HSAs Help Business Owners and Their Employees Control Health Care CostsMIAMI–(BUSINESS WIRE)–May 31, 2005–ADP TotalSource, Inc., oneof the nation’s largest Professional Employer Organizations (PEOs),and part of the Employer Services division of ADP, Inc., todayannounced it is expanding its benefits program to offer health plansthat are compatible with health savings accounts (HSAs). EffectiveJune 1, 2005, clients may select HSA-compatible high deductible healthplans (HDHPs) as part of the comprehensive suite of health benefitsoffered by ADP TotalSource, Inc. Clients who elect an HDHP through ADPTotalSource, Inc. will make their worksite employees eligible toestablish Health Savings Accounts (HSAs) through JPMorgan Chase BankN.A., a leading provider of HSAs.
HSAs, which were authorized by the Medicare Prescription Drug,Improvement and Modernization Act of 2003, are portable health savingsaccounts that individuals can use to pay for qualified medicalexpenses.
“With health care costs far outpacing wage growth during the pastseveral years, employers large and small are challenged to provideaffordable coverage,” said Carlos Rodriguez, ADP TotalSource’sdivision president. “We’re regularly evaluating benefits that we canoffer to our clients to help them attract and retain the bestemployees. The availability of HSA-compatible HDHPs means thatemployees will be eligible to establish HSAs, and this will provideour clients and worksite employees with a means for reducing theoverall cost of health insurance while encouraging employees to besmarter health care consumers. To help our clients decide whether theHDHP/HSA option is right for their business, we offer access toexpertise from our human resources representatives and a variety ofself-service decision support tools, including cost calculators,educational Web casts and plan comparison tools.”
Washington D.C. – May 26, 2005 – The Human Capital Institute (HCI), a non-profit think tank, association, and educator in talent management strategies, and MENTTIUM Corporation, the global leader in corporate mentoring, announced today that MENTTIUM will sponsor HCI’s Mentorship Strategies learning and research track. “This alliance is the first step to building a panel of thought leaders for this key track within HCI’s Talent Development community,” said Allan Schweyer, HCI’s Executive Director, “Mentorship, while not a new concept, is becoming a talent management strategy for which organizations are seeking new approaches and technologies
Washington D.C. – May 26, 2005 – The Human Capital Institute (HCI), a non-profit think tank, association, and educator in talent management strategies, and MENTTIUM Corporation, the global leader in corporate mentoring, announced today that MENTTIUM will sponsor HCI’s Mentorship Strategies learning and research track.
“This alliance is the first step to building a panel of thought leaders for this key track within HCI’s Talent Development community,” said Allan Schweyer, HCI’s Executive Director, “Mentorship, while not a new concept, is becoming a talent management strategy for which organizations are seeking new approaches and technologies
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MORRIS PLAINS, N.J. – Building upon a record sales year in 2004,Weichert Relocation Resources Inc. continues to expand its clientroster, adding some of the world’s most recognized and respectedcompanies.
Recent client signings include such leading corporations as Ahold USA;U.S. Foodservice; Temple-Inland Inc.; Foot Locker, Inc.; RR Donnelley;Computer Associates; and The Wrigley Company.
The company has also bolstered its foothold in the Human ResourcesOutsourcing market by virtue of being selected as the primaryrelocation partner for the HR Services division of Accenture, one ofthe world’s leading management consulting and outsourcing companies.Through this partnership, Weichert Relocation Resources will serve asthe preferred relocation and assignment management supplier forAccenture HR Services’ clients.
“Our recent successes can be attributed to strengths that distinguishWeichert Relocation Resources in the marketplace,” said Aram Minnetian,President. “These include our flexibility, financial management acumen,custom reporting capabilities, in-house policy and tax consultingexpertise, assignment management solutions and, perhaps mostimportantly, our personalized approach to customer service.”
