When it comes to health in the 21st century, we’re witnessing the crucial role that enterprise software has to play. Not only do core human capital management (HCM) systems positively influence employee engagement and productivity but also they help businesses. Due to system engineering, user experience (UX)/user interface (UI), intelligent design and technology, human resources (HR) teams succeed, too.
Furthermore we’re in a time of profound and meaningful change around technological innovation and delivering better outcomes for stakeholders. In particular, this is seen in how HCM software enables higher and more effective rates of health benefits enrollment. As this software vertical matures, the technology becomes more robust and comprehensively engineered. Subsequently this is having dynamic impacts on how employees work, fulfil their roles, and derive entitlements value.
Accordingly this article helps businesses learn more about how to support employees and leverage HCM systems. Now let’s get down to this trend and technology report for the health insurance enrollment software vertical.
All over the world employees are looking for health and wellbeing support so they can thrive in work and life. Although this was becoming a priority before 2020, the Covid-19 pandemic took a toll on health in countless ways. Whether the rising cases of burnout, chronic isolation and the mental impact of loneliness, or long Covid, people’s health suffered. Simultaneously people were trying to keep working and deliver for their employers amidst stay-home orders and unprecedented digital transformation. Undeniably the move to remote work, new systems, and workflows during colossal social, economic, and political disruption was extraordinarily difficult.
Since those first two years of the pandemic, we’ve seen pronounced evidence of this impact. On the one hand we’ve all heard about mass resignations and the phenomena of ‘quiet quitting’. On the other hand we’ve understood how businesses are struggling to recruit and retain employees while fighting to stay operational. All in all this is a time of dramatic flux for industries, businesses, employees, and the global labor market.
At present, in the U.S. how employees perceive, prioritize, and pursue benefits continues to evolve. Since Covid-19 catalyzed historic industrial change in terms of stability, work conditions, and work-life balance, this affects benefits. When it comes to health enrollment, employees are placing more emphasis than ever on their benefits packages and personalization opportunities.
Undoubtedly work is changing in structure as employees transition to more hybrid or remote roles alongside economic and industrial uncertainty. Despite the positive gains of remote and flexible working arrangements becoming mainstream, it’s viewed as a right not a benefit. Rebuilding the professional landscape in the 2020s requires nuanced solutions and robust, user-oriented health enrollment software benefits all stakeholders. What’s more, because this this software is a HR tool, it can help improve overall working conditions as well.
Corporate Wellness Magazine emphasizes that workers will likely continue to place a high value on benefits that address sustainable rebuilding. “Therefore, it behooves employers to pivot workplace health benefits to offer health and financial packages that will meet the critical needs of the post-COVID-19 workforce and improve employee wellbeing and productivity.” Essentially then businesses need to be evaluating these software tools as resources for managing their operations while fortifying work conditions.
Now that we’ve reviewed the general state of health and benefits expectations for employees we’ll look at health enrollment software.
Therefore this software is highly beneficial for businesses of all sizes — large and small-medium enterprises (SMEs) — to mange operations. Simultaneously this vertical is not immune to market trends and adopting new technologies. For instance, the emergence of new technologies are continually advancing and future-proofing how businesses operate in the 2020s. From an industry perspective, global recruitment organization Mercer explain that, “Leveraging benefits technology allows employers to achieve more while minimizing administrative burden and uncertainty.”
So in the present moment, after a period of enormous technological and industrial change, what is changing in HCM software?
To begin with, this era of AI and machine learning technology is changing everything from UX/UI to data analysis. Since the groundbreaking release of OpenAI’s ChatGPT in late 2022, generative AI has irrevocably altered how we use all tech. In HCM platforms, this is simplifying how employees complete tasks in systems. For instance, integrated AI features might offer users behavior-based recommendations for benefits options or prompt HR compliance tasks. As these systems get smarter this frees human users to focus on other tasks and gain more from their entitlements.
Following on from AI and machine learning components is how this drives more accurate and tailored UX. Because of how machine learning and generative AI function in health enrollment software, systems can recommend benefits and enrollment opportunities. Additionally this means workers are more likely to experience the software benefits along with improved productivity. Overall, many employees are seeking a more meaning-centric workplace so the personalization simplifies their work tasks while boosting satisfaction.
