Union Carbide's three tips on managed-health care

Article Abstract:

Danbury, CT-based Union Carbide Corp. turned to managed care to control its soaring health care costs. When its health care spending reached $77 million in 1992, the large chemical firm realized that it had to find a more effective way of managing its health benefits. It adopted managed-care in July 1993 and has saved $18 million since. The company expects to save another $10 million by the end of 1995. The experience taught Union Carbide three important lessons about managed-care administration that it wants to share with other companies. First, the family doctors of employees should be made the primary-care physicians in view of the emotional tie that usually exists between them. Second, the company should make sure that all employees are informed about the managed care program. Finally, management should be prepared for unexpected administrative issues and problems.

Compensation and benefits, Union Carbide Corp.

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Ciba creates an HR strategy for the next century

Article Abstract:

Ciba Additives has embraced a strategic HR program to enhance its competitiveness in the chemical industry. The organization, a division of Ciba USA, plans to succeed in a marketplace constantly changed by social demographics and technological innovations by improving its recruitment, career planning, compensation, training and management-development programs. The organization began restructuring its HR function in the 1980s in an effort to create an empowered workforce. The culture change in Ciba Additives has resulted in a workplace where employees choose to solve problems in groups rather than individually. Aside from team-building, the division's HR strategy promotes increased employee responsibility for their own career development, strengthens empowerment through compensation and seeks to attract the most qualified employees.

Case studies, Human resource management, Ciba U.S.A. Ciba Additives Div.

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Benefit design offers more for less

Article Abstract:

A well-designed benefit plan can help contain healthcare costs without sacrificing the quality of care given to employees and their dependents. Most current benefit plans, however, are designed in such a way that raises claim costs while weakening the quality of healthcare. Benefit plans for psychiatric and chemical dependency (CD) disorders, in particular, drive up costs by encouraging hospital treatment instead of outpatient care. A better approach to psychiatric and CD care would be through the use of a specialized and managed care network. Managed care networks offer considerable benefits, including volume-driven discounts, greater savings, improved cost controls, better integration with medical/surgical network, and enhanced ability to guarantee claims costs and savings.

Methods, Health services administration

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