--Leveraging Benefits to Retain Employees
shrm
Measuring wellness: From data to insights
Measuring wellness: From data to insights
The Economist Media Businesses
Shrm survey findings-strategic-benefits-wellness-initiatives
Shrm survey findings-strategic-benefits-wellness-initiatives
SHRMRESEARCH
Building an Effective Wellness Strategy
Building an Effective Wellness Strategy
Connie Thwaite
Policies for Marijuana Use in the Workplace
Policies for Marijuana Use in the Workplace
shrm
Health care
Health care
shrm
SHRM Survey Findings: Smoking in the Workplace
SHRM Survey Findings: Smoking in the Workplace
shrm
SHRM’s 2014 Strategic Benefits Survey: Leveraging Benefits to Recruit Employees
SHRM’s 2014 Strategic Benefits Survey: Leveraging Benefits to Recruit Employees
shrm
A new model to reduce healthcare costs
A new model to reduce healthcare costs
Tom Brink
2015 HR Perspectives on Overtime Exemptions
2015 HR Perspectives on Overtime Exemptions
shrm
The Business Value of Health: Turn-Key Employee Health Management
The Business Value of Health: Turn-Key Employee Health Management
J.P. Farley Corporation
Current trends in hr 4 28-08
Current trends in hr 4 28-08
Rabindra Kumar
Rising Importance of Health Economics & Outcomes Research
Rising Importance of Health Economics & Outcomes Research
CitiusTech
Good Health = Great Wealth
Good Health = Great Wealth
Gavin Vitter
Health Care Reform Survey - Wilis 2014
Health Care Reform Survey - Wilis 2014
Steven Reta
Medical Affairs Resources, Structures, and Trends Report Summary
Medical Affairs Resources, Structures, and Trends Report Summary
Best Practices, LLC
What’s Working In Small Business Wellness with Ken Holtyn
What’s Working In Small Business Wellness with Ken Holtyn
HPCareer.Net / State of Wellness Inc.
Synergies at Work: Realizing the Full Value of Health Investments
Synergies at Work: Realizing the Full Value of Health Investments
Integrated Benefits Institute
Shrm datia drug_testing_poll_shrm_web_final
Shrm datia drug_testing_poll_shrm_web_final
shrm
Current trends in hr 4 28-08
Current trends in hr 4 28-08
Ayush Gupta
Heathcare costs
Heathcare costs
YogaGirl Chris
National Benchmark Survey Physician Referral Programs November 2011
National Benchmark Survey Physician Referral Programs November 2011
Cary Wing
VEOHRC: Flexible Work Arrangements - Getting the balance right
VEOHRC: Flexible Work Arrangements - Getting the balance right
ways2work
2013 benefit strategies flexible-work-arrangements
2013 benefit strategies flexible-work-arrangements
shrm
Contenu connexe
Tendances
Shrm survey findings-strategic-benefits-wellness-initiatives
Shrm survey findings-strategic-benefits-wellness-initiatives
SHRMRESEARCH
Building an Effective Wellness Strategy
Building an Effective Wellness Strategy
Connie Thwaite
Policies for Marijuana Use in the Workplace
Policies for Marijuana Use in the Workplace
shrm
Health care
Health care
shrm
SHRM Survey Findings: Smoking in the Workplace
SHRM Survey Findings: Smoking in the Workplace
shrm
SHRM’s 2014 Strategic Benefits Survey: Leveraging Benefits to Recruit Employees
SHRM’s 2014 Strategic Benefits Survey: Leveraging Benefits to Recruit Employees
shrm
A new model to reduce healthcare costs
A new model to reduce healthcare costs
Tom Brink
2015 HR Perspectives on Overtime Exemptions
2015 HR Perspectives on Overtime Exemptions
shrm
The Business Value of Health: Turn-Key Employee Health Management
The Business Value of Health: Turn-Key Employee Health Management
J.P. Farley Corporation
Current trends in hr 4 28-08
Current trends in hr 4 28-08
Rabindra Kumar
Rising Importance of Health Economics & Outcomes Research
Rising Importance of Health Economics & Outcomes Research
CitiusTech
Good Health = Great Wealth
Good Health = Great Wealth
Gavin Vitter
Health Care Reform Survey - Wilis 2014
Health Care Reform Survey - Wilis 2014
Steven Reta
Medical Affairs Resources, Structures, and Trends Report Summary
Medical Affairs Resources, Structures, and Trends Report Summary
Best Practices, LLC
What’s Working In Small Business Wellness with Ken Holtyn
What’s Working In Small Business Wellness with Ken Holtyn
HPCareer.Net / State of Wellness Inc.
