PBM 4.0 for primary and secondary hygiene

PBM 4.0 for primary and secondary hygiene

Photo: Publicity/DINO

Since the emergence of the Pharmacy Benefit Program (PBM) in the United States in the 1970s, benefits have been centered on the purchase and sale of drugs. Since this is a commercial relationship, it provides additional advantages for employers, physicians, retail and pharmaceutical industries.

As society evolves and more connected generations such as Millennials and Generation Z emerge, PBM develops and incorporates new services. In addition to guaranteeing discounts for purchasing medicines, the gradual improvement of service levels has led to the emergence of PBM 4.0.

Managing benefits is a task that takes time and effort

In PBM 1.0, management does not exist. Employee registration is bureaucratic and information about the program is lacking. With PBM 2.0, pharmacies expand their employee service network.

Subsequently, PBM 3.0 introduced magnetic cards, a selection of products covered by the program and, in some cases, usage restrictions. Enrolling, creating cards, and defining resources and constraints are tasks that require a lot of attention from HR. The higher the employee turnover rate, the greater the workload.

PBM 4.0 integrates with leading HR programs. Thus, it reduces bureaucracy and the accumulation of documents, automates the control of medical prescriptions and prevents fraud.

More affordable medicines improve employee quality of life

According to the Brazilian Institute of Geography and Statistics (IBGE), health is the fourth largest expenditure in the Brazilian household budget, after housing, food and transportation. For example, spending on medicines accounts for 30% of total spending.

The development of PBMs offers significant drug discounts, facilitates access to disease treatments and reduces the use of more expensive health services.

Over the years, traditional pharmacies have greatly diversified their product offerings, seeking to maximize their results. However, discounts on PBMs continue to be limited to a small selection of prescription drugs.

According to ABIHPEC (Brazilian Association of the Personal Hygiene, Fragrance and Cosmetics Industry), searches for hygiene and personal care products have been increasing since 2013. If personal care for a new generation is part of the concept of health, society in general has suffered from the effects of the pandemic and is starting to pay more attention to its own hygiene.

In PBM 4.0, all operations are carried out through an app where employees can get discounts on the entire product line, i.e. pharmaceuticals (including high cost and manipulation), OTC (OTC pharmaceuticals), medical products, hospitals and hygiene and beautiful.

Discounts across the healthcare category reduce pressure on staff budgets.

Young people seek apps, comfort, utility and accessibility

The new generation creates new working and spending habits. Not only did they drive, but they demanded a change.

If before the pandemic, digital natives preferred to consume products and services online, after covid-19, the number increased by 42%. Regarding online purchases of health products, a survey by fintech iq showed a 38% increase in 2020.

Improving the organizational environment involves adapting the language and benefits offered to the employee’s culture. As the number of millennials and Gen Z grows, many companies are finding it difficult to update their values ​​and plans.

To meet these new demands, workplace health issues must be addressed systematically.

Human resources are increasingly strategic within companies

In this sense, data analysis is an important ally for making decisive decisions, improving the work environment and the success of the company.

Bringing intelligence to data collection is the first step in implementing a data-driven culture in an organization. The second step is to use technology to organize and standardize this information to make it more accessible.

The three main indicators of health in the work environment are: absenteeism; epidemiological technical relationship (NTEP) and accident prevention factors (FAP). However, these indicators alone are not enough.

For Millennials and Gen Z, health, especially mental health, is a concern that drives their actions and life choices. So being healthy is enough reason to switch jobs and find companies with the same values.

For more information: Medical Prices

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