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IT Challenges Executives Will Face In Coming Years

IT challenges need to be at the top of the list of questions for companies to address in the coming years. According to the 2017 Gartner Symposium of CIO and Senior IT Executives worldwide, the information technology challenges coming in the next several years will take your breath away. Ranging from profound website modifications to AI-driven fake content, the IT challenges will demand precision and effort if your company is going to avoid being potentially hurt by such rapid-fire changes. However, if you know what is coming in advance and you take the proper steps, then a danger quickly can become an opportunity.

Total HR Access Expertise for IT Challenges

it challenges

IT Challenges in 2018 and Beyond

Although HR managers can help with such IT challenges by pointing your company in the right direction, Total HR Management does not pretend to possess an expertise that is not a part of our traditional HR services wheelhouse. As a professional employer organization (PEO), we focus on doing what we do best. Instead of taking on the IT advances on our own, by working with the very best technology consultants and gaining insight into future advances in that arena, we help our client companies address such issues. We provide access to both valuable experience and proven expertise by working with top consultants. After all, when it comes to technology, everyone can have an opinion, but only a true expert can offer an ongoing solution.

The IT challenges that will need to be faced by executives in the next five years include the following as presented below. By focusing on the top three IT challenges, Total HR offers our client companies a taste of what is to come. As you will see, a fascinating aspect of these changes is how they already have begun to affect our society as a whole on the levels of media, culture, and entertainment. In a sense, all three areas are quickly merging.

Three IT Challenges In The Next Five Years

1) Mobile Optimization For Voice Searches

Although mobile website modification has been the focus of recent years, Gartner has found that websites now need to be ready for voice-based search queries. Voice-based search queries are the fastest growing mobile search type. Voice search will continue to accelerate its pace of adoption, and your website needs to be ready. Both mobile browser- and mobile app-based transactions will continue to grow in 2018, but voice search will transcend all other traditional mobile searches. Indeed, voice searches are expected to become normative.

Over the next two years, Apple, Facebook, Google and Microsoft will continue to expand the capabilities of voice-search technologies. By 2021, your business will need to have redesigned your website to support voice-search. If you manage to accomplish this goal, it is estimated you will be able to increase digital commerce revenue by 30%.

2) AI Generating False Information and Fake News

Gartner warns that while AI is proving to be able to generate useful new information, it is just as effective at distorting data to create false information as well. The problem with detecting such fake news is that AI and machine learning systems today can categorize the content of images faster and more consistently accurate than humans. Fake news and counterfeit reality will become a problem for companies in 2018 and beyond. In 2018, there will be a 10-fold increase in commercial projects to detect fake news and false data according to the Gartner predictions study.

By 2020, AI-driven creation of “counterfeit reality,” or fake content, will outpace AI’s ability to detect it. By 2022, most people in mature economies will consume more false information than true information. Given such changes, your company needs to be ready to address any fake news affecting your industry as a whole or your company in specific.

3) Artificial Intelligence Affecting the Job Market

Everyone is worried about the rise in artificial intelligence stealing jobs and putting people out of work. Although AI will remove the necessity for certain jobs, it will create other jobs at the same pace. In 2020, AI will become a positive net job motivator, creating 2.3 million jobs while eliminating only 1.8 million jobs. By 2021 Gartner predicts, AI augmentation will generate $2.9 trillion in business value and recover 6.2 billion hours of worker productivity.

Yes, those numbers are overwhelming, and they will affect your business. What’s important is to understand how artificial intelligence will affect the macrocosm of your industry as well as the microcosm of your business. After all, if your competitors are using AI to get ahead, you need to take advantage of this opportunity as well. Ask yourself a simple, yet direct question: How is AI going to affect my business model and what can I do to make sure that the net result of such updates and technological transformations are positive for my company?

Total HR Management Can Help

Remember that the Chinese character for crisis also means opportunity. Often what appears like a crisis, in the beginning, turns out to be an opportunity in the end. The difference between your company being in danger and you company becoming more successful are the actions taken to address these changes. The IT challenges are coming whether you like it or not. Total HR wants to help your company address those challenges in advance before they become a problem in the future.

To learn more about what we can do to help you with the coming IT challenges, please contact Total HR Management by calling (800) 975-5128 today. Our HR managers are here to help your company succeed.

