3 Ways Healthcare HR is About to Change

Cora Nucci, for HealthLeaders Media , November 25, 2013

This will be a huge shift for both employees and employers, who might not need to retain as many benefits administrators as they currently have on the payroll. If that gets you steamed, check out the lively discussion on LinkedIn last week in reaction to a provocative post, Why We No Longer Need HR Departments.

3. HR Will Get Out of the Benefits Business, Part II

Speaking of lightening the load of benefits managers, here's another thought. We know that wellness programs often don't work well. Instead of trying to improve them, a better idea might be: Don't do a thing.

The accelerating interest in population health programs as a way to cut healthcare costs signals that there's a bigger, better-funded push behind getting your employees to lose weight and take their meds—and it's more powerful than anything your HR department can do on its own.

Re-examine your budget and your people strategy. Some of what you can safely stop spending on nutrition lectures and smoking cessation class vouchers will be much better spent on analyzing the data that's pertinent to your hospital or health system's staffing strategy.

Cora Nucci is the Digital Associate Editorial Director for HealthLeaders Media.
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1 comments on "3 Ways Healthcare HR is About to Change"

bob sigmond (11/26/2013 at 11:44 AM)
An entirely different approach: Instead of health insurance, the HR Department takes the lead on developing a fully comprehensive program to improve quality and access for each employee's family, while reducing expenditures for their care {the famous triple goal], and then helps to market that successful program for employees of other organizations....HR brings the hospital into the 21st century.




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