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These recommendations will be familiar to those who have used statistical analyses in their HR processes or participated in major HR system changes.

While many management teams emphasize “agile capital allocation,” most get mired in exhaustive analyses built on flawed metrics.

In fact, when separating the study by individual plan types, such as high-deductible health plans (HDHPs), preferred provider organizations (PPOs) or health maintenance organizations (HMOs), EBRI found that the share of out-of-pocket expenditures for patients in those plans have either decreased or remained stable, according to Spiegel.

Companies should also commit a functional or task-level leader’s time to run the program, manage ongoing coordination, and develop and execute feedback loops, though this time commitment may lessen as processes are streamlined and the program shifts from establishment to maintenance, Stewart said.

Often, these are once high performers who’ve slipped into “maintenance mode,” doing just enough to get by.

.; Stage 3: Maturity and Optimization When the program is well-established, incentive compensation for channel managers (and other program support roles) should reward partner relationship optimization and maintenance.

Start with clarity.Diagnostic analyses can allow organizations to understand their current state and what they uniquely need to do to create or maintain a peak performance culture.

Ensure your job descriptions and market analyses are well-documented to support your pay range.

Healthcare analyses are evolving to incorporate social determinants of health, allowing organizations to gain deeper insights into employee trends and needs.

This means not only excluding cross-sectional studies, but also looking beyond the systematic reviews and meta-analyses that do not distinguish findings from predictive studies.