Throughout the year companies will merge and combine resources. When they do, there is a lot of work ahead as they start to put together the various systems that each one uses for everything from human resources to customer service. In some cases, the new company will simply move everyone to the other system. Most cases will require migrating data and programs to benefit the new company. One area that needs to be carefully handled is the healthcare post acquisition integration. This includes moving employee data around and most importantly figuring out what and how to offer in health care plans to the employees. Discord can happen if it is not handled the right way.
The technology that HR uses includes all employee records. The payroll information is often contained in this database. It will also include information on what provider and plan the workers are signed up for health care. To get everything on the same page, they need to combine the information into a single system without losing important data.
Since the two companies are now combined, they have a new number of employees to negotiate with the health care providers. The executives need to be involved because this is a significant expense for the company. Simply rolling all employees into an existing plan often results in discord and will cost the company in lost talent as dissatisfied employees seek jobs elsewhere.
For this integration to be successful, a benefits review needs to happen. Both insurance companies will send representatives and work with the HR staff in coming up with a better deal that includes the larger set of workers. This may take months to accomplish since everything from the benefits offered to the cost the company or employees will have to pay may change from the previous plans.
Do an employee benefits survey. This not only gives the HR staff a great amount of valuable information on what options the employees desire the most but also gives the employees a stake in the process. Simply being asked what they want is a great way to increase employee satisfaction with the process.
Singing up for a new plan is not easy. Get the insurance company to send reps to help with the process. They can train HR staff to answer questions about the options and how to fill out the form. Having prefilled forms will help speed up the process. The costs and options should be easy to understand and staff should be able to help guide people to the right choice based on their own family situation.
Once everything is in place, it is time to have another survey. This one will help point out flaws in the system of signing people up. It can also provide feedback on how satisfied everyone is with the new plan. Don't expect everyone to be thrilled, but you can gauge if the new plan works for the majority of people based on the cost and options.
It is not easy combining two companies into one. The process can be difficult and time-consuming. Taking the time to evaluate the benefits and options is important. Including the employees in the process can stifle future discord since their suggestions are included in the final plan.
The technology that HR uses includes all employee records. The payroll information is often contained in this database. It will also include information on what provider and plan the workers are signed up for health care. To get everything on the same page, they need to combine the information into a single system without losing important data.
Since the two companies are now combined, they have a new number of employees to negotiate with the health care providers. The executives need to be involved because this is a significant expense for the company. Simply rolling all employees into an existing plan often results in discord and will cost the company in lost talent as dissatisfied employees seek jobs elsewhere.
For this integration to be successful, a benefits review needs to happen. Both insurance companies will send representatives and work with the HR staff in coming up with a better deal that includes the larger set of workers. This may take months to accomplish since everything from the benefits offered to the cost the company or employees will have to pay may change from the previous plans.
Do an employee benefits survey. This not only gives the HR staff a great amount of valuable information on what options the employees desire the most but also gives the employees a stake in the process. Simply being asked what they want is a great way to increase employee satisfaction with the process.
Singing up for a new plan is not easy. Get the insurance company to send reps to help with the process. They can train HR staff to answer questions about the options and how to fill out the form. Having prefilled forms will help speed up the process. The costs and options should be easy to understand and staff should be able to help guide people to the right choice based on their own family situation.
Once everything is in place, it is time to have another survey. This one will help point out flaws in the system of signing people up. It can also provide feedback on how satisfied everyone is with the new plan. Don't expect everyone to be thrilled, but you can gauge if the new plan works for the majority of people based on the cost and options.
It is not easy combining two companies into one. The process can be difficult and time-consuming. Taking the time to evaluate the benefits and options is important. Including the employees in the process can stifle future discord since their suggestions are included in the final plan.
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