 

No Legal Advice Intended: This blog includes information about legal issues and legal questions.  Such materials are for informational purposes only and may not reflect the most current legal developments.  These informational materials are not intended, and should not be taken, as legal advice on any particular set of facts or circumstances. You must not rely on the information on this website as an alternative to legal advice from your attorney or other professional legal services provider.

 

Top HR Trends for 2018 (Part 3)

The top HR trends in any given year are important to follow. In 2018, the top HR trends will have a resonant effect on companies across the nation. As technology advances and management options expand, you need to keep your company one-step ahead of the curve. In response to this need, Total HR Management offers this comprehensive list of the latest HR trends that are going to play a role in the coming. Our awareness of these top HR trends helps us to provide better service for our clients, staying a step ahead of the competition. As always, our goal as a professional employer organization (PEO) is to provide our client companies with HR services that are both useful and affordable.

top hr trends

Top HR Trends of 2018 in your Hand

Part 3 of this three-part article closes out the list of top HR trends by focusing on supporting and optimizing the employee experience at your company. Beyond recruiting and selecting the best talent in your industry, the following top HR trends will help you make your employees more valuable by improving their understanding of your business and improving their skill sets. By examining each of the top HR trends, we want to help our client companies develop an awareness of what could be coming down the line. After all, each of these changes can help a company continue to succeed moving forward.

Twelve 2018 HR Trends (9-12)

9) Shaping And Optimizing The Employee Experience

Technological advances in human resources management have provided the ability to track employees. Thus, HR managers can now figure out which internal strategies are working and which are not. Human resources in a company are about building an internal brand for your business that attracts and keeps the best employees. Rather than having to choose between the building of employee relationships and getting all the paperwork done, AI technologies can allow for both. Faster technological applications now allow for a more streamlined employee experience that can be shaped and optimized. Human Resources providers build internally conducive atmospheres for employees by bringing people and processes together.

10) Continuous Feedback Loop = Employee Growth

Annual reviews are quickly becoming a relic of the past. 43% of highly engaged employees receive feedback at least twice a week. Ongoing corrective feedback has proven to be more constructive than any form of feedback. Without direction, employees often get lost in minutiae. By allowing managers to use new technologies to keep track of employee productivity and processes, companies can increase the bottom line.  Regular and constructive feedback based on performance has been shown in research studies to be effective. HR providers can use analytical tools to help achieve optimum performance from every employee in an organization. Research also has also shown that employees prefer on-the-spot feedback, as long as it is constructive, over formal yearly reviews. In 2018, this trend that highlights ongoing feedback will continue to be adopted by companies in many industries.

11) Taking Advantage of Online Education and Learning Software

Like ongoing feedback, ongoing learning is a key HR trend in the ongoing optimization of the employee experience. Online educational resources and digital training through learning management software (LMS) give HR the ability to measure employee productivity by garnishing concrete data. LMS software widely used across multiple industries include SkyPrep and SkillPort. For example, SkillPort offers a full learning experience as a stand-alone learning platform, but it also can be easily integrated into existing business and IT systems. Such flexibility takes online education to the next level by merging what your business needs with the latest educational and training delivery tools.

12) Greater Focus on Technology Skills Development

Closely related to the previous trend, there will continue to be a greater focus in 2018 on technology skills development. Professional development technologies can be employed through company intranets, fostering transparent forums that connect employees and foster educational collaboration. In other words, you don’t have to leave your cubicle to receive training from someone on another floor. Instead, such training can be done online effectively without draining resources or wasting time. HR can use these tools to help every employee raise their level and maintain a comfort zone with the company’s latest technological platform.

2018 HR Trends = The Future Success of Your Company

By knowing 2018 HR trends, particularly about technology and how it can optimize the employee experience, you can help to ensure future success. Total HR Management is happy to support you in that process. Take the first step to keep up with the competition by calling (800) 975-5128. Allow us to help you succeed in a manner you envision.