Synergies at Work: Realizing the Full Value of Health Investments
Synergies at Work: Realizing the Full Value of Health Investments
Integrated Benefits Institute
Shrm datia drug_testing_poll_shrm_web_final
Shrm datia drug_testing_poll_shrm_web_final
shrm
Current trends in hr 4 28-08
Current trends in hr 4 28-08
Ayush Gupta
Heathcare costs
Heathcare costs
YogaGirl Chris
National Benchmark Survey Physician Referral Programs November 2011
National Benchmark Survey Physician Referral Programs November 2011
Cary Wing
Tendances
(20)
Shrm survey findings-strategic-benefits-wellness-initiatives
Shrm survey findings-strategic-benefits-wellness-initiatives
Building an Effective Wellness Strategy
Building an Effective Wellness Strategy
Policies for Marijuana Use in the Workplace
Policies for Marijuana Use in the Workplace
Health care
Health care
SHRM Survey Findings: Smoking in the Workplace
SHRM Survey Findings: Smoking in the Workplace
SHRM’s 2014 Strategic Benefits Survey: Leveraging Benefits to Recruit Employees
SHRM’s 2014 Strategic Benefits Survey: Leveraging Benefits to Recruit Employees
A new model to reduce healthcare costs
A new model to reduce healthcare costs
2015 HR Perspectives on Overtime Exemptions
2015 HR Perspectives on Overtime Exemptions
The Business Value of Health: Turn-Key Employee Health Management
The Business Value of Health: Turn-Key Employee Health Management
Current trends in hr 4 28-08
Current trends in hr 4 28-08
Rising Importance of Health Economics & Outcomes Research
Rising Importance of Health Economics & Outcomes Research
Good Health = Great Wealth
Good Health = Great Wealth
Health Care Reform Survey - Wilis 2014
Health Care Reform Survey - Wilis 2014
Medical Affairs Resources, Structures, and Trends Report Summary
Medical Affairs Resources, Structures, and Trends Report Summary
What’s Working In Small Business Wellness with Ken Holtyn
What’s Working In Small Business Wellness with Ken Holtyn
Synergies at Work: Realizing the Full Value of Health Investments
Synergies at Work: Realizing the Full Value of Health Investments
Shrm datia drug_testing_poll_shrm_web_final
Shrm datia drug_testing_poll_shrm_web_final
Current trends in hr 4 28-08
Current trends in hr 4 28-08
Heathcare costs
Heathcare costs
National Benchmark Survey Physician Referral Programs November 2011
National Benchmark Survey Physician Referral Programs November 2011
En vedette
VEOHRC: Flexible Work Arrangements - Getting the balance right
VEOHRC: Flexible Work Arrangements - Getting the balance right
ways2work
2013 benefit strategies flexible-work-arrangements
2013 benefit strategies flexible-work-arrangements
shrm
Gerdenitsch eawop
Gerdenitsch eawop
Cornelia Gerdenitsch
Ee benefits ca-flexibleworkarrangements
Ee benefits ca-flexibleworkarrangements
shrm
Flexible Work Arrangements Modeler
Flexible Work Arrangements Modeler
Zinnov
2014 workplace flexibility_survey_strategic_use_of_fw_as_ks
2014 workplace flexibility_survey_strategic_use_of_fw_as_ks
SHRMRESEARCH
Flexible Work Arrangements Slideshare 2 26 09 Revised
Flexible Work Arrangements Slideshare 2 26 09 Revised
Work and Family Researchers Network
SHRM’s 2014 Strategic Benefits Survey: Flexible Work Arrangements
SHRM’s 2014 Strategic Benefits Survey: Flexible Work Arrangements
shrm
Flexible work-arrangements
Flexible work-arrangements
shrm
2015 Strategic Benefits―Flexible Work Arragements
