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Monday January 23, 2006
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7:30 am
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8:45 am
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11:45 am
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Attendees of this seminar will learn about:
- Designing effective strategies to aid consumers with better health care decision making, encourage the most appropriate use of resources and improve health outcomes
- Designing consumer-centric strategies that effectively incorporate programs that help employees with chronic conditions
- Overcoming hurdles of employee enrollment, adoption and engagement for more effective use of consumer-directed tools and resources
- Lessons learned and best practices from employer product adoption and implementation of consumer-driven health plans
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Sponsored by:
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Do employees with higher health insurance costs and more absences have greater levels of disease? Not necessarily. Use of health benefits is less related to health status than most people realize. Companies can improve their bottom line without sacrificing employee health.
From the standpoint of economic principles, utilization of health benefits reflects the underlying incentives and disincentives created by the current systems of health care and employment. Too often, employers look for medical solutions to problems created by economic policy.
This session describes the underlying economic principles that drive health benefits utilization in the current employer-sponsored system. Participants will hear evidence demonstrating how rich benefits plans encourage over-use of health care and paid time off benefits. Participants will also learn how a Health as Human Capital approach can shift incentives such that they maximize human capital growth and enhance productivity.
Learning Objectives
- Participants will be able to list three human capital assets.
- Participants will be able to identify five economic principles that influence health benefits utilization.
- Participants will be able to define insurance moral hazard and the magnitude of expected discretionary use of health care when fully insured.
- Participants will be able to describe three drivers of sick leave other than illness.
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Part A) Advances in Disease Management
- Creation of strategic benefits design that help patient/employee communication, understanding the importance of prevention and management of chronic conditions
- Identification of patients with disease states that have high risk for loss of employment and productivity
- Incorporation of disease management programs into innovative benefits design to manage long-term costs and improve outcomes
Part B) Innovations in Health, Wellness and the Importance of Health Coaching on Outcomes
- Developing an understanding of a new paradigm, people driven wellness, in employee wellness strategies and to realize the potential total value of your employees
- Driving exceptional levels of employee participation, enhanced wellness outcomes, and increased improvement in overall employee health
- Implementing health risk assessments and analyzing self-reporting data
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