(2 votes, average: 5 out of 5)
Loading ...10 Problems a PEO can Solve
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1. Time
PEO’s remove non-productive tasks that take away time and resources so you can focus on bottom line activities such as strategic planning, marketing, and customer service. Could you make more money if you had time to work your business? Time is money in business.
2. Cash Flow
PEO’s improve your cash flow by integrating most of your employee cost-centers into a single cost factor; including employer matching FICA, FUTA, SUTA, Work Comp, Administrative Overhead, and employee benefits. Your cash flows in "real-time" right along with your business income.
3. Workers’ Compensation
PEO’s make buying and maintaining work comp easier than ever. No more BIG down payments. No more year-end premium audits. Because your work comp is built into your PEO rate, you pay as you go which frees up more dollars for company growth.
4. Employee Benefits
Most PEO’s have many "turnkey" benefit plans in place for your employees. Imagine instantly adding a 401(k) plan, a Section 125, Group Health, Vision, Dental and Life, and other valuable benefits to your business without spending a fortune. Best of all, the PEO’s manage the programs, payroll deductions, and benefit records, making employee benefits easier than ever to provide and manage.
5. Government Compliance
PEO’s simplify all the rules and regulations associated with employing people. They can assist you in complying with all federal, state, and local laws and statutes. PEO’s provide you with legally required employee forms and paperwork. They even maintain and store your employee files.
6. Human Resources
7. Operating Leverage
8. Employee Turnover
9. Risk Management
10. Payroll & Taxes
Posted November 6th, 2009 by Jessica Spinks - Posted in Benefits, Customer Service, Health, Human Resources, Immigration, Performance Reviews, Productivity, Recruiting, Wages, Workers' Comp | | 0 Comments
(1 votes, average: 5 out of 5) Loading ...Bring the Best Out in Employees by Showing You Care
An article I ran into at BusinessWeek.com talks about when employees know they are being cared about, they will in turn step up their efforts around the office. Also, it says to be careful not to neglect a valued employee because they can probably go elsewhere and make the same amount of money, if not more, doing something similar or more compelling.
With that said, you must be thinking, “what can I do to make sure my employees aren’t going to leave me? You are in luck. Another section of the article gave a list of suggestions for managing the type of valued employees that fit the about criteria? Rank-order each of your direct reports in terms of his contribution to your customers and your company.
• Ask yourself, "How many of these people could leave our company and get another job—with a pay raise—in three months?"
• Make sure you express your sincere appreciation for the contribution these great people are making to your company.
• Make peace with the fact that you need them more than they need you.
• Ask each of them, "What can your manager do to create an environment where this is a great place for you to work?"
• Don't focus on what you cannot change. Focus on what you can change. Let's say you can't give them a raise. Accentuate the things you can give them: recognition, educational opportunities, the chance to work with a wider range of people, both within the company and outside of it.
• Listen to their ideas, and do whatever you can to keep them coming to work with you.
• Treat them as a great human services leader would treat valued volunteers.
Posted April 18th, 2008 by admin - Posted in Human Resources, Performance Reviews, Productivity, Recruiting | | 1 Comments
(1 votes, average: 5 out of 5) Loading ...The Rules of Criticizing Others
The ability to give and receive criticism is an art that few have mastered. If you can, you will have a leg up on managing your employees.
A line from BusinessWeek.com points out some ground rules to go over before you criticize someone.
When you want to criticize someone:
1. Begin by finding something you like or appreciate about the person you’re about to criticize. This is not only fair, but will also make the person more likely to be receptive to what you have to say.
2. Focus on what that person has said or done, not on him or her personally. Only the former is relevant and likely to be acknowledged.
3. Conclude by affirming your faith that the other person will consider what you have to say. This is both a respectful way to wrap up the criticism and the best way to ensure that your remarks will be given their due.
Living by these rules, before you attack someone, will make you a more respected manager/co-worker with everyone involved in the situation. Also, it will allow more communication to pass through one another. Next time you have a beef to pick with someone…remember the rules.
Posted April 4th, 2008 by admin - Posted in Customer Service, Human Resources, Performance Reviews, Productivity | | 0 Comments
(3 votes, average: 5 out of 5) Loading ...Launch a Wellness Program for Your Employees
Creating a wellness program for your company can mean more than just getting in shape. It can mean a whole new lifestyle for all your employees. When you are feeling healthy, you are more energetic and motivated to face each day. Who wouldn't what all their employees to feel great and perform at their best?
In an article from Business Week, "Some companies hand out small cash bonuses or gift certificates for reaching predetermined milestones. Others offer discounted insurance premiums. Still others make it a “team thing” and set up competitions between departments. "
By making heath exciting, everyone will want to join in and be a part of the new family. Make it a priority in your company and watch the benefits exude from your employees.
Posted March 14th, 2008 by admin - Posted in Benefits, Health, Human Resources, Performance Reviews, Productivity, Recruiting, Workers' Comp | | 3 Comments
(2 votes, average: 5 out of 5) Loading ...Who Do You Have Winning It All?
Its coming up on March Madness time. For all you college basketball fans, the most exciting time of the year is right around the corner. To make it even more exciting, what do you do? Start up the company office pool! A little gambling should help spice it up just enough to make it interesting to even the uninterested.
In the article from the Business Journal is a survey relating to productivity and March Madness. An interesting stat that I couldn't believe was, "Very few employers offer guidance in their policies regarding office pools, even though it may mean taking a hit in terms of productivity, Spherion officials said."
Maybe its time to update the employee handbook and put some guidelines or rules in on office pools, or maybe its just time to enjoy March Madness!
Posted March 7th, 2008 by admin - Posted in Human Resources, Performance Reviews, Productivity | | 1 Comments
(2 votes, average: 4.5 out of 5) Loading ...Is Your Place to Work, Great?
Having open communication is a key to avoiding organizational or interpersonal problems at work. What can you do shen there is silence among some employees? Are your employees just not speaking up or is it just in thier personality not to?
Here are a few ways to create a work environment with a commitment to open communication and how to break the silence. (Creating a Great Place to Work from Business Week)
Spend the day out of the office: Meet with employees in their own departments. Actually take the time to see your workers in their element rather than yours.
Have an employee orientation: New employees should have an extensive training and "getting to know you" period. Have a strict plan in place to make them feel welcomed.
Company wide meetings: This way everyone is in the same place hearing the same thing. Everyone is then on the same page.
Keep open lines of varying communication: Have multiple ways for your employees to communicate to their managers and bosses. Some personality types like face to face conversations while others express themselves better in writing.
Posted February 15th, 2008 by admin - Posted in Customer Service, Human Resources, Other, Performance Reviews, Productivity, Recruiting | | 0 Comments
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