Human Resource Benefit Interview and Research

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Though the paper requirements are pretty simple, at the graduate level, you should still begin your paper with a formal introduction to let the reader know the purpose of your paper. For example, you could begin by briefly telling us about HR benefits, why they are important, and how they may have changed over the years. Then you can lead the reader into your experience with this facility

My interview was conducted with a Human Resource Benefit Specialist from Intermountain Healthcare's Corporate Office, located in Salt Lake City, Utah.

Great use of 3rd person!

[Indent all paragraphs] When asked how many employees there were total in the office Mr. Hyde answered ten. He stated that these same ten employees are assigned to handle benefits. I next inquired how many of the staff are certified employee benefit specialists? He wasn't quite clear on what I was asking, but he answered me by saying that there are different certifications obtained through outside companies. However, he mentioned that in his office no benefit certification was required. I then asked how benefits were communicated to employees. He mentioned many different sources were used such as: email, paper, phone calls, letters, individual meetings, group meetings and benefit fairs. When asked about benefits offered to full-time, part-time, and hourly employees he simply said that all employees receive the same benefits, which are: health, dental, long-term and short-term disability, 401K pension, and life insurance. Mr. Hyde informed me that the organization is not considering any benefits that are not currently offered. He continued to say that although there were no plans to add more benefits, each year they "kick around" different options. Finally, when I asked Mr. Hyde what impact the New health Reform Act would have on employee benefits, he said they were waiting to hear about the legal clarifications. He did divulge that out -of-pocket money would be gone, and that pre-existing conditions would be going away. At least he had some idea!

[Indent all paragraphs] After our conversation, I decided to do a little research to find out more about human resource specialists, the different certifications, and, of course, as much as I could find out about the New Health Reform Act. The rest of my paper is information that I have obtained regarding these subjects and issues. This is great information! Good job! In an academic paper, you would not have to tell us about your investigation. You can simply provide some detail about the significance of the new health care act as it relates to this interview and then begin!

All of this information is excellent! This could serve as your introduction! A benefit specialist manages benefit plans such as medical, dental, savings, retirement and pension plans. These specialists evaluate current trends in healthcare and financial planning for employees and work out deals between service companies and employees. As a benefit specialist they work to help meet employees needs in order to lower turnover rates while managing cost effectiveness (Citation, year?).

To become a benefit specialist an individual would need to complete a bachelor's degree in human resources or business administration. They would need to participate in a work study program to earn college credit while still attending school. Internships are another way an individual can earn experience while still in college(Citation, year?).

An individual may choose to earn a master's degree in human resources administration or business administration. Not every employer requires a masters degree, but most of them do, and the trend is leading in this direction. Working through a degree program an individual would then graduate with experience and academic credentials (Citation, year?).

Connect this to your previous paragraph. Experts in this field write and publish articles relating to benefits and current economic trends. Keeping copies of these articles and presenting them with a resume' gives evidence of strong written communication skills and a dedication to the field. Even a letter to the editor regarding healthcare insurance would be worthy to add to a resume'(Citation, year?).

Getting a head start to become a benefits specialist may begin at an entry level as a human resources assistant. This would allow an individual to obtain the five to seven year experience in human resources required to become a benefits specialist. An individual should notify a company if his/her career goal is to become a benefits specialist (Citation, year?).

Another option for an individual is that of becoming a specialized benefits specialist. Specialized areas include veteran benefits, social security disability benefits and elderly benefits. These focused areas may require extra on-the-job training to learn rules and regulations of a specialty area(Citation, year?).

Social Security Disability (SSD) have benefit laws and information which an individual would need to learn. Once an individual has become a benefits specialist, employees can come for assistance regarding disabilities preventing them from working. This would be a government program based on employee contributions, though it would still be helpful to know rules and regulations surrounding SSD (Citation, year?).

These individuals Which individuals? study financial planning techniques and trends. New employees look for employers who offer ways to save for future retirements. By knowing the best way to plan for the future financially, an individual would then be able to recommend benefit plans to employers (Citation, year?).

To obtain an HR certificate an individual needs to master the core HR principles; this is a career-long commitment. By obtaining an HR certification an individual places himself/herself in a position for recognition and promotion. It indicates that an individual has mastered the knowledge and skills necessary to deliver excellent performance, and that places an individual one step ahead of the competition. It requires careful planning to prepare for HR certification (Citation, year?).

