Hugh Reeve: How is the NHS in Cumbria adapting to lessons from the Alternativ...The King's Fund
Hugh Reeve draws on the lessons that can be learnt from the Alternative Quality Contract and shares how Cumbria Clinical Commissioning Group have started to put those lessons into practice.
"Recent research from the HSE (1) confirms QBE’s long held view that the burden of musculoskeletal disorders (MSDs) to employers is significant, with the highest cost relating to time lost from work. It is no coincidence that financial losses associated with extended lost time often make up the largest component of high-value personal injury claims, offering a component of the business case and a logical rationale for promoting proactive rehabilitation and absence management. We acknowledge the vital importance of ensuring early and appropriate intervention for those who experience MSDs, particularly where this has the potential to
escalate into extended absence. In meeting this objective, the role of the case manager is pivotal in liaising between affected individuals and
the organisation to facilitate a successful return to work – a point echoed within the HSE report.
"
Hugh Reeve: How is the NHS in Cumbria adapting to lessons from the Alternativ...The King's Fund
Hugh Reeve draws on the lessons that can be learnt from the Alternative Quality Contract and shares how Cumbria Clinical Commissioning Group have started to put those lessons into practice.
"Recent research from the HSE (1) confirms QBE’s long held view that the burden of musculoskeletal disorders (MSDs) to employers is significant, with the highest cost relating to time lost from work. It is no coincidence that financial losses associated with extended lost time often make up the largest component of high-value personal injury claims, offering a component of the business case and a logical rationale for promoting proactive rehabilitation and absence management. We acknowledge the vital importance of ensuring early and appropriate intervention for those who experience MSDs, particularly where this has the potential to
escalate into extended absence. In meeting this objective, the role of the case manager is pivotal in liaising between affected individuals and
the organisation to facilitate a successful return to work – a point echoed within the HSE report.
"
This is the second draft copy of the book "Reducing Company Health Cost." Proven strategies for reducing the cost of health care to your company.
Chapter 1: Root Causes of Health Cost
Chapter 2: Availability of Medical Service
Chapter 3: The Quality of Medicine
Chapter 4-6: Three Actions to Reduce Health Cost
Employee Wellness: A Combination of Personal Accountability and Corporate Res...Health Catalyst
A strong employee wellness program is the first step to encouraging better health and creating meaningful, positive change in the lives of employees and their families. A well-designed healthcare insurance plan, a comprehensive wellness program, and creating a culture of personal accountability for wellness can optimize healthcare spending and improve employee health. It can also bolster the understanding and shared accountability for healthcare costs between the employees and the company.
The Economic Value of Employee WellbeingCBIZ, Inc.
With health care reform a reality, top-performing employers understand that pursuing the objective of healthier, happier employees is even more important. To that end, they’re shifting their focus to fixing the environmental, cultural and lifestyle systems in the workplace that lead to struggling wellbeing, preventable health risks and modifiable costs. Find out how you can stay ahead of the curve.
Controlling Benefits costs: Employing Contingent Workers, HRM Outsourcing-Based Compensation Systems
NAME OF STUDENT
STUDENT NUMBER
COURSE CODE
COURSE NAME
LEARNING INSTITUTION
Compensation and Strategy: Controlling Benefits Costs
Introduction
According to Pauly, 1997 employers would want to devote much managerial effort to containing premium increases. Yet, many employers clearly have devoted resources to this end over the years, suggesting that they hold a different view. Their perspective (which Pauly terms the “business model”) places emphasis on health benefits as a cost center within each firm to be monitored and aggressively managed. If an employer could cut expenditures for health benefits, or control their rate of increase, and its competitors in the product market could not, it could lower product prices, increasing market share and profits. These gains might be short term in nature if other firms have access to the same cost containment approaches, but nevertheless they may be worth pursuing. Labor market considerations are seen as important constraints on employer cost containment efforts, but the goal of cost control is paramount.
Pauly, 1997 continues that ‘local health benefits managers may wish to manage health benefits to make them more attractive to potential employees, or to reduce costs, but they are severely constrained in doing so.
A good compensation scheme when used as a strategy by an organization aims to give rewards for the right employee behaviour. When employee achievements of the desired results are rewarded it becomes a motivator and this enhances effectiveness thereby increasing success possibilities. Compensation scheme can also be used to reinforce a desired organization culture and the compensation policy must replicate strategic business objectives. Organizations may use both financial and non financial rewards in their scheme. One such benefit is employee health insurance and when strategically used it has the ability to assist the employer and employee in various ways. However the provision of medical insurance is costly and organizations have to constantly look for ways to contain the spiralling health insurance costs to remain competitive in the industry. Most organizations seek to maximise the profitability and revenues and to have a good profit margin they must be able to constantly make cost savings.
Discuss how health insurance benefits might impact the organization’s overall strategic goal-setting process.
Quality manpower is an important asset for any organization .The provision of health insurance has great impact on organization’s overall goal setting process. Once an organization has attracted quality employs into its workforce it is important that it continues to provide quality health insurance so that the existing employees are not attracted to what is on offer by the competitors. Therefore the company is able to retain its valued manpower.
Increased productivity and reduced absent.
Employers are always looking for ways to reduce one of their biggest expenditures–the cost of providing health insurance to employees. Many employers have explored solutions such as adding wellness plans, reducing usage, and providing different provider access mechanisms, all with modest success.