 

No Legal Advice Intended: This blog includes information about legal issues and legal questions.  Such materials are for informational purposes only and may not reflect the most current legal developments.  These informational materials are not intended, and should not be taken, as legal advice on any particular set of facts or circumstances. You must not rely on the information on this website as an alternative to legal advice from your attorney

 

Twelve 2018 HR Trends To Help Your Company (Part 2)

In part one of this three-part article, the first four essential 2018 HR trends were detailed. Such trends are important to follow and potentially implement to ensure the ongoing health of your company. Every year, Total HR Management provides a year-end list of HR trends for the coming year. Beyond helping us provide quality service for our company clients, being aware of the 2018 HR trends helps us to stay a step ahead of the competition. As always, our goal as a professional employer organization (PEO) is to deliver needed services that are both useful and affordable for our client companies.

Given the rise in new technologies and the accelerated pace of the 21st-century economy, the single article of past years is being divided this year into three parts. In this second part, we examine four more 2018 HR trends. Since these trends are multi-dimensional and cover a wide range of human resources optimization, employee administration, and workplace management, they can help broaden your awareness of the current business climate. Moreover, such 2018 HR trends might also include updates that are just what your company needs to continue to succeed.

Twelve 2018 HR Trends (5-8)

5) A Blended Workforce Beyond Full-Time Employees

2018 hr trends

2018 HR Trends = Sustainable Success

A blended workforce is a workforce that is not limited to and defined by only full-time employees. A recent survey by Fieldglass Vendor Management Systems revealed that on the average, a company’s workforce in the United States is made up of 54% of full-time employees, 20% of freelancers, interns or contractors, and 26% of part-timers or remote workers. As a result, a blended workforce beyond just full-time employees is one of the most important of the 2018 HR trends. Given the healthcare challenges of the Affordable Care Act, the use of freelancers and part-time employees is growing in prominence.

Beyond freelancers and part-time workers, consultants and contractors are becoming more and more common. Such a trend is referred to as a gig economy. Gig workers are now being blended into what was once seen as the traditional full-time workforce. Given the needs of new technologies and silos of expertise, job positions are becoming more flexible and even dynamic.

What once was covered by a single full-time job now often demands several kinds of diverse expertise beyond a single employee. Beyond the gig economy, such job demands can help employees access training and education opportunities to help them meet new job requirements and responsibilities.

6) Recruitment and Selection Becomes More Scientific

Given the informational opportunities provided by data science and new collection methods, the traditional interview process is undergoing serious revision. The new techniques offer the rare combination of making the recruitment and selection process both more candidate-friendly and more predictive as well. As seen in the previous article, recruitment chatbots use video interviewing to weed out candidates that don’t match with the specific needs of your company. Artificial intelligence helps to speed up and optimize the recruitment and selection process.

With new technologies, the headhunting of passive candidates has become more precise. Your team no longer has to sift through countless resumes on a career website. Social media has made getting in touch with candidates easier than ever before. Moreover, talent pools can now be identified by searching hashtags and employing other online research methods. By engaging passive candidates, your company can learn what they want and if they are a right fit for a specific position. Total HR Management has found that a more scientific approach to recruitment and selection makes this process that much easier.

7) Access Top Talent By Offering Unique Benefits

Many top companies from Google on down the line have found that offering unique benefits can attract top talent. For example, Americans spend over $60 billion on their pets each year. By offering pet insurance, you can become a magnet for the many pet lovers in your industry. Another example is connecting wellness to benefits administration. As discussed in the previous article, by offering wellness benefits both in and out of the office, you show an employee that you value their greater health goals.

Finally, figure out what unique benefits your company can offer its employees given your industry reach and ownership stakes. Of course, bigger companies can offer more, but you’d be surprised what will turn up if you are willing to look. You can follow the examples of bigger companies like employees of Quicken Loans getting free access to events happening at the Quicken Loans Arena in Cleveland. Moreover, smaller companies like Los Angeles-based Konnect PR attract top talent by offering financial assistance for employee classes and other educational interests.

8) Employing a Consumer Experience Mindset for Staffing

A significant staffing 2018 HR trend is taking a customer experience mindset approach to the recruitment and selection process. How can your company mirror the best experiences that employees have had in previous organizations? What do your current employees like and dislike? Are you using that information to optimize the employee experience and take it to the next level of excellence? A major way to tune into the consumer experience mindset of potential employees is through social media. Never before have employers been able to access such valuable data about the likes and dislikes of potential employees.