2015 Strategic Benefits―Flexible Work Arragements
shrm
En vedette
(10)
VEOHRC: Flexible Work Arrangements - Getting the balance right
VEOHRC: Flexible Work Arrangements - Getting the balance right
2013 benefit strategies flexible-work-arrangements
2013 benefit strategies flexible-work-arrangements
Gerdenitsch eawop
Gerdenitsch eawop
Ee benefits ca-flexibleworkarrangements
Ee benefits ca-flexibleworkarrangements
Flexible Work Arrangements Modeler
Flexible Work Arrangements Modeler
2014 workplace flexibility_survey_strategic_use_of_fw_as_ks
2014 workplace flexibility_survey_strategic_use_of_fw_as_ks
Flexible Work Arrangements Slideshare 2 26 09 Revised
Flexible Work Arrangements Slideshare 2 26 09 Revised
SHRM’s 2014 Strategic Benefits Survey: Flexible Work Arrangements
SHRM’s 2014 Strategic Benefits Survey: Flexible Work Arrangements
Flexible work-arrangements
Flexible work-arrangements
2015 Strategic Benefits―Flexible Work Arragements
2015 Strategic Benefits―Flexible Work Arragements
Similaire à Shrm survey findings_strategic-benefits-health-care
2015 Strategic Benefits―Health Care
2015 Strategic Benefits―Health Care
shrm
SHRM’s 2014 Strategic Benefits Survey: Wellness Initiatives
SHRM’s 2014 Strategic Benefits Survey: Wellness Initiatives
shrm
2015 Strategic Benefits―Assessment and Communication of Benefits
2015 Strategic Benefits―Assessment and Communication of Benefits
shrm
Cdph poll final
Cdph poll final
shrm
Shrm health-care-reform-impact-costs-coverage
Shrm health-care-reform-impact-costs-coverage
shrm
SHRM Health Care Reform 2015 Update
SHRM Health Care Reform 2015 Update
shrm
2013 Healthcare Benefits Trends Study
2013 Healthcare Benefits Trends Study
WEX Health Trends and Insights
2015 Wellness Programs: Effectiveness, Adoption, and Engagement in 2014, 2015...
2015 Wellness Programs: Effectiveness, Adoption, and Engagement in 2014, 2015...
WEX Health Trends and Insights
Shrm health-care-reform-challenges-strategies
Shrm health-care-reform-challenges-strategies
shrm
2013 benefit strategies wellness-initiatives
2013 benefit strategies wellness-initiatives
shrm
Newark Analysis of a Pertinent Healthcare Issue HW.docx
Newark Analysis of a Pertinent Healthcare Issue HW.docx
write5
2015 Strategic Benefits—Leveraging Benefits to Retain Employees
2015 Strategic Benefits—Leveraging Benefits to Retain Employees
shrm
Part 4: Strategic Benefits--Leveraging Benefits to Retain Employees
Part 4: Strategic Benefits--Leveraging Benefits to Retain Employees
shrm
Strategic Benefits--Leveraging Benefits to Retain Employees
Strategic Benefits--Leveraging Benefits to Retain Employees
shrm
Creating a Culture of Heath at Work
Creating a Culture of Heath at Work
MEECO Leadership Development Institute
Preventive Health Services at the Workplace 6.2.08
Preventive Health Services at the Workplace 6.2.08
Leonard Davis Institute of Health Economics
Developing core metrics for employee health management
Developing core metrics for employee health management
HealthFitness
2015 Strategic Benefits—Leveraging Benefits to Recruit Employees
2015 Strategic Benefits—Leveraging Benefits to Recruit Employees
shrm
Strategic Benefits--Communicating Benefits
Strategic Benefits--Communicating Benefits
shrm
Rogers Succeeding in Workplace Wellness Feb2011
Rogers Succeeding in Workplace Wellness Feb2011
allansmofsky
Similaire à Shrm survey findings_strategic-benefits-health-care
(20)