As more workers move to remote or hybrid roles, the flexibility and workflow core to HCM software design is priceless. Along with third-party integration, the scope of software features for all HR staff processes eases remote team pressures. For example, making all core employee information available remotely and including all essential processes on employee systems offers personalization. Equally it makes things easy as staff access support or undertake training wherever they are — even HR undertake remote outreach. Due to software infrastructure encouraging multi-location teams, the programs can withstand user volume and offsite access without a concern.
While AI and machine learning finesse UX and UI as well as system accuracy and automation, they also encourage innovation. In time, this will likely lead to more collaboration as time is freed for more creativity and critical tasks. Simultaneously, though AI may alter and reshape some traditional job roles, it also means advancements in higher-order task fulfillment. When it comes to HCM software, this will possibly look like better support and dynamic teamwork in new, exciting ways. Concurrently this refocusing of resources on more intelligent rather than repetitive tasks using intuitive systems encourage equitable, collaborative organizational culture.
Normalization of remote work and widespread digital transformation means significantly more businesses are upgrading to HCM software. Consequently, the software itself is expanding in features, capabilities, and customizations. In particular, enabling systems to have enhanced productivity features like Zoom integration for project management fosters dynamic workflows. Prior to this, many HR software systems may have had these options though they weren’t used as much. With changes in work culture, team structure, and flexible working, these systems don’t just enable remote work, they reshape collaboration. Moreover they show that project management can happen in diverse and inclusive ways that streamline tasks and encourage collaborative autonomy.
Wearables, performance tracking, and digital health systems — these all overlap with HR in this era of health enrollment software. While it may be a surprise to some, IoT and HCM platforms actually share a lot of reciprocal benefits. Whenever businesses have the opportunity to gain more insightful, qualitative, and quantitative data from their teams it’s worthwhile. Furthermore, when businesses have their employees integrate their IoT devices with health enrollment software the potential for value-adding, mutual benefits is significant. In fact, it encourages meaningful connectivity, employees feeling safe to have health transparency, and creating a more personalized workplace. Because IoT has extensive technical features like virtual check-ins, data sharing, and app collaboration, agility and team health improves.
Thereafter, the next logical question is if this software impacts on how employees successfully undertake their health enrollment. After all, this generation of HR technology is designed for holistic benefits for all stakeholders — including employees effectively utilizing entitlements. Not only for businesses to approach their culture meaningfully and measurably but also to build effective, engaged, and loyal teams.
Unlike the outlook around flexible work options, though this does matter, Gallup found that engagement is extensively contributing to workplaces. According to their reporting, engagement has 3.8x as much influence on employee stress as work location. Moreover 41% of employees in the report cited engagement or culture as the one change they’d make at their workplace. Comparatively 28% nominated pay and benefits while 16% said wellbeing would change their workplace into “a great place to work”.
Right now, global Gallup reporting found that only 20% or 1 in 5 employees truly feel engaged at work. Despite engagement recovering after dropping to an all-time low in 2020, low engagement considerably costs the global economy. Currently around 60% of employees are disengaged and it’s costing $8.8 trillion USD or around 9% of global GDP. So focusing on systems that enable personalized engagement options and expand workflow infrastructure for varied workstyles and tasks truly matters. Gallup attests, “Many respondents said they would like more recognition, opportunities to learn, fair treatment, clearer goals and better managers.”
Firstly, though the technical software features matter, the way this improves human processes is incredibly relevant for employees. After all, every employee needs the reassurance that their contributions are important and technology won’t replace them. Equally communicating to staff that technology will facilitate healthier and more effective work is an upside rather than inducing anxiety. When businesses invest in health enrollment software, HR processes are streamlined and made more efficient leaving room for employee care. Following this, HR can be more attentive and available for employees while utilizing performance data and feedback for strategic responsiveness. In reality, potential advantages are employees gaining HR input on how they can maximize benefits or performance-enhancing coaching. Freeing high-value resources, i.e. human expertise, leads to meaningful gains for every employee.
