This Paper Should Be A Minimum Of 6 Pages Typed And Double S

This Paper Should Be A Minimum Of 6 Pages Typed And Double Spaced But

Locate 3-4 articles on recent health care reform Act by President Obama & the proposed changes to the Health care act by President Trump. These articles should be obtained from journals in the library. They can also be reference articles online.

Summarize the articles clearly in your paper. Using these articles, discuss the issue with the health care crisis and your understanding of health care reform. Discuss what impact you feel the new health care guidelines may have on an HR department. Will this cost the company more money? Will it act as a bigger motivating factor for employees? Discuss the possible impact of health care reform on salaries and benefits that companies are able to offer their employees.

Suggestions for sections/ headings: I. Introduction This section can include an overview of the health care reform. II. Articles on Health Care Reform This section can discuss the 3-4 articles that you are using. Be sure to include a summary of each article with clear headings. III. Your understanding of what the Health Care Reform Act entails This section should discuss your understanding of the health care reform. IV. How will the health care reform impact HR? This is an opinion section. You will need to discuss how the health care reform under Obamacare and the new proposed changes will impact HR in terms of how many people a company can hire, potential salaries and benefits. V. Conclusion Please use the above headings to structure your paper.

Paper For Above instruction

The American healthcare system has been a topic of national debate for decades, with continuous reforms aimed at expanding access, reducing costs, and improving quality of care. The recent legislative changes under the administrations of President Barack Obama and President Donald Trump exemplify contrasting approaches to healthcare reform, each with profound implications for various stakeholders, including human resources (HR) departments and businesses at large. This paper explores recent articles on healthcare reform, analyzes the core elements of these legislative efforts, and discusses their potential impacts on HR practices, employee motivation, and overall company finances.

Articles on Health Care Reform

Obama-era Healthcare Act and Its Implementation

One pivotal article by Blumenthal and Collins (2014) delves into the passage and implementation of the Affordable Care Act (ACA), often called Obamacare. The authors emphasize the ACA's primary goal to decrease the uninsured rate through Medicaid expansion and the creation of health insurance exchanges. The article highlights that, by 2014, millions of Americans gained coverage, yet the legislation faced opposition over concerns related to increased government involvement, rising premiums, and the potential for employers to reduce workforce hours to avoid mandates.

Trump’s Proposed Changes to Healthcare Legislation

In contrast, a recent analysis by Aldridge (2018) discusses President Trump's efforts to modify or dismantle aspects of the ACA through executive orders and legislative proposals. The article notes that proposals aimed to loosen regulations, such as removing the individual mandate penalty and expanding short-term health plans, seeking to decrease premiums and increase consumer choice. However, critics argue that these changes could undermine coverage expansion, especially for vulnerable populations, and may shift costs to employers and employees.

Impact Assessments and Policy Debates

A third article by Carlin (2020) evaluates the ongoing debate on healthcare reform, including proposals for a “public option” and possible transition toward a single-payer system. The author underscores the complexities of reforming an intricate healthcare system and emphasizes that legislative uncertainty continues to influence employer decisions regarding employee benefits and hiring strategies.

Your understanding of what the Health Care Reform Act entails

The Affordable Care Act fundamentally aimed to extend health insurance coverage to the uninsured, improve healthcare quality, and control costs. It introduced mandates for individual coverage, expanded Medicaid eligibility, and imposed employer responsibilities. Under Obama’s reform, employers with 50 or more employees faced the requirement to provide health insurance or pay penalties, incentivizing workforce health coverage. Conversely, proposed Trump-era reforms sought to reduce federal regulations, promote consumer-driven plans, and lessen the regulatory burden on employers and insurers. These changes reflected different philosophies—one focusing on broad coverage expansion, the other emphasizing market flexibility and individual choice.

How will the health care reform impact HR?

From an HR perspective, healthcare reforms significantly influence hiring practices, employee benefits, and overall workforce management. Under Obamacare, companies with more than 50 employees were compelled to provide health coverage, increasing costs and administrative burdens. This often led to strategies like hiring part-time workers to avoid mandates or shifting employment structures. The reform also aimed to improve employee morale and productivity by enhancing health benefits.

Trump’s proposed reforms, aiming to reduce regulation and promote alternative coverage options, could affect HR policies by potentially decreasing employer-provided benefits. If premiums decline for some, companies might re-evaluate their benefit offerings, possibly reducing costs. However, there is concern that reduced coverage options could lead to disparities in employee health and satisfaction. Additionally, the cost of health benefits remains a significant portion of total compensation; thus, policy shifts impacting health coverage could influence payroll budgets.

In terms of motivation, comprehensive health benefits are tied to job satisfaction. The reforms’ influence on benefit packages could either enhance or diminish employee motivation depending on coverage quality and affordability. Moreover, uncertainty surrounding future policies may encourage organizations to be cautious with employment levels or benefits offerings.

Concerning salaries, any shifts in healthcare policy may influence salary negotiations. Reduced employer healthcare costs could translate into higher cash wages or other benefits, while increased costs might result in restrained salary growth or benefits cuts in specific contexts. Ultimately, the impact hinges on how policies shape health insurance costs and employer obligations.

Conclusion

Healthcare reform remains a critical issue shaping the landscape of employment, benefits, and organizational strategies. The contrasting approaches of President Obama’s ACA and President Trump’s proposals illustrate different visions—one emphasizing broad coverage and protection, the other prioritizing market-driven solutions. For HR departments, these changes influence hiring practices, benefits administration, and employee motivation. While reform may reduce certain expenses, it also introduces uncertainties that require strategic planning. Policymakers must balance healthcare accessibility, affordability, and economic growth, recognizing their profound influence on the workforce and overall business environment.

References

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