TAMPA, Fla., May 19, 2005 – SCI, a national leading Professional Employer Organization (PEO), announces the opening of a new office in New Delhi, India, and the expansion of its Atlanta operation center. The expansion comes as the company scales to meet increasing demand for outsourced human resources (HR) services
CHARLOTTE, N.C., May 16 /PRNewswire-FirstCall/ — Duke Energy todayannounced that Hewitt Associates, a global human resources services firm, hasbeen selected to provide comprehensive HR back-office administrative servicesto the company’s U.S. and Canadian employees and retirees.
Under the seven-and-a-half-year contract, effective July 1, Duke Energywill outsource to Hewitt its back-office administration and relatedinformation technology systems in the United States and Canada, includingpayroll, active employee and retiree health and insurance enrollment andstatus, retirement plan administration, staffing and training enrollment andstatus, work force event and salary administration, and performance managementadministration. Other terms of the deal were not disclosed.
The contract will directly affect roughly 100 of Duke Energy’s 21,500employees, with most of the affected employees located at the Charlotteheadquarters site. Hewitt will offer employment to most of the Duke Energyemployees performing the work covered in the contract. Ultimately, all DukeEnergy’s U.S. and Canadian employees and benefit plan participants will seechanges in the manner in which they access some HR information and/or how theyperform certain HR-related functions.
EL SEGUNDO, Calif., May 11 /PRNewswire-FirstCall/ — Computer Sciences Corporation
Underthe terms of the agreement, CSC will provide administrative, financial,human resources and procurement support services to approximately20,000 NASA employees, applicants, contractors and university partners.
The time to think about the future is now.
Hype or dire prediction, HR professionals everywhere should always be on the lookout for state-of-the-art opportunities to find great employees not only for the HR department but also for the entire organization. You may recall a reference in previous columns to HR Management in the Knowledge Economy and its identification of the four major roles of the HR professional. Here I will ask you to keep two rolesrelationship builder and rapid deployment specialistin mind.
Robert J. Grossman, a professor at Marist College (a bastion of quantitative research), published an article in the March 2005 issue of HR Magazine that separates the hype from the dire predictions of the looming disparity between the demand and supply of the U.S. workforce. The research concludes that the media hype asserting that by 2012 there will be 10 million more jobs than people to fill them should not be a concern. Although he does conclude with a hypothesis that has already been haunting usdo we have enough talent for an increasingly demanding workplace? The answer is a resounding NO!
Do you recall how, during the late 1990s, people were hired by all kinds of fast-growth firms just because we need bodies? I do. I witnessed unsolicited resumes without interviews turned into hires just because they need to be hired now. I also recall organizations unable to get products to market because they could not find people with the skills required. After reading Grossmans article and reviewing the Bureau of Labor Statistics research upon which that article heavily relied, I am convinced that the talent pool respite we have had of late is sooner or later going to be replaced by a long brutal global war for talent. There is already pressure on the lowest level jobs.
The Wall Street Journal recently had a front page article about lettuce pickers in
So what does this have to do with HRO? As a relationship builder and rapid deployment specialist, the HR professional should be anticipating the scarcity of talentnot only in HR but also in the rest of the organization. Ongoing review of core versus commoditized activities should become part of the organizations DNA. External alternative sources to accomplish tasks, activities, and even entire functions should be on your radar screen so that they are continuously being evaluated in light of your organizations current and anticipated demands. Internally, you need to work closely with various key players to determine the climate and readiness for moving one or more additional activities to outside providers (or alternatively, determining if any should be brought back in-house.)
To test any and all assumptions, HR needs to be ever vigilant for opportunities to do the following:
* Enhance current service levels and relationships
*Identify additional potential avenues, including offshoring, for further exploration
*Ensure comprehensive due diligence and demonstrate your state-of-the-art knowledge about todays products and services
*Build a familiarity of best practices
*Identify the leading buyers and players (as well as those less so) in this ever-changing marketplace to determine who is doing what. Compare this years leading deals with last years. Recall last years players and major buyers. How are those deals doing? What has been learned? Are there any warning signs?
If we don’t find out what is and what isnt working, we are more likely to repeat the problems of these earlier adaptersbuyers and providers alike. If you spent some time at the 2005 HRO World conference in
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