Although social media should not be used to make hiring decisions, it can be used to improve workplace conditions. Also, social media use needs to be carefully documented with a clear policy worked out in advance. Total HR can help with such a policy.

2018 HR Trends = The Future Success of Your Company

By knowing 2018 HR trends, you can ensure that your company continues on the right course. In the third part of this article, we will examine the next four 2018 HR trends. However, you can help your company today. Take the first step and call (800) 975-5128. Our goal for your company is sustainable success that both works and makes financial sense.

 

No Legal Advice Intended: This blog includes information about legal issues and legal questions.  Such materials are for informational purposes only and may not reflect the most current legal developments.  These informational materials are not intended, and should not be taken, as legal advice on any particular set of facts or circumstances. You must not rely on the information on this website as an alternative to legal advice from your attorney

 

Twelve 2018 HR Trends To Help Your Company (Part 1)

2018 HR trends are important to follow and potentially implement to ensure the ongoing health of your company. Every year, Total HR Management provides a year-end list of the percolating HR trends that are about to finish brewing and are almost ready to be served as a wake-up call. Beyond helping us to continue to provide quality service for our company clients, being aware of the 2018 HR trends helps us to stay a step ahead of the competition. As always, our goal as a professional employer organization (PEO) and human resources outsourcing provider is to offer needed services that are both useful and affordable.

2018 hr trends

2018 HR Trends

Since the rise in new technologies and the ongoing evolution of business models in the 21st century economy have accelerated the pace of change, the single article of past years is being divided this year into three parts. The 2018 HR trends that are now on the near horizon are multi-dimensional and cover a wide range of human resources optimization, employee administration, and business management. Through a quick look at each of these trends, we want to let our client companies develop an awareness of what could be coming down the line. Moreover, such trends might also strike a chord, making you realize what is needed to help your company continue to succeed moving forward.

Twelve 2018 HR Trends (1-4)

1) A Shift from Individual Development to Team Development

Although human resources have been focused in the past decade on the development of employees as individuals, there is a definite shift towards the development of the team model. The reason for the previous focus on the individual was a belief that it aided in the recruiting of employees, their ongoing development in their specific roles, and the effective assessment of individual performance. As opposed to this emphasis, the shift in 2018 HR trends is an emphasis on the development of each employee as effective members of a greater team.

As a result, the question is no longer how to adapt the team to the skills of a new employee but how to find employees that effectively fit into the existing team, improving what is already present without causing unnecessary disruptions. In order boost the present team by adding a new employee, a greater understanding of what makes a great team is needed.

How does a great team work together and deliver outstanding results for your company? 2018 HR trends begin with a manager’s ability to develop and strengthen the most productive and profitable teams within your organization. How do you turn such a logical goal into a working reality?

2) Wellness Goals Extend Beyond the Office

A focus on promoting wellness within the office has been a huge goal of 21st century HR efforts. 2018 HR trends will see this goal shift from inside the office to outside the office as well. Given the value of each employee having a sane work-life balance, new policies are being put in place to safeguard employees beyond the context of the office. For example, limits on the checking of emails during paid time off (PTO). Too many employees act like they are still on the job while on PTO.

Moreover, wellness programs that extend beyond the office can make PTO less stressful and more relaxing. By offering to share in the cost of dues to fitness clubs and spas, a little investment can go a long way. Debt management programs that remain anonymous also can help promote wellness by relieving stress.

Employees secretly struggle with many difficult life issues. The goal of wellness programs beyond the office can be to encourage effective stress management by supporting such struggles. Rather than hide their difficulties outside the office, wellness programs can help employees admit and effectively manage such challenges.

3) Working with Bots, Chatbots, and Artificial Intelligence

Perhaps the biggest of the 2018 HR trends will be the rise of bots, chatbots and the use of artificial intelligence to improve productivity and speed up massive amounts of busy work. Many companies already are using organizational bots fueled by artificial intelligence to help them manage the vast amounts of paperwork that go hand-in-circuit with talent acquisition, employee tracking, and benefits administration.

Many big companies receive hundreds, if not thousands of resumes for each job opening. Managing all this paperwork, even when its virtual in the form of emails and a variety of attachments, can bog a company down. Bots can help execute these tasks with impressive speed and precision, archiving and storing thousands upon thousands of HR documents.

