1. OUTSOURCING EMPLOYEE BENEFITS Allison Arunski, Kelsey Hume Max Holl, Kelly Guion, Chad Wolk

2. Host: Alex Trebek Today’s Guests: Allison Hewitt Associates Max Patterson Smith Associates Kelsey Benefit Planning Consultants

4. $100 This is defined as the transfer of some or all administrative and or employee relations tasks currently performed by internal resources to a third party vendor.

6. $200 This is a combination of insourcing and outsourcing in which as third- party vendor provides certain human or technology resources as an extension of the employer’s own resources.

8. $300 These are the three broad categories of programs offered in the marketplace for outsourcing of employee benefits.

10. $400 The Defined Contribution Outsourcing program establishes administrative control over this comprehensive service.

12. $100 Which of these is not an outsourcing employee benefit: Cost Reduction, Focuses on Differentiation, Expert Advice, or Consistency throughout the organization.

14. $200 This benefit of outsourcing allows HR personal to concentrate on other things besides routine benefits administration and puts more emphasis on their long-term strategic human resources needs.

16. $300 This is the result of outsourcing to a large-scale vendor to provide up-to-date technology at a low cost.

18. $400 The legal requirements that can uncover serious compliance problems that result in large financial penalties when a firm is not highly specialized and careful in this subject matter.

20. $100 Outsourcing firm does not provide value and actually increases ______.

22. $200 In-house HR provides exceptional benefits packages and employee perception of these benefits is positive.

24. $300 When employees feel their benefits are not being provided or protected. Employees have feelings of _______.

26. $400 This HR tool has the greatest future potential for benefits services to be kept in-house.

28. $100 These costs include: Staffing, technical support, system costs, incidental costs, legal costs, tax implications, and communication costs.

30. $200 When a company does this, it uses a single vendor to manage all aspects of its HR department.

32. $300 How do we do this? How do we measure each of the options? Are our costs forecasts good? Is the process involved by answering these questions:

34. $400 How long should it take? What are the risks? What should we do internally? Are all questions that should be asked when doing this.

36. $100 Central Location for Employees of outsourced HR departments to voice concerns and receive answers to questions.

38. $200 This is a 24/7 support tool for Employees to manage their benefits without personal assistance.

40. $300 These plans result from communication between clients, outsourcing firms, and insurance providers to put together a complete benefits package.

42. $400 This results in higher productivity, allowing for more time to strategize.

43. TOTALS KELSEY MAXALLISON $1300 $1700 $2000

44. This strategy should be used when a large-sized company is experiencing problems with employee satisfaction of benefits, and are unsure if their benefits package meets legal requirements.

45. KELSEY What is E-HR Technology? $1000

46. MAX What is Selective Outsourcing? $1700

47. ALLISON What is Total-Benefit Outsourcing? $1699

48. JUDGES RULING

49. And the WINNERS is….. ALLISON