2015 Strategic Benefits―Health Care
2015 Strategic Benefits―Health Care
SHRM’s 2014 Strategic Benefits Survey: Wellness Initiatives
SHRM’s 2014 Strategic Benefits Survey: Wellness Initiatives
2015 Strategic Benefits―Assessment and Communication of Benefits
2015 Strategic Benefits―Assessment and Communication of Benefits
Cdph poll final
Cdph poll final
Shrm health-care-reform-impact-costs-coverage
Shrm health-care-reform-impact-costs-coverage
SHRM Health Care Reform 2015 Update
SHRM Health Care Reform 2015 Update
2013 Healthcare Benefits Trends Study
2013 Healthcare Benefits Trends Study
2015 Wellness Programs: Effectiveness, Adoption, and Engagement in 2014, 2015...
2015 Wellness Programs: Effectiveness, Adoption, and Engagement in 2014, 2015...
Shrm health-care-reform-challenges-strategies
Shrm health-care-reform-challenges-strategies
2013 benefit strategies wellness-initiatives
2013 benefit strategies wellness-initiatives
Newark Analysis of a Pertinent Healthcare Issue HW.docx
Newark Analysis of a Pertinent Healthcare Issue HW.docx
2015 Strategic Benefits—Leveraging Benefits to Retain Employees
2015 Strategic Benefits—Leveraging Benefits to Retain Employees
Part 4: Strategic Benefits--Leveraging Benefits to Retain Employees
Part 4: Strategic Benefits--Leveraging Benefits to Retain Employees
Strategic Benefits--Leveraging Benefits to Retain Employees
Strategic Benefits--Leveraging Benefits to Retain Employees
Creating a Culture of Heath at Work
Creating a Culture of Heath at Work
Preventive Health Services at the Workplace 6.2.08
Preventive Health Services at the Workplace 6.2.08
Developing core metrics for employee health management
Developing core metrics for employee health management
2015 Strategic Benefits—Leveraging Benefits to Recruit Employees
2015 Strategic Benefits—Leveraging Benefits to Recruit Employees
Strategic Benefits--Communicating Benefits
Strategic Benefits--Communicating Benefits
Rogers Succeeding in Workplace Wellness Feb2011
Rogers Succeeding in Workplace Wellness Feb2011
Plus de SHRMRESEARCH
Shrm survey findings_strategic-benefits-flexible-work-arrangements
Shrm survey findings_strategic-benefits-flexible-work-arrangements
SHRMRESEARCH
Total financial impact of employee absences report
Total financial impact of employee absences report
SHRMRESEARCH
2014 older workers_survey_overall_results-draft_part2_recruitment and retenti...
2014 older workers_survey_overall_results-draft_part2_recruitment and retenti...
SHRMRESEARCH
2014 older workers_survey_overall_results-draft_part3_skills and older worker...
2014 older workers_survey_overall_results-draft_part3_skills and older worker...
SHRMRESEARCH
2014 older workers_survey_overall_results-part1_state of older workers_11.13.14
2014 older workers_survey_overall_results-part1_state of older workers_11.13.14
SHRMRESEARCH
Job analysis-activities
Job analysis-activities
SHRMRESEARCH
Recruitment business-it-employment-opportunities
Recruitment business-it-employment-opportunities
SHRMRESEARCH
Shrm 2015-holiday-schedules
Shrm 2015-holiday-schedules
SHRMRESEARCH
Shrm economic-conditions-recruiting-skills-gaps
Shrm economic-conditions-recruiting-skills-gaps
SHRMRESEARCH
Shrm economic-conditions-global-competition-hiring-strategies
Shrm economic-conditions-global-competition-hiring-strategies
SHRMRESEARCH
Shrm economic-conditions-financial-health-hiring
Shrm economic-conditions-financial-health-hiring
SHRMRESEARCH
Shrm economic-conditions-financial-health-hiring-ca
Shrm economic-conditions-financial-health-hiring-ca
SHRMRESEARCH
Shrm economic-conditions-recruiting-skills-gaps-ca
Shrm economic-conditions-recruiting-skills-gaps-ca
SHRMRESEARCH
Shrm economic-conditions-global-competition-hiring-strategies-ca
Shrm economic-conditions-global-competition-hiring-strategies-ca
SHRMRESEARCH
Shrm economic-conditions-financial-health-hiring-ca
Shrm economic-conditions-financial-health-hiring-ca
SHRMRESEARCH
2014 performance-managment
2014 performance-managment
SHRMRESEARCH
2014 workplace flexibility_survey_overview of fw_as
2014 workplace flexibility_survey_overview of fw_as
SHRMRESEARCH
2014 workplace flexibility_survey_strategic_use_of_fw_as_ks
2014 workplace flexibility_survey_strategic_use_of_fw_as_ks
SHRMRESEARCH
2014 workplace flexibility_survey_overview of fw_as
2014 workplace flexibility_survey_overview of fw_as
SHRMRESEARCH
Plus de SHRMRESEARCH
(19)
Shrm survey findings_strategic-benefits-flexible-work-arrangements
Shrm survey findings_strategic-benefits-flexible-work-arrangements
Total financial impact of employee absences report
Total financial impact of employee absences report
2014 older workers_survey_overall_results-draft_part2_recruitment and retenti...
2014 older workers_survey_overall_results-draft_part2_recruitment and retenti...
2014 older workers_survey_overall_results-draft_part3_skills and older worker...
