Case Study Comparisons - Essay Example

Healthcare Plan Introduction Choosing a healthcare plan can at times be tasking given the wide range of insurance plans available to select from. For instance, choosing a HMO plans means one is restricted from seeking health advice from a second source apart from the primary provider. However, it has the advantage of being fast and efficient as little paperwork is involved, hence less expensive (Shilling, 2015). While PPO plans may appear ideal due to their flexibility, the covered individual tends to incur increased copays in the event that one goes outside the primary network.

The paper also analyzes the importance of CDHPs and how they help the insured understand and use information regarding costs as presented by the Institute of Medicine et al (2010) et al. Additionally, it provides in depth analysis of why CDHPs are comparatively cheaper compared to HMO and PPO plans (The Balser Group, 2013). To this end, the paper presents a comparative analysis of the available health insurance plans with an objective of determining the most feasible plan for an individual with no access to any form of federal assistance.

Conclusion Following the above analysis of PPO, HMO and CDHP plans, the benefits of CDHP plan far much outweigh its disadvantages, and offers comparatively better benefits compared to the other plans explored. For instance, the program offers additional and/or supplemental medical benefits to the insured. Further, research show that the program is popular among employees because it offers more design flexibility, and is favored by employers due to its package that allows employers to promote consumerisms and a framework for educating and motivating employees to be active participants concerning their individual health management.

However, it is worth noting that enrolment of CDHP plans still lags behind PPO plan, this is attributed to the fact that PPO plans have high deductibles, thereby yielding immediate lower costs compared to CDHP. However, a point to note is that such an argument is skewed since employee objective is never concerned solely with immediate lower premium costs hence we expect the trend to change in the near future. ReferencesInstitute of Medicine (U.S.), Yong, P. L., Olsen, L. A., McGinnis, J. M., & National Academies Press (U.S.). (2010). Value in health care: Accounting for cost, quality, safety, outcomes, and innovation : workshop summary.

Washington, D.C: National Academies Press.Shilling, D. (2015). Complete guide to human resources and the law. New York: Wolters Kluwer. The Balser Group. (2013). Mandated Benefits: 2014 Compliance Guide. Wolters Kluwer Law and Business.