1. Cost savings through advanced data
More than 50 percent of health benefit costs are incurred by only five percent of an employee population.
What if you could drive down costs and improve results by using predictive analytics to identify employees in most need of care and ensure that they receive the right services at the right time? With a human capital management engine that includes the right data sets, this becomes possible.
Being able to predict risk requires integration of diverse data inputs, such as:
- Workers’ compensation claims
- Clinical diagnostics and patterns of utilization captured in medical claims
- Pharmacy classes and patterns of utilization captured in pharmacy claims
- Short-/Long-term disability claims
2. Actionable clinical intervention
The human side of human capital management comes through with clinical prevention services. Turn data into action by offering a best-in-class clinical intervention program that helps employees understand and improve their health. Clinical support means providing access to help from a highly trained team that includes medical researchers, pharmacists, and nurses.
These individuals annually average
We know that healthy employees lead to a healthy business. These costs cannot be analyzed with reactive cost reports and analytics; employers need a comprehensive, predictive risk assessment. That’s what taking a data-driven approach to human capital management means to us and the HR professionals we work with. On behalf of employers, we have the ability to predict high cost claimants and offer those claimants solutions before they incur costs.
3. Increased productivity
We all value the health of our employees and rely on them to be at their best day in and day out.
Get started with a human capital risk assessment
When fueled by advanced data analytics, workforce management can become even more strategic and effective in reducing costs and improving employee health status.
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