2014 older workers_survey_overall_results-draft_part3_skills and older worker...
2014 older workers_survey_overall_results-part1_state of older workers_11.13.14
2014 older workers_survey_overall_results-part1_state of older workers_11.13.14
Job analysis-activities
Job analysis-activities
Recruitment business-it-employment-opportunities
Recruitment business-it-employment-opportunities
Shrm 2015-holiday-schedules
Shrm 2015-holiday-schedules
Shrm economic-conditions-recruiting-skills-gaps
Shrm economic-conditions-recruiting-skills-gaps
Shrm economic-conditions-global-competition-hiring-strategies
Shrm economic-conditions-global-competition-hiring-strategies
Shrm economic-conditions-financial-health-hiring
Shrm economic-conditions-financial-health-hiring
Shrm economic-conditions-financial-health-hiring-ca
Shrm economic-conditions-financial-health-hiring-ca
Shrm economic-conditions-recruiting-skills-gaps-ca
Shrm economic-conditions-recruiting-skills-gaps-ca
Shrm economic-conditions-global-competition-hiring-strategies-ca
Shrm economic-conditions-global-competition-hiring-strategies-ca
Shrm economic-conditions-financial-health-hiring-ca
Shrm economic-conditions-financial-health-hiring-ca
2014 performance-managment
2014 performance-managment
2014 workplace flexibility_survey_overview of fw_as
2014 workplace flexibility_survey_overview of fw_as
2014 workplace flexibility_survey_strategic_use_of_fw_as_ks
2014 workplace flexibility_survey_strategic_use_of_fw_as_ks
2014 workplace flexibility_survey_overview of fw_as
2014 workplace flexibility_survey_overview of fw_as
Shrm survey findings_strategic-benefits-health-care
1.
January 22, 2015 SHRM
Survey Findings: 2014 Strategic Benefits— Health Care
2.
2 Introduction The 2014 Strategic
Benefits Survey, administered annually since 2012 by the Society for Human Resource Management (SHRM), is used to determine whether various employee benefits are leveraged to recruit and retain top talent. This research study, split into a six-part series, features the following topics: Part 1: Wellness Initiatives Part 2: Flexible Work Arrangements Part 3: Health Care Part 4: Leveraging Benefits to Retain Employees Part 5: Leveraging Benefits to Recruit Employees Part 6: Communicating Benefits The first three parts are being released on January 22, 2015; the second three parts will be released in early March 2015. Definitions For the purpose of this survey, total health care costs include employer-paid premiums, administration costs and any individual medical claims covered by the employer. 2014 Strategic Benefits Survey—Health Care ©SHRM 2015 Introduction and Definitions
3.
• Total health
care cost changes: In 2014, one-fifth (20%) of respondents from organizations that provided health care coverage to their employees indicated their organization’s total health care costs decreased compared with the previous plan year. In previous years, fewer respondents reported decreases: 2013 (10%) and 2012 (9%). However, the percentage of respondents who indicated their organization’s total health care costs have increased has remained about the same over the last three years (69%-74%). • Controlling the costs of health care: About four-fifths (79%) of respondents from organizations that provided health care coverage to their employees indicated their organization is “very concerned” about controlling health care costs. For the purposes of controlling the costs of health care, about one-half of organizations provided educational initiatives related to health and wellness (56%) and/or lower-cost generic prescription drugs (48%); more than two-fifths increased employee participation in preventive health and wellness initiatives (46%), created an organizational culture that promotes health and wellness (45%), offered consumer-directed health plans (e.g., HRAs, HSAs) (44%) and/or provided incentives or rewards related to health and wellness (43%). About one-fifth (19%) of respondents indicated offering consumer-directed health plans was the most successful activity in terms of helping control the costs of health care; 17% indicated the most successful activity was increasing the employee share contributed to total costs, and 16% indicated offering a variety of preferred provider organization (PPO) plans. 3 Key Findings 2014 Strategic Benefits Survey—Health Care ©SHRM 2015
4.
• Controlling the
costs of health care (continued): One-half (50%) of respondents indicated their organization increased the employee share contributed to the total costs of health care compared with the previous plan year. Looking into plan year 2015, about one-quarter (26%) of respondents reported their organization planned to increase the employee share contributed to the total costs of health care; about one-half (51%) were unsure. Focusing on the next three to five years, about one-fifth (19%) of respondents from organizations currently paying the majority or an equal portion of health care costs indicated they think employees at their organization will eventually pay the majority of health care costs; one-third (33%) were not sure. • Most valuable non-health care benefit: One-half (51%) of respondents indicated they think the non-health care benefit employees will value most in the next three to five years is retirement savings and planning. 42014 Strategic Benefits Survey—Health Care ©SHRM 2015 Key Findings (Continued)
5.
