Overview
The variety and velocity of digital health innovation is faster than ever before; this includes new offerings that focus on the self-funded employer market and a booming sector of direct-to-consumer health tech offerings. In spite of this booming market, point solutions alone cannot solve the big issues of mitigating cost trend or driving health optimization. Mercer’s 2018 National Survey of Employer-Sponsored Health Plans data shows us that employers are adapting their strategies in response to these market changes, but how can employers get ahead?  Mercer experts will discuss a new framework for evaluating the efficacy of digital health and will share perspectives about how to weave these solutions into cohesive consumer-centric strategies.  

Key Takeaways:
  • Mercer’s 2018 National Survey of Employer-Sponsored Health Plans results on employer strategies and their impact on cost
  • Lessons from the digital health innovation market, and how to apply key components to your benefits strategy
  • How to use data to create a consumer-centric strategy that will drive engagement
Webinar Details
Wednesday, March 27
12:00 p.m. ET

Who Should Attend
Human Resources, Benefit Managers, Chief Officers and anyone who participates in the design or decision making for health programs and benefit packages.

  • Growth By Design: Driving a bold change agenda


    93% of business executives plan to make a design change in their company within the next two years. It’s no longer about evolution – to stay ahead, organizations are transforming structures and jobs in a desire for increased efficiency, agility, and customer intimacy. Ensuring that the People agenda is not lost amid the drive for change will be critical to sustainable growth.


  • A Shift In What We Value: A new rewards paradigm is needed


    Fair & competitive pay and opportunities for promotion are top priorities for employees this year, which is not surprising given the climate of uncertainty and change. But it’s not just about financial results or activity metrics – 97% of employees want to be recognized and rewarded for the wide range of contributions they make each and every day.


  • A Workplace For Me: Personalization of the employee experience


    People expect their employer to “make work work” for their individual circumstances. Companies are starting to respond by taking a “whole person” approach and increasing the flexible work options available to their workforce – 63% already have a formal flexibility policy in place. Advances in technology are enabling individualized choice without adding an undue administrative burden for HR.


  • The Quest For Insight: Predictive analytics are still out of reach


    Even with advances in technology that facilitate both collection and analysis of large quantities of data, companies around the world are making slow progress in using analytics to inform human capital decisions. Very few are able to translate data into predictive insights, and nearly 1 in 5 are generating only basic descriptive reporting and historical trend analyses.


Your Speakers:


  • Kristin Parker
    Total Health Management Specialty Practice Leader





  • Kate Brown
    Senior Associate, Mercer Center for Health Innovation

  • Subhead Title

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  • Subhead Title

    Cake tootsie roll chocolate bar gummies. Sugar plum cupcake carrot cake candy canes chocolate. Chupa chups brownie cookie tootsie roll dragée gummi bears candy dessert. Chocolate chupa chups pastry tootsie roll cake. Donut sesame snaps bonbon cookie oat cake gingerbread. Sugar plum lemon drops dragée. Cookie dessert jelly beans marzipan danish marshmallow biscuit donut. Candy canes bear claw pie croissant pudding lollipop.

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The good news from this year’s survey: employers expect to hold cost growth to a moderate 4% in 2019. The bad news: that’s faster growth than we’ve seen over the past couple of years, and the cost of benefits is still outpacing inflation and workers’ earnings growth.

Prescription drugs—specialty drugs in particular—remain a top cost driver and managing high-cost claims is again the number-one priority for employers. At the same time, in a tight labor market, offering an attractive benefit program is more important than ever.

Subhead Title

Cake tootsie roll chocolate bar gummies. Sugar plum cupcake carrot cake candy canes chocolate. Chupa chups brownie cookie tootsie roll dragée gummi bears candy dessert. Chocolate chupa chups pastry tootsie roll cake. Donut sesame snaps bonbon cookie oat cake gingerbread. Sugar plum lemon drops dragée. Cookie dessert jelly beans marzipan danish marshmallow biscuit donut. Candy canes bear claw pie croissant pudding lollipop.

View More