Corporate HR/Benefit Manager

Information concerning how our work-products might be of interest to a Corporate HR/Benefit Manager is given below.

Interest in Work-Products

The Corporate HR/Benefit Manager might have either a general or a specific interest in Work-Products.

General Interest

In recent years, there has been a sharp increase in the number of U. S. corporations with a staff actuary. There are a number of reasons for this increase: (a) actuaries have formalized and memorialized risk as an actuarial speciality thereby increasing their utility to the larger employers,  (b) mathematical model-building has become a common business practice which generally is one needing, or usefully employing, actuarial expertise, (c) cybernetics is having the most profound effect on business practices and a high percent of actuaries are adept thereat and
(d) the phenomenon of globalization have resulted in business practices of there countries (which regularly have staff actuaries) to influence the practices of the U. S.
Actuarial Work-Products permits the majority of employers, with the resources of having it own actuarial staff, permits such employers to use structured Work-Products to enjoy most of the advantages of having its own staff actuary with the upkeep or responsibility thereof. Usually, the employer will use Work-Products not to disrupt present relationships but rather as a means to achieve these goals; (a) use present services more effectively, (b) use Work-Products as an audit or a check/balance or as a second opinion,  (c) use Work-Products to research, by means of the available models, many issues before sending the final work specifications to the present actuary to implement or process and (d) use Work-Products as a new, valuable, readily available and inexpensive font of knowledge and experience.

Special Interest

Presuming that the interest of the Corporate HR/Benefit Manager excluded the financial aspects of the plan (funding, reserves, risk pool issues, e.g.) the menu offers the following
Work-Products which will likely be of direct and significant interest to such person:
(a) Monte Carlo simulation which yield the economic value of plan benefits and managed care arrangement, (b) Medicare Part D analyses (subsidy feasibility and creditable coverage attestations), (c) consumer driven health care (HRA and HAS) and the revalued risk pools resulting therefrom, (c) alternatives to FASB 106 and GASB 43/45, (d) dealing with discriminatory benefits or the self-employed (typically the independent contractor),
(e) COBRA premiums from the Annual Actuarial Report, (f) new products and services
(self-funded LTD, e.g.) and (g) miscellaneous issues (age-gender-geographic-graded
Participant contributions).


The Corporate HR/Benefit Manager might be a member of any of the following HR/benefit-related associations:

          Self-Insurance Institute of America
          International Foundation of Employee Benefit Plans
          America’s Health Insurance Plans
          Council on Employee Benefits
          RISA Industry Committee
          International Employee Benefit Institute
          Employee Benefits Research Institute
          WEB-Worldwide Employee Benefit Network.


Other than Association-sponsored journals, the HR/Benefit Manager might subscribe to any of these Journals:

          To Be Added


Periodicals that accept advertising and that might be subscribed to by the Corporate
HR/Benefit Manager include the following:

          National Underwriter
          Business Insurance
          Best Review(s)
          Rough Notes
          Risk and Insurance
          Risk Management
          HR Management
         HR Magazine.