Cooper-Pearson Case
Linford Grant
Professor Vernice Johnson-Warren
HSM 546
July 21, 2013
Problem Identification:
Cooper-Pearson is losing employees, to its competitor, Always on the Ball Sports Marketing Company because it cannot provide a sufficient affordable medical insurance for its employees.
Cooper-Pearson must find a resolution to this problem if it intends to remain competitive in the sports marketing industry.
In a highly competitive industry such as sports goods, owners are resourceful in maintain an edge in the market place by having the best people to make decisions that determine the success of their company. However, in this industry, it is not without problems of finding and keeping such talent, but more of a financial control issue and …show more content…
The insurance company will then pay the set amount of the cost. This program is referred to as a fee for service plans.
Participants must pay a yearly deductible before the health insurance company pays on the participants claims. When the deductible has been paid, the insurance company will begin to pay the set required amount or rate known as the usual, customary and reasonable rate.
Situation Analysis:
An affordable healthcare plan is needed that works for both employees and employer if Cooper-Pearson intends to retain quality talent in its workforce.
At the same time, Mr. Donovan has to be realistic when it comes to providing real time healthcare coverage, that is in step with inflation and possible healthcare needs of his employees.
There are alternatives in finding the right program that will fit the requirements of healthcare coverage for Cooper –Pearson.
The company can show that it is willing to be flexible in finding a healthcare plan that is best suited to the size and needs of the company. …show more content…
It is cost effective for both employer and employee, as the requirements are more flexible than a HMO plan. PPOs offer more options than HMOs, yes, there are contingencies that must be followed, but it is for less restrictive to have as part of the benefits pack offered to existing and potential employees. It is my understanding that this will be the best option that can work for Cooper-Pearson, as it will give a better incentive for that thing of leaving for better options available to them at Always on the Ball Sports Marketing Company
Here are something’s Cooper-Pearson might want to consider as part of the solution to its benefits package dilemma, the Importance of Quality-Management Indicators in Managed-Care Program. 1. Type of coverage
Depending on the needs of the employees and the company, it is important that the type of coverage match those with respect to what the company considers fair compensation as coverage. 2. Cost and out of pocket expense
In keeping step with the rate of inflation, cost and out of pocket expense are some two of the biggest problems in health care coverage for companies looking to find a ways in offering healthcare benefits package that will cover employees and their families. This can be done without the need of cutting other company funded programs while maintaining operational
Professor Vernice Johnson-Warren
HSM 546
July 21, 2013
Problem Identification:
Cooper-Pearson is losing employees, to its competitor, Always on the Ball Sports Marketing Company because it cannot provide a sufficient affordable medical insurance for its employees.
Cooper-Pearson must find a resolution to this problem if it intends to remain competitive in the sports marketing industry.
In a highly competitive industry such as sports goods, owners are resourceful in maintain an edge in the market place by having the best people to make decisions that determine the success of their company. However, in this industry, it is not without problems of finding and keeping such talent, but more of a financial control issue and …show more content…
The insurance company will then pay the set amount of the cost. This program is referred to as a fee for service plans.
Participants must pay a yearly deductible before the health insurance company pays on the participants claims. When the deductible has been paid, the insurance company will begin to pay the set required amount or rate known as the usual, customary and reasonable rate.
Situation Analysis:
An affordable healthcare plan is needed that works for both employees and employer if Cooper-Pearson intends to retain quality talent in its workforce.
At the same time, Mr. Donovan has to be realistic when it comes to providing real time healthcare coverage, that is in step with inflation and possible healthcare needs of his employees.
There are alternatives in finding the right program that will fit the requirements of healthcare coverage for Cooper –Pearson.
The company can show that it is willing to be flexible in finding a healthcare plan that is best suited to the size and needs of the company. …show more content…
It is cost effective for both employer and employee, as the requirements are more flexible than a HMO plan. PPOs offer more options than HMOs, yes, there are contingencies that must be followed, but it is for less restrictive to have as part of the benefits pack offered to existing and potential employees. It is my understanding that this will be the best option that can work for Cooper-Pearson, as it will give a better incentive for that thing of leaving for better options available to them at Always on the Ball Sports Marketing Company
Here are something’s Cooper-Pearson might want to consider as part of the solution to its benefits package dilemma, the Importance of Quality-Management Indicators in Managed-Care Program. 1. Type of coverage
Depending on the needs of the employees and the company, it is important that the type of coverage match those with respect to what the company considers fair compensation as coverage. 2. Cost and out of pocket expense
In keeping step with the rate of inflation, cost and out of pocket expense are some two of the biggest problems in health care coverage for companies looking to find a ways in offering healthcare benefits package that will cover employees and their families. This can be done without the need of cutting other company funded programs while maintaining operational