今天有无数的在线员工福利注册系统。While each is designed to make everyone’s lives easier — employees, employers, insurance carriers, payroll providers andbenefits advisorsalike, some don't quite live up to the hype.
While the initial transition from paper enrollment to any one of these online enrollment systems typically yields tremendous upside from an efficiency, speed and data integrity perspective, it's highly unusual for an enrollment system to be fully optimized for peak performance at first launch.
Tweaking and perfecting the system in the quest to maximize performance and outcomes should be an ongoing activity within your organization. Most agree that the goal of optimizing these systems is to make them aseasy and intuitive as possible for your employees to use, while also guiding educated, informed and appropriate employee benefit decisions for your workforce.
Much of what’s considered “best practice” in online benefits enrollment has been adopted from best practices in eCommerce. After all, enrolling in benefits these days isn't that far off from purchasing something off Amazon, comparing cars at AutoTrader, or configuring a laptop at Dell.
虽然“nudge理论”在Richard Thaler获得了诺贝尔经济学奖，the concept is quite simple. It’s a subtle policy shift that encourages people to make decisions that are in their broad self-interest.
实践，它只是使用“选择退出”作为某些福利选择的默认选项。这要求某人积极取消选择。未能这样做导致在该福利中的自动注册。努力的一个很好的例子是pre-selecting a 3% contribution into an employee's 401(k) vs. leaving the field blank. This simple change will have a massive impact on 401(k) participation.