• Managing the
cost of health care is likely to remain a key focus of HR professionals for the foreseeable future. Over the last three years, organizations have continued to express concern about controlling health care costs, and these concerns are unlikely to abate anytime soon, especially in light of the implementation of the employer mandate of the Affordable Care Act. • Most employers continue to see their health care costs rising year after year, putting pressure on HR to continue to look for cost savings. Over the last three years, more than two-thirds of respondents indicated their organization’s total health care costs increased compared with the previous plan year (69%-74%). • A better understanding of how costs are being successfully managed could have a significant impact. A small but growing number of organizations that provide health care coverage to their employees experienced a decrease in their total health care costs—an unexpected counter-trend to years of rising costs. A better understanding of the reasons behind these exceptions to the dominant trend of rising costs will be important for gaining an insight into how the proportion of costs borne by organizations and employees will evolve in the future. 5 What Do These Findings Mean for the HR Profession? 2014 Strategic Benefits Survey—Health Care ©SHRM 2015
6.
• Wellness initiatives
look set to continue to be a critical part of organizations’ strategies for controlling health care costs. Organizations are adopting a variety of wellness offerings for employees in an effort to promote a healthier workplace. Studies have shown that wellness programs have an impact on health care costs, though the return can take three to five years to see. • Looking ahead, a growing number of employers are likely to ask employees to contribute more to their health care costs. Shifting health care costs to employees carries a risk of decreasing employee job satisfaction. In a healthier job market this could have real implications for attracting talent, causing some employers to rethink their cost-shifting strategies. In some cases, HR professionals may need to make a strong business case for continuing to invest in employee health care benefits despite the cost. 6 What Do These Findings Mean for the HR Profession? (Continued) 2014 Strategic Benefits Survey—Health Care ©SHRM 2015
7.
2014 Strategic Benefits
Survey—Health Care ©SHRM 2015 7 Key Findings Health Care
8.
8 What do these
findings mean for the HR profession? Change in Total Health Care Costs from Last Plan Year Compared with Previous Plan Year 2014 Strategic Benefits Survey—Health Care ©SHRM 2015 69% 11% 20% 72% 19% 10% 74% 17% 9% Increased Remained the same Decreased 2014 (n = 324) 2013 (n = 366) 2012 (n = 399) Note: Respondents whose organizations provided health care coverage were asked this question. Respondents who answered “not sure” were excluded from this analysis. Percentages may not total 100% due to rounding.
9.
9 What do these
findings mean for the HR profession?Organization Concern About Controlling Health Care Costs 2014 Strategic Benefits Survey—Health Care ©SHRM 2015 79% 20% 1% 0% 83% 16% 1% 0% 84% 16% 1% 0% Very concerned Somewhat concerned Not very concerned Not at all concerned 2014 (n = 356) 2013 (n = 411) 2012 (n = 437) Note: Respondents whose organizations provided health care coverage were asked this question. Respondents who answered “not sure” were excluded from this analysis. Percentages may not total 100% due to rounding.
10.
10 What do these
findings mean for the HR profession? Activities Organization Engaged in for the Purpose of Controlling the Costs of Health Care 2014 Strategic Benefits Survey—Health Care ©SHRM 2015 Activity 2014 (n = 359) 2013 (n = 417) 2012 (n = 405) Provided educational initiatives related to health and wellness 56% 45% 52% Provided lower-cost generic prescription drugs 48% 39%* 50%* Increased employee participation in preventive health and wellness initiatives 46% 43% 44% Created an organizational culture that promotes health and wellness 45% 41% 45% Offered consumer-directed health plans (e.g., HRAs, HSAs) 44% 40% 42% Provided incentives or rewards related to health and wellness 43% 35% 40% Increased the employee share contributed to the total costs of health care 40% 39% 52% Offered variety of PPO plans (i.e., high and low deductibles, co-pays, etc. – employees pay more for PPOs with lower deductibles, lower co-pays, etc.) 40% - - Offered HMO (health maintenance organization) insurance 17% - - Provided discounted over-the-counter drugs 11% 39%* 50%* No longer offer PPO health plans 5% - - Other 7% 7% 2%Note: Respondents whose organizations provided health care coverage were asked this question. Respondents whose organizations had not conducted any activities to control the costs of health care were excluded from this analysis. Percentages do not total 100% due to multiple response options. *A combined question on providing lower-cost generic prescription drugs and over-the-counter drugs was asked in 2013 and 2012. A dash (-) indicates that the option was not asked in the respective survey.