An individual would need to achieve high standards in an HR program at his/her place of employment. It takes a great desire for achievement and progress to reach a state of excellence in performance which will be needed when a candidate takes the HR exam (Citation, year?).

A number of different colleges offer training preparation courses for taking the HR certification examination. Practice examinations can also be found on the online website of the Human Resource Certification Institute. The PHR certification examination is over two hundred questions and about four hours long (Citation, year?).

The amount of time an individual puts into practical experiences, classes and study will be determined by the level of certification one chooses. Study preparation for a Professional Human Resource (PHR) Certification takes at least thirty hours a week; study for a Senior Professional Human Resource (SPHR) Certification Or the Global Professional Human Resource Certification should require about forty hours per week or more (Citation, year?).

Next, an individual would need to obtain two consecutive years of (exempt level) HR experience prior to taking the PHR examination; four years of (exempt level) experience before taking the SPHR examination, and two years of global (exempt level) of experience before taking the GPHR examination (Citation, year?).

Settling for a bachelor's or masters degree in human resources is good but obtaining a certification in HR gives an individual advantage over all the competition that is not certified. This is a highly valued credential to obtain in human resources.

Regarding the New Health Reform Act (HCRA) whose objective is to bring more equitable healthcare to the underserved, there will be proposed tax increases and penalties for not participating. Savings from an approach to Medicare and Medicaid reimbursements have been discussed (Citation, year?).

In regards to consumer benefits most aspects of this Act will begin in one year, however existing individual and group insurance plans have up to five years. These plans may not have to include regulated essential benefits. It is not clear whether they can still revoke policies and exclude pre-existing conditions in the first year (Citation, year?).

Most regulations will be controlled at the federal level, however, states may be participating in enforcement. Federal regulations would set essentialbenefits including hospital, outpatient, mental health, prevention, maternity and drugs. No co-pay would be allowed for preventive care.

Three levels of benefits would be supported in the exchange, with maximum out-of -pocket starting at five thousand for individuals and ten thousand for families in the first year. Later on, out-of pocket maximums would increase with the consumer price index (CPI).Private insurers could still offer high cost plans with greater benefits outside the exchange (Citation, year?).

All plans are offered to new members and must be guaranteed issue with no preexisting conditions exclusions, inside or outside the exchange.

Federal regulators would also determine the sufficiency of private insurer networks. Premiums could vary by age, but not more than two to one from youngest to oldest. State authorities would regulate premium variations by area or location.

The controversial public plan would be modeled after Medicare, paying providers five percent over Medicare rates in the first three years. The public plan will need to be self sustaining after receiving initial funding from the federal government. Premium charge would need to be high enough for a fair actuarial accounting of interest.

Tbmission of surcharges here are some interesting opportunities for both the private insurance and pharmaceutical industries to actually increase profits. The two most important provisions for private industry are that the public plan is allowed and encouraged to contract with private insurers for administrative services, and drug benefits are part of the essential benefit package.

The comments about risk sharing among private insures discourages changes to save costs is ridiculous. Who says its ridiculous? The history of private insurers controlling costs is non-existent. Private insurers are basically administrative agents as their risk business has been dying for decades. They have been adamantly pursuing relatively risk free Medicare Advantage business, so risk sharing in the exchange and administrative work is just an extension of the current business model.

Because of risk business and its downward spiral, one would think insurance would willingly accept the changes and view the government as supporting their interests and preventing the further downward spiral they have been facing. Instead they demonstrate resistance to adapt. (Citation, year?)

Pharmaceutical companies complain that the buying power of the public plan puts them at a negotiating advantage. >>One sentence can not stand alone? Where should it fit?

It is interesting to observe and wait as information continues to unfold concerning the healthcare financing laws which govern hospital reimbursement methodologies and where funding will come from. The law requires third party payers and providers of health care services to participate in the funding of these initiatives through the submission of surcharges and assessments.

[Connect this to the previous paragraph and you have a solid conclusion!] This is certainly an interesting time to be in a profession so affected by the major reform process currently in the design stages and about ready for implementation.