Whether housed in an app, a website or a licensed software solution, cost comparison tools generate cost estimates for in- and out-of-network providers based on their location. They often show the costs of common related services too, helping users secure a more comprehensive view of what they can expect to pay out-of-pocket, or what will be covered by their employer-sponsored plan.

To ensure cost comparison technology is being put to its best use, HR leaders should incorporate human touchpoints throughout the employee user experience – whether that's through one-on-one and group training sessions, or building a support feature into the technology for phone or instant message support options. People tend to prefer working with real people when it comes to their personal or their family members' health information, so remember to keep the "human" touch in human resources.

Interactive Summary Plan Descriptions (SPDs)

What was once the source of much undue stress, Summary Plan Descriptions (SPDs) are another aspect of employee benefits administration being improved upon by technology. Time and resource-strapped HR departments were challenged to create or update dozens (or for large companies, hundreds) of different SPDs year after year. By converting these documents into digital, Internet-accessible forms, employers cut out most of the manual time they might have spent preparing this information, while gaining unique measurement capabilities that help them tailor benefits education and engagement methods along the way.

Electronic SPDs analyze employee engagement by tracking sections that employees visit most, or the hyperlinks most often opened. In doing so, they uncover where employees may have knowledge gaps about their benefit options, and help employers create personalized communication plans and materials for their workforces. Employers are also augmenting their digital SPDs with embedded videos and voice guides – all means of ensuring employees understand and have access to information they need about their health plans.

Telemedicine

More than one-third of large employers offer telemedicine services today in the states that allow it. That figure stands to increase as more legislators come around to the fact that telemedicine has improved and earned its place in today's health care system. Used as both a cost-prevention tool and means of ensuring benefits utilization, more employers are offering telemedicine to guide employees away from unnecessary health care services, and toward better options covered by their insurance.

Some of the most common and expensive medical missteps are avoidable emergency room and urgent care visits. If an individual is contemplating whether to visit the ER for non-serious injury, a qualified medical expert consulted through their employer's telemedicine service would refer them to an in-network doctor that is covered. Especially as employees look for more support from their employers in improving overall health and well-being, services like telemedicine will be ones that employees value for round-the-clock access to expert medical opinions.

There's little doubt that technology will continue having a transformative effect on health care and HR in 2018. While HR leaders stand watch to see which tools will have real staying power and create sustainable benefits in their organizations, one thing's for certain; new tech initiatives that begin with a smart strategy and measurable goals are those best poised for success in the years ahead.