Stemming the rising costs of health insurance requires management to understand and improve healthcare outcomes for their employee and dependent populations. Changing the future of employer health insurance will require a multi-faceted approach:
Driving additional value by reducing utilization of healthcare services within these employer populations.
Utilizing a wider lens through which to view performance of various providers, then making decisions based on those who are consistently providing low cost, high quality care.
Employer will need to combine their data with other companies across a geographic region to get a better picture of the provider landscape than has ever been possible before.
Proactive Health Management Plan - Employer OverviewSheldon Lee
The Proactive Health Managment Plan (PHMP) is recognized as one of the most dynamic healthcare cost savings programs in the USA because of its proven and patented resources for helping employees get healthier and be proactive with their health and healthcare. The results for both employers and employees is both immediate and long-term.
This presentation is designed to provide the information needed to understand self-funding, assist you in explaining the solution to clients and then determine whether it is right for their company by comparing and contrasting it to a fully insured solution.
This is the second draft copy of the book "Reducing Company Health Cost." Proven strategies for reducing the cost of health care to your company.
Chapter 1: Root Causes of Health Cost
Chapter 2: Availability of Medical Service
Chapter 3: The Quality of Medicine
Chapter 4-6: Three Actions to Reduce Health Cost
Employee Wellness: A Combination of Personal Accountability and Corporate Res...Health Catalyst
A strong employee wellness program is the first step to encouraging better health and creating meaningful, positive change in the lives of employees and their families. A well-designed healthcare insurance plan, a comprehensive wellness program, and creating a culture of personal accountability for wellness can optimize healthcare spending and improve employee health. It can also bolster the understanding and shared accountability for healthcare costs between the employees and the company.
The Economic Value of Employee WellbeingCBIZ, Inc.
With health care reform a reality, top-performing employers understand that pursuing the objective of healthier, happier employees is even more important. To that end, they’re shifting their focus to fixing the environmental, cultural and lifestyle systems in the workplace that lead to struggling wellbeing, preventable health risks and modifiable costs. Find out how you can stay ahead of the curve.
Controlling Benefits costs: Employing Contingent Workers, HRM Outsourcing-Based Compensation Systems
NAME OF STUDENT
STUDENT NUMBER
COURSE CODE
COURSE NAME
LEARNING INSTITUTION
Compensation and Strategy: Controlling Benefits Costs
Introduction
According to Pauly, 1997 employers would want to devote much managerial effort to containing premium increases. Yet, many employers clearly have devoted resources to this end over the years, suggesting that they hold a different view. Their perspective (which Pauly terms the “business model”) places emphasis on health benefits as a cost center within each firm to be monitored and aggressively managed. If an employer could cut expenditures for health benefits, or control their rate of increase, and its competitors in the product market could not, it could lower product prices, increasing market share and profits. These gains might be short term in nature if other firms have access to the same cost containment approaches, but nevertheless they may be worth pursuing. Labor market considerations are seen as important constraints on employer cost containment efforts, but the goal of cost control is paramount.
Pauly, 1997 continues that ‘local health benefits managers may wish to manage health benefits to make them more attractive to potential employees, or to reduce costs, but they are severely constrained in doing so.
A good compensation scheme when used as a strategy by an organization aims to give rewards for the right employee behaviour. When employee achievements of the desired results are rewarded it becomes a motivator and this enhances effectiveness thereby increasing success possibilities. Compensation scheme can also be used to reinforce a desired organization culture and the compensation policy must replicate strategic business objectives. Organizations may use both financial and non financial rewards in their scheme. One such benefit is employee health insurance and when strategically used it has the ability to assist the employer and employee in various ways. However the provision of medical insurance is costly and organizations have to constantly look for ways to contain the spiralling health insurance costs to remain competitive in the industry. Most organizations seek to maximise the profitability and revenues and to have a good profit margin they must be able to constantly make cost savings.
Discuss how health insurance benefits might impact the organization’s overall strategic goal-setting process.
Quality manpower is an important asset for any organization .The provision of health insurance has great impact on organization’s overall goal setting process. Once an organization has attracted quality employs into its workforce it is important that it continues to provide quality health insurance so that the existing employees are not attracted to what is on offer by the competitors. Therefore the company is able to retain its valued manpower.
Increased productivity and reduced absent.
Employers are always looking for ways to reduce one of their biggest expenditures–the cost of providing health insurance to employees. Many employers have explored solutions such as adding wellness plans, reducing usage, and providing different provider access mechanisms, all with modest success.
Stemming the rising costs of health insurance requires management to understand and improve healthcare outcomes for their employee and dependent populations. Changing the future of employer health insurance will require a multi-faceted approach:
Driving additional value by reducing utilization of healthcare services within these employer populations.
Utilizing a wider lens through which to view performance of various providers, then making decisions based on those who are consistently providing low cost, high quality care.
Employer will need to combine their data with other companies across a geographic region to get a better picture of the provider landscape than has ever been possible before.
Proactive Health Management Plan - Employer OverviewSheldon Lee
The Proactive Health Managment Plan (PHMP) is recognized as one of the most dynamic healthcare cost savings programs in the USA because of its proven and patented resources for helping employees get healthier and be proactive with their health and healthcare. The results for both employers and employees is both immediate and long-term.
This presentation is designed to provide the information needed to understand self-funding, assist you in explaining the solution to clients and then determine whether it is right for their company by comparing and contrasting it to a fully insured solution.