Secondly, robust health enrollment software tactically feeds into a workplace that welcomes different learning styles, personalities, and neuro-diverse individuals. Because these systems incorporate features like remote accessibility, user-centric design, and AI and machine learning, UX/UI is inclusive. In effect, this simplifies how employees utilize systems. Straightaway there is secure, problem-free self-service along with opportunities for employees to seek assistance in preferred ways. For instance, if there are issues, they can confidentially reach out to HR from their own home or try AI. Thus employees also benefit from the business culture that their needs will be met. Whether it’s HR availability, reliably responsive HCM systems, or entitlements accessibility — this matters in the short-term and long-term.
Thirdly, caring for employees in visible, sustained, and structural ways promotes engagement, fulfillment, and goodwill is a fundamental non-negotiable. Ultimately looking after staff as fellow human beings is a no-brainer. However having a set and forget mindset with real people happens all too frequently. Unfortunately for businesses and employees alike, this never works. What’s more, economist Rebecca Harding says that without humanity and support there’s going to be negative impact on all stakeholders. According to Harding, “Productivity, well-being, and innovation are closely interlinked with each other.” Notwithstanding technical features, businesses need to be aware of the qualitative value of the message choosing employee-centric software sends. Particularly in a time where employee engagement is a challenge while employment options are expanding, multiple factors affect talent retention. Otherwise businesses will continue to suffer the financial and cultural impact of continual staff turnover with declining achievements and optimism.
Unquestionably it’s clear that health enrollment software is largely facilitating better UX/UI, remote teams, and engagement. Therefore let’s review the technical features that affect HR employees and enterprise teams on a macro level. In brief, these features will feed into innovative healthy workplaces and individuals as well. Previously these options might have been viewed purely in terms of maximizing output. Notwithstanding these task completion gains, there are meaningful ways they can be leveraged to promote better workplaces and staff fulfillment.
Supporting better collaboration is a leading gain in HCM software that might be a surprise to some people. While traditional HR products were more administration-driven, most software can now be integrated with project management tools. For the purpose of both hybrid teams and onsite teams, keeping all activities in one place improves efficient workflows.
Particularly for HR team members, gaining dynamic and comprehensive feedback leads to more harmonious and resolution-oriented workplaces. Unlike traditional processes, with health enrollment software businesses can gather active and passive feedback data across topics at all times. Because there is more privacy for users, they can opt for more transparent feedback and more swiftly offer input. Hence this gives businesses more helpful information about their processes and an emotional temperature check for their teams.
Keeping across all business activities has long-since been a challenge for managers. For that reason, the rise of more robust, end-to-end, and agile HCM software is a win for efficiency. Now that businesses can manage these core processes in one place they can monitor individual staff and work status. Keeping everyone on track is a trait of effective managers and reviewing project and performance data together builds complete pictures. In due time this helps resolve issues based on complete data sources and improve systems as needed.
Finally, compliance is a core business responsibility that impacts everyone with varying degrees of importance and accountability. For example, HR team members must observe core compliance laws for industrial, data protection, and business areas. Simultaneously, individual employees must be conscious of how their own activities, like data protection, tie in with compliance, too. Owing to how health enrollment software automatically integrates and maintains compliance this supports teams to apply and understand obligations. Furthermore this can encourage buy-in for how the entire organization approaches these standards. Building collective commitment through education and cooperation is part of teamwork and meaningfully working to achieve operational goals.
For the final section of this article, we’ll address real world impacts of using health enrollment software for health accessibility. Seeing that a vital function of HCM software is compliance obligations for employee remuneration, then health access is a KPI. Given that previous data around employee engagement, health access is core to building teams who are fulfilled and staff retention.
Businesses opting for user-friendly systems for their entitlements are making this employer-to-employee value exchange positive and respectful. When employers make their remunerations processes laborious and complicated they run the risk of disappointing or, worse, alienating their employees. Contrarily, when entitlements processes are effortless and positive, then employees are more positive, gain access quickly, and benefits enrollments advance. In this case, both employees and employers benefit.
Entitlements records are also crucial to health insurance access. Unlike other remuneration components like pay, employees must enrol in health benefits. While employees may be literate in their entitlements and benefits options, having record tracking accessible at all times minimizes errors. Equally, if employees ever need to review past enrollments or forward records to health services, then records are simply accessed.
