When employers decide that they don't have the resources or time to contract a benefits management specialist, their decision might force them to accept certain organizational weaknesses. They may be able to overcome these weak spots, but there will be significant challenges presented to them going forward.
Dealing with vendors
A benefits consultant brings with her experience that comes from dealing with many different insurance and benefits vendors over the years. This allows for some useful comparisons that can end up saving a company quite a lot of money. Without this expertise, employers have no middle man through whom to interact with insurance carriers.
Poor HRMS
A human resources management system (HRMS) is an important tool for producing employee benefits and organizing the components of an insurance plan. However, HR departments that go it alone won't have the training to use these systems or the knowledge to choose the best from a number of different software vendors.
Unwanted growth
If a human resources department becomes unable to deal with all of the work necessary to manage benefits and health insurance plans, one unsettling option is to expand the size of that department. Added payroll and increased staff are a large budgetary drain that would be unnecessary when working with a benefits consultant.
