flexible hours, exciting work, and family atmosphere are among the many positive points of 
working in a small business. However, the recruitment and retention game changer continues to be the ability to offer health benefits.
Companies of all shapes and sizes continue to find that the provision of health benefits makes all the difference.
[Benefitshealth Valued More Than Ever
recent research suggests health insurance may be more carrot in the workforce than ever. .
- Over 38 percent of respondents said their organization on the advantages of recruiting employees (against 26 percent in 2013 and 29 percent in 2012) [1945013:Selon2015Enquêteavantagesstratégiques] Over 50 percent of respondents said their organizations had difficulties in recruiting highly qualified employees.
- 40 percent of respondents said their organizations have used incentives to attract highly skilled workers employed (up 10 percentage points from 2013).
Based on these data, and that most small business owners observe on a regular basis, group health plans are becoming a major difference-maker for jobseekers talent who have multiple offers to consider.
A choice of recovery methods for your group
Thanks to the recent reform of health insurance, the term "group health plan" is beginning to change in its direction. On a basic level, the health plan of the group refers to a benefit provided by an employer to help cover the costs of medical care for participants and dependents. But there are traditional, evolution and means . modern for group health plans to be structured and administered three methods interesting to compare
health Insurance group: Because the majority of small business employers that offer benefits health using group health insurance policies, this has become the more traditional method of creating a health plan of the group. This type of plan is to work with a health insurance company or a broker to buy a health insurance policy designed to cover all employees.
A common criticism of this approach is the lack of customization. Employers have the annual task of structuring a one-size-fits solution, hoping to meet the needs of the collective group. This can be particularly challenging for companies that employ a range of staff with varied marital and family status.
Self-Insured Health Plan: Usually used by large companies, self-insured health plan allows employers to exploit their own plan instead of buying a policy of insurance of a carrier or a broker. Therefore, there are opportunities for significant cost savings. However, employers who choose to use self-insured plans also take compliance risks and the additional administrative requirements. These planes also generally have the same challenges of a traditional plan group health, in structuring a one-size-fits solution for the collective group
Health Plan defined contribution :. A defined contribution practice health plan the concept of funded employer but the employee had benefits. In this type of plan, employees and shop to buy their own individual health insurance policy. Employers then offer an allowance, or defined contribution to reimburse the employee for the cost of their policy.
To qualify as a group health plan, these plans must also meet specific compliance requirements. But, when administered correctly, defined contribution health plans can provide a high degree of customization and flexibility to the needs of each employee group. Modern option offers a significant cost control for employers. The flexibility and customization offered by these plans also result in greater employee satisfaction and overall savings.
Conclusion
When it comes to attracting and retaining employees, other benefits and incentives pale in comparison to the health benefits. With that in mind, there is more than one way to provide a health benefit to your group. Depending on the size of the group and the dynamic needs, it may be worth considering a modern solution.
What questions do you have about group health plans and defined contribution? Ask us a comment below.
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