11.
11 What do these
findings mean for the HR profession? Most Successful Activity in Terms of Helping Organization Control the Costs of Health Care 2014 Strategic Benefits Survey—Health Care ©SHRM 2015 Note: Respondents whose organizations provided health care coverage and conducted one of more activities to control the costs of health care were asked this question. Percentages may not total to 100% due to rounding. *A combined question on providing lower-cost generic prescription drugs and over-the-counter drugs was asked in 2013 and 2012. A dash (-) indicates that the option was not asked in the respective survey. Activity 2014 (n = 335) 2013 (n = 365) 2012 (n = 380) Offered consumer-directed health plans (e.g., HRAs, HSAs) 19% 22% 15% Increased the employee share contributed to the total costs of health care 17% 20% 25% Offered variety of PPO plans (i.e., high and low deductibles, co-pays, etc. – employees pay more for PPOs with lower deductibles, lower co-pays, etc.) 16% - - Increased employee participation in preventive health and wellness initiatives 12% 13% 17% Created an organizational culture that promotes health and wellness 8% 12% 11% Provided educational initiatives related to health and wellness 6% 7% 5% Provided lower-cost generic prescription drugs 4% 10%* 12%* Provided incentives or rewards related to health and wellness 4% 9% 9% Offered HMO (health maintenance organization) insurance 4% - - No longer offer PPO health plans 2% - - Provided discounted over-the-counter drugs <1% 10%* 12%* Other 7% 7% 0%
12.
12 What do these
findings mean for the HR profession? In the next plan year, does your organization plan to increase the employee share contributed to the total costs of health care? In the current plan year, did your organization increase the employee share contributed to the total costs of health care compared with the previous plan year? Note: Respondents whose organizations provided health care coverage were asked this question. Response options provided were “yes/no/not sure.” Respondents who answered “not sure” were excluded from this analysis. Only “yes” responses are shown. 50% 45% 47% Yes 2014 (n = 338, 357) 2013 (n = 389, 406) 2012 (n = 410, 439) 26% 23% 51% 24% 21% 55% 22% 18% 60% Yes No Not sure Note: Respondents whose organizations provided health care coverage were asked this question. 2014 Strategic Benefits Survey—Health Care ©SHRM 2015 Change in Employee Share Contributed to Total Costs of Health Care from Last Plan Year Compared with Previous Plan Year
13.
13 What do these
findings mean for the HR profession?Ratio of Total Health Care Costs Paid for by Employers Versus Employees In the next 3 to 5 years, do you think employees at your organization will be paying the majority (more than half) of total health care costs? In plan year 2014, is your organization paying the majority (more than half) of total health care costs? Note: Respondents whose organizations provided health care coverage were asked this question. Percentages may not total 100% due to rounding. 19% 48% 33% 21% 39% 40% 15% 50% 35% Yes No Not sure Note: Respondents whose organizations provided health care coverage were asked this question. Respondents whose organizations indicated that employees were paying the majority of total health care costs were excluded from this analysis. Percentages may not total 100% due to rounding. 2014 Strategic Benefits Survey—Health Care ©SHRM 2015 93% 4% 3% 92% 5% 3% 90% 6% 3% Yes, the organization is paying the majority of health care costs No, the organization and employee pay an equal share of the health care costs No, the employee is paying the majority of the health care costs 2014 (n = 353, 344) 2013 (n = 402, 390) 2012 (n = 438, 421)
14.
Most Valuable Non-Health
Care Benefit in the Next 3 to 5 Years 142014 Strategic Benefits Survey—Health Care ©SHRM 2015 Note: Respondents who answered “not sure” were excluded from this analysis. Percentages may not total 100% due to rounding. Non-Health Care Benefit 2014 (n = 335) Retirement savings and planning 51% Flexible working benefits (e.g., telecommuting, compressed workweek) 19% Leave benefits 12% Preventive health and wellness (e.g., flu vaccinations, smoking cessation program) 8% Professional and career development benefits (e.g., professional training) 6% Family-friendly benefits (e.g., adoption assistance, elder care referral service) 2% Housing and relocation benefits 0% Other 1%
15.
