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Outsource by xiaopangnv

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									  OUTSOURCING
EMPLOYEE BENEFITS


  Allison Arunski, Kelsey Hume
Max Holl, Kelly Guion, Chad Wolk
Host: Alex Trebek
Today’s Guests:
Allison
  • Hewitt Associates
Max
  •Patterson Smith Associates
Kelsey
  •Benefit Planning Consultants
             $100

This is defined as the transfer of
 some or all administrative and or
employee relations tasks currently
performed by internal resources to
       a third party vendor.
              $200

This is a combination of insourcing
 and outsourcing in which as third-
    party vendor provides certain
 human or technology resources as
   an extension of the employer’s
            own resources.
              $300

These are the three broad categories
     of programs offered in the
   marketplace for outsourcing of
         employee benefits.
            $400

  The Defined Contribution
Outsourcing program establishes
administrative control over this
    comprehensive service.
               $100

Which of these is not an outsourcing
 employee benefit: Cost Reduction,
 Focuses on Differentiation, Expert
 Advice, or Consistency throughout
          the organization.
             $200

This benefit of outsourcing allows
  HR personal to concentrate on
    other things besides routine
 benefits administration and puts
 more emphasis on their long-term
 strategic human resources needs.
               $300

This is the result of outsourcing to a
    large-scale vendor to provide
up-to-date technology at a low cost.
             $400

The legal requirements that can
   uncover serious compliance
   problems that result in large
financial penalties when a firm is
not highly specialized and careful
      in this subject matter.
             $100

Outsourcing firm does not provide
   value and actually increases
             ______.
             $200

In-house HR provides exceptional
  benefits packages and employee
   perception of these benefits is
              positive.
              $300

When employees feel their benefits
    are not being provided or
   protected. Employees have
      feelings of _______.
               $400

This HR tool has the greatest future
 potential for benefits services to be
            kept in-house.
             $100

 These costs include: Staffing,
 technical support, system costs,
 incidental costs, legal costs, tax
implications, and communication
              costs.
              $200

When a company does this, it uses a
 single vendor to manage all aspects
        of its HR department.
            $300

How do we do this? How do we
measure each of the options? Are
 our costs forecasts good? Is the
 process involved by answering
         these questions:
            $400

   How long should it take?
      What are the risks?
What should we do internally?
Are all questions that should be
     asked when doing this.
             $100

Central Location for Employees of
  outsourced HR departments to
    voice concerns and receive
       answers to questions.
            $200

This is a 24/7 support tool for
 Employees to manage their
  benefits without personal
           assistance.
            $300

    These plans result from
communication between clients,
outsourcing firms, and insurance
   providers to put together a
  complete benefits package.
              $400

This results in higher productivity,
     allowing for more time to
              strategize.
         TOTALS
KELSEY    MAX     ALLISON

$1300     $1700    $2000
This strategy should be used when a
        large-sized company is
     experiencing problems with
  employee satisfaction of benefits,
   and are unsure if their benefits
 package meets legal requirements.
  KELSEY

What is E-HR
 Technology?

  $1000
      MAX

What is Selective
 Outsourcing?

    $1700
      ALLISON

What is Total-Benefit
   Outsourcing?

      $1699
JUDGES RULING
And the WINNERS is…..



    ALLISON

								
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