There are steps that employers can take to avoid costly litigation. These include educating employees about health care choices, providing multiple health plan options, and informing employees about performance data, quality outcomes, and comparative accreditation data. Worldwide Business Trends Create New Leverage for Voluntary Benefits. Employee Benefits Journal v25 no4 pp 24-27 Dec 2000 Voluntary benefits, also known as payroll deduction plans, are advantageous for employer and employee, alike. Employees prefer to have lots of choices, educational support, concise communications, easy access, portability, and personalized decision-making tools.
Internet portals are especially useful in the voluntary benefit market.
These portals provide plan participants with benefits information, enrollment information, financial and life management tools, and well-organized resources. Employee Benefits Journal v25 no4 pp 18-22 Dec 2000 Benefit managers can help their companies retain the most competitive work force by serving as part of a team that strategically designs HR programs and policies in a cooperative manner. First, benefit managers should understand the dynamics of current demographic trends, labor markets and employee turnover rates. Four main categories are the hiring and selection process, cost management, work design, and retention. Other areas that will need to be addressed include compensation, training and orientation, career development, job stress, leadership, and workplace environment.