Although organizational bots are fueled by artificial intelligence, the classic understanding of artificial intelligence is more apparent in the rise of chatbots. Marketers and promoters are using chatbots to deliver personalized experiences online. When it comes to HR within a company, chatbots can provide for the automation of tasks such as asking interview questions, finding matching candidates on social networks, scheduling meetings, and much more.

As an AI-powered virtual personal assistant, chatbots can help your company precisely accomplish goals without worrying about sick days or human error. If the programming is precise, the AI chatbot will do its job exactly as programmed 100% of the time.

For example, if you detail the questions needed for an initial interview with a flood of potential job candidates, chatbots can now handle the challenge of video interviewing. Imagine questions that are designed to elicit specific yes or no or multiple choice answers in an initial interview. Such interview data can then be analyzed by the AI technology at the heart of a chatbot. With the results of these initial interviews measured against a paradigm of ideal responses decided upon by the needs of your organization, candidates that do not fit in with the acceptable model easily can be weeded out.

4) Continued Rise of Flexible Working Arrangements

In the past two decades in the United States, the percentage of employees who have worked at least partially by telecommuting has quadrupled and now stands at 37%. Flexible working arrangements and work at home options have gone hand-in-hand with the rising importance of virtual private networks and online technologies. Given the free offerings of Google Hangouts, Skype, and other online meeting offerings, such flexible working arrangements can be met while also maintaining the presence of and communication between employees and managers.

Casual Fridays are now being replaced by work-at-home Thursdays and other flexible work arrangements that meet the needs of your employees. Work-at-home Mondays and Fridays are not recommended because they end up opening the door to extended weekend breaks. The goal of flexible working arrangements is to make sure that the work is actually accomplished. Once correctly instituted, however, flexible working relationships have been shown to increase employee morale, engagement, and commitment to your company.

Rather than hurting productivity and profitability, companies that have intelligently implemented flexible working arrangements tend to see improved performance from employees combined with a greater appreciation for the company. Moreover, breaking up the work week helps the employee to tend to personal needs and schedule a wealth of needed appointments outside of the office.

Since all the current research shows that happier employees perform better and tend to stick around longer, flexible working hours and arrangements where employees can work from home are a win-win situation for most companies. Such flexible working arrangement also seems to improve the performance of employees when they are actually present inside the office.

2018 HR Trends = The Future Success of Your Company

By knowing 2018 HR trends, you can help to ensure the future success of your company. In the second part of this article, we will examine the next four 2018 HR trends. However, you can take effective action for your company today. By taking the first step and calling (800) 975-5128, you could help your company on its long-term journey of sustainable success.

 

No Legal Advice Intended: This blog includes information about legal issues and legal questions.  Such materials are for informational purposes only and may not reflect the most current legal developments.  These informational materials are not intended, and should not be taken, as legal advice on any particular set of facts or circumstances. You must not rely on the information on this website as an alternative to legal advice from your attorney

 

Safeguard Your Company With PEO Employment Practices Liability Insurance

PEO Employment Practices Liability Insurance (EPLI) is one of the smartest reasons for your company to work with a professional employer organization. Did you know that 6 out of 10 employers in the United States have had to deal with employment lawsuits in the past? 60% is not a number to take lightly when considering the importance of PEO Employment Practices Liability Insurance. Such employee-related lawsuits happen with greater and greater frequency as shark-like lawyers looking for an easy payday circle the waters. In fact, did you know there is a higher likelihood of a business being sued by an employee than by either a third party like a competitor or a customer?

PEO Employment Practices Liability Insurance = Protection

peo employment practices liability insurance

PEO Employment Practices Liability Insurance

If employee lawsuits were routinely thrown out of court, then the threat would not be so huge. However, there is a number that’s even more frightening than the 60% of employers facing such lawsuits in the past. Indeed, a more alarming statistic is that disgruntled employees end up winning such employment litigation cases 68% of the time. Given the threat to the financial stability of your company, PEO Employment Practices Liability Insurance is needed. EPLI provides companies with insurance coverage, including the cost of legal defense for facing discrimination, sexual harassment, wrongful termination, workplace torts and a variety of other employment-related claims.