Altogether employees gain significantly from the in-built enrollment support processes that facilitate them understanding and enrolling in their benefits. Certainly the UX/UI technology like AI and machine learning enables personalized needs evaluation that can guide enrollment. Together with records, employees gain fact-based and data-based information from in-built features that results in educated decisions.
When integration features are utilized then a range of health-centric technologies are unlocked. To list, this includes integration with health services like education and training, telehealth to simplify appointments, and even service claims. Bringing all of these services together removes many access barriers that might deter or confuse employees. Further to this, if businesses integrate services like telehealth then employees may be more likely to seek and receive care.
Now let’s delve into the specifics of employee health and wellbeing — namely how these can be advanced with HCM software. Although we’ll note that in no way is enrollment software a panacea for health, optimal systems can roundly be beneficial. Equipping staff with the tools to register, enroll, and access their entitlements is a major step in a healthy direction.
Offering staff opportunities to take care of themselves better is core to holistic wellbeing culture. Whether for best practice for physically sedentary roles or exactly how they can regularly check up their health, training helps. As positive psychology, this can embed prioritizing as a core organizational value and encourage employees to complete health training together.
Staff may be genuinely unaware of the scope of their entitlements. Thus it may be ignorance rather than disinterest resulting in them not accessing all benefits. Therefore using HCM software as an education platform as well an enrollment platform can lead to better health. At the same time, businesses that encourage and celebrate their staff taking their entitlements — including annual leave — also promote health.
Bringing services, systems, and tools together in one place can also minimize overwhelm and burnout for staff. Though not a complete solution, it can help through simplification, eliminating toggling between software programs, and easily immersing staff. Additionally making everything happen in one place unites teams across locations in a virtual workspace. For health, normalizing accessing services being part of employee workflow is another way to build a meaningful wellbeing culture. Using integration tools, employees can access health classes or sessions, medical consults, and review results privately. Not only does this align with HR promoting remuneration but also it’s civically minded as healthcare is accessible from home.
Lastly, a culture of flexible working conditions is also how businesses encourage health and wellbeing values for their teams. When health enrollment systems actually allow integration, collaboration, and HR services access then people are genuinely experiencing a personalized workplace. To that end, this demonstrates understanding and builds empathy amongst workplace teams as workers fulfil responsibilities without compromising their health. For example, an employee recovering from contagious illness works remotely without exposing others to illness while accessing treatment online. All in all this is a win for all stakeholders.
In conclusion, heath enrollment innovation is steadily and extensively progressing in HCM software platforms. For businesses of all sizes, these systems nurture positive health culture amongst all business stakeholders. Rather than ignore the complexity of health and wellbeing of workers, businesses can actually scale their operations around this technology.
Given these points, businesses looking to invest in their HCM systems will benefit from an informed strategy. Try a consultation with the top software developers to gain a comprehensive guide to next steps and conceiving a custom solution.
Businesses can use health enrollment software for all phases of their employee entitlements remuneration.
To list, this encompasses:
Though it’s much more than a financial software product, these systems do simplify and elevate remuneration processes. Therefore businesses can improve their employee remuneration systems, support HR and financial department personnel, and promote benefits entitlements.
Health enrollment software incorporates many other operational functionalities than supporting employees to enroll in their benefits entitlements.
In fact, businesses the world over use health enrollment software for HCM functionalities including:
Health enrollment software is designed with a robust, highly secure infrastructure. Nearly all HCM software is cloud-based, only allows authorized user access, and data audit trails are automated. Subsequently it’s difficult for hacking or cyberattacks to result in data breaches as servers aren’t in one place. Furthermore, a key feature of all health enrollment software is secure, multi-factor authorization data storage that is encrypted. Not only does this deter any data breaches but also it upholds data privacy compliance regulations.
Businesses can opt for either in-house HCM software or opt for an outsourced system. Both health enrollment software systems can be effective with the main differences relating to:
While it’s relevant to note that an outsourced solution is expensive, expertise is part of the product pricing. Accordingly, businesses investing in outsourced solutions receive cutting-edge, hands-on products incorporating all desired features and capabilities.
Start with a consultation with experienced development company A3logics. The team will thoroughly evaluate business needs to strategically inform how outsourced software delivers a robust, end-to-end solution.
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