2014 Strategic Benefits
Survey—Health Care ©SHRM 2015 15 Key Findings Demographics
16.
16 Note: n =
320. Percentages do not total 100% due to multiple response options. 2014 Strategic Benefits Survey—Health Care ©SHRM 2015 Percentage Manufacturing 27% Professional, scientific and technical services 14% Health care and social assistance 14% Finance and insurance 12% Government agencies 9% Educational services 7% Transportation and warehousing 5% Construction 5% Real estate and rental and leasing 5% Retail trade 4% Utilities 3% Demographics: Organization Industry 2014 Strategic Benefits Survey—Health Care ©SHRM 2015
17.
172014 Strategic Benefits
Survey—Health Care ©SHRM 2015 Note: n = 320. Percentages do not total 100% due to multiple response options. Percentage Mining, quarrying, and oil and gas extraction 3% Arts, entertainment and recreation 3% Wholesale trade 3% Repair and maintenance 3% Accommodation and food services 2% Administrative and support, and waste management and remediation services 2% Agriculture, forestry, fishing and hunting 2% Information 2% Religious, grant-making, civic, professional and similar organizations 2% Personal and laundry services 0% Other industry 8% Demographics: Organization Industry (Continued) 2014 Strategic Benefits Survey—Health Care ©SHRM 2015
18.
Demographics: Organization Sector 182014
Strategic Benefits Survey—Health Care ©SHRM 2015 53% 23% 13% 9% 2% Privately owned for-profit Nonprofit Publicly owned for-profit Government Nonprofit n = 317 2014 Strategic Benefits Survey—Health Care ©SHRM 2015
19.
Demographics: Organization Staff
Size 19 n = 304 2014 Strategic Benefits Survey—Health Care ©SHRM 2015 26% 39% 19% 12% 4% 1 to 99 employees 100 to 499 employees 500 to 2,499 employees 2,500 to 24,999 employees 25,000 or more employees 2014 Strategic Benefits Survey—Health Care ©SHRM 2015
20.
n = 319 20 U.S.-based
operations only 75% Multinational operations 25% Single-unit organization: An organization in which the location and the organization are one and the same. 38% Multi-unit organization: An organization that has more than one location. 62% Multi-unit headquarters determines HR policies and practices. 58% Each work location determines HR policies and practices. 3% A combination of both the work location and the multi-unit headquarters determines HR policies and practices. 39% Is your organization a single-unit organization or a multi-unit organization? For multi-unit organizations, are HR policies and practices determined by the multi-unit headquarters, by each work location or by both? Does your organization have U.S.- based operations (business units) only, or does it operate multinationally? n = 320 n = 207 Corporate (companywide) 79% Business unit/division 12% Facility/location 9% n = 208 What is the HR department/function for which you responded throughout this survey? 2014 Strategic Benefits Survey—Health Care ©SHRM 2015 Demographics: Other
21.
21 SHRM Survey Findings: Survey
Methodology • Response rate = 10% • 380 HR professionals from a randomly selected sample of SHRM’s membership participated in this survey • Margin of error +/- 5% • Survey fielded April-May 2014 Survey Methodology 2014 Strategic Benefits Survey—Health Care ©SHRM 2015
22.
22 For more survey/poll
findings, visit shrm.org/surveys For more information about SHRM’s Customized Research Services, visit shrm.org/customizedresearch Follow us on Twitter @SHRM_Research Project lead: Karen Wessels, researcher, SHRM Research Project contributors: Evren Esen, director, Survey Programs, SHRM Research Alexander Alonso, Ph.D., vice president, SHRM Research Jennifer Schramm, manager, Workforce Trends and Forecasting, SHRM Research Copy editor: Katya Scanlan, SHRM Knowledge Center 2014 Strategic Benefits Survey—Health Care ©SHRM 2015 About SHRM Research
23.
23 Founded in 1948,
the Society for Human Resource Management (SHRM) is the world’s largest HR membership organization devoted to human resource management. Representing more than 275,000 members in over 160 countries, the Society is the leading provider of resources to serve the needs of HR professionals and advance the professional practice of human resource management. SHRM has more than 575 affiliated chapters within the United States and subsidiary offices in China, India and United Arab Emirates. Visit us at shrm.org. 2014 Strategic Benefits Survey—Health Care ©SHRM 2015 About SHRM
Télécharger maintenant