The rise of the Internet has led to a much more significant threat posed by a disgruntled employee. In the modern world, employees have become not only more diverse and independent but also more knowledgeable and resourceful. Such knowledge and resourcefulness have led to a sharp rise in employment-related lawsuits. Such lawsuits affect companies across the board, no matter how large or small. In fact, being a small to mid-sized companies do not offer any protection whatsoever from employee-related claims. Is it surprising to you that 41% of all EPLI claims are against companies with 15 to 100 employees? Given this proven fact, safeguarding your company with PEO Employment Practices Liability Insurance is essential regardless of your company’s size.

Regardless of your company’s size, employee lawsuits are much more than just an inconvenience. Employee-related claims are an expensive distraction for your management team. In the face of the reality that employee lawsuits are becoming much more common, PEO Employment Practices Liability Insurance has become a necessity for businesses large and small. Did you know that over the last 20 years, employee lawsuits have risen roughly 400%?  In the same period, wrongful termination suits have jumped up more than 260%.

The Safety Net of PEO Employment Practices Liability Insurance

In 2017, you are more likely to be sued by an employee than to have a fire at your facility. Yes, you could need PEO Employment Practices Liability Insurance more than you need a fire department. Although your offices won’t burn to the ground, the financial damage of employee lawsuits can be extreme. On the average, the cost of settling and employee-related lawsuit out of court is over $75,000. Even worse, the average jury award if you decide to go to court and end up losing is over $217,000. Ultimately, the average total of an employment claim’s expense, including settlement, compensatory award and defense cost, comes out to more than a quarter of a million dollars without EPLI coverage. When it comes to a small to mid-sized business, six figures in financial damage can be fatal even in a profitable year. Without PEO Employment Practices Liability Insurance, such financial hits end up closing the doors of many once prosperous business entities.

Additionally, the threat is much greater than any employer would naturally expect. Indeed, when it comes to case law in regards to employee rights to equal opportunity and treatment in a workplace, the definition is broad. Such case law extends to every step of the employment process from recruitment and hiring to promotion and termination. Moreover, the term “employee” applies to any past, present or potential hired personnel at a place of business. Any hired staff is considered to be an employee under these legal guidelines from payroll staff to independent contractors. Even a temporary employee that works for your company for a single day has the right to sue you for violation of legal rights as employees.

Ultimately, the price of not being protected against these lawsuits is much greater than the price of taking preventive measures. EPLI insurance has become one of the basic costs of doing business in the 21st century.  PEO Employment Practices Liability Insurance can help protect and provide your business with legal defense aid and financial coverage in employment lawsuit claims.

PEO Employment Practices Liability Insurance vs. EPLI Insurance

Although EPLI insurance can be acquired on your own, it makes so much more financial sense to embrace the PEO Employment Practices Liability Insurance model. By working with a professional employer organization like Total HR Management, you can access EPLI insurance with coverage ranging from $1 to $2 million. PEO Employment Practices Liability Insurance also comes with many other tailor-made service options that can help your company. Such relevant service options include recruitment and selection expertise, background checks to reduce risks of future employment lawsuits, and educational training support for managers and employers on how to handle correctly difficult employee situations.

Most importantly, PEO Employment Practices Liability Insurance offers the advantage of a professional employer organization’s large employee pool to improve rates and lower costs. The price of EPLI insurance is rated accordingly to a company’s size and expected lawsuit risk. PEOs also can reduce this risk by providing a broad, yet comprehensive range of HR functions, including writing employee handbooks, providing anti-harassment and anti-discrimination training to help decrease chances of employment lawsuit claims. Insurance companies understand that a business that has employed a PEO to manage its human resource duties will have better HR administration. As a result, insurance companies are much more likely to provide EPLI coverage for PEOs at a much lower rate.

A Win-Win EPLI Outcome with Total HR Management

Total HR Management offers a win-win EPLI outcome for our client companies. By working with us, we help your company to lower costs while safeguarding the future of your business. To learn more about the PEO Employment Practices Liability Insurance service options offered by Total HR, please call us at (800) 975-5128 today.

 

No Legal Advice Intended: This blog includes information about legal issues and legal questions.  Such materials are for informational purposes only and may not reflect the most current legal developments.  These informational materials are not intended, and should not be taken, as legal advice on any particular set of facts or circumstances. You must not rely on the information on this website as an alternative to legal advice from your attorney or other professional legal services provider.

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