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Category Archives: Professional Employer Organization

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.

 

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.

Four Approaches To Reducing The Cost Of Employee Turnover

Employee turnover is a simple fact of doing business. No matter what the size of your company, employee turnover is going to happen. For large corporations, employee turnover is easier to manage given the size of their HR divisions. However, for small to mid-sized companies, employee turnover can prove costly and time-consuming. In response to this challenge, Total HR Management offers four approaches to reducing employee turnover and reducing the expense of employee turnover.

Understanding the Cost of Employee Turnover

employee turnover

Is the Cost of Employee Turnover Too High?

The reasons for employee turnover are multiple. In fact, they often turn out to be a combination of involuntary or voluntary, healthy or unhealthy. Reducing employee turnover requires human resources expertise.

Such staffing experience can help reveal the causes of the problems being faced. Given the different reasons behind employee turnover and the contextual questions involved with specific industries, Total HR Management’s staffing experience has shown that these causes can vary dramatically.

Employee turnover has both a quantifiable impact as well as a qualitative effect on your company. From a quantifiable perspective, the impact includes the time it takes to rehire and train new employees. Also, let’s not discount the need to pay overtime to other employees to cover any gaps.

Moreover, the heightened potential for both workers’ compensation and unemployment claims is a real danger. From a qualitative perspective, a company should never ignore any potential damage that employee turnover can do to existing client, customer, and even vendor relationships. Also, employee turnover can have a qualitative negative impact on employee morale.

Even with the benefit of recruitment and selection support that comes with working with a PEO, employee turnover still drains time and costs money. The simple integration of a new employee into a specific job as well as your company culture as a whole takes time. As a result, your company needs practical approaches to managing employee turnover.

4 Approaches to Managing Employee Turnover

1) Reducing Employee Turnover Impact on Clients and Vendors

Beyond rehiring and training, employers need to understand how a new employee impacts key clients and vendors. Rather than ignore this challenge, Total HR Management has found that it’s better in most cases to address it directly. If possible, in-person communication tends to be the best option. If such face-to-face contact is not possible, online Skype-like meetings or personalized calls can be useful as well.

After all, when it comes to employee turnover, losing vendors and client attrition are the truly negative scenarios. By addressing this problem upfront, a potential hazard can be transformed into a favorable opportunity. Both clients and vendors respond when such information is provided promptly.

2) Understanding and Using Employee Turnover Data

Although keeping track of employee turnover data can seem burdensome, there is an answer to this problem. By working with a professional employer organization like Total HR Management, your small to mid-sized company gains access to Human Resource Information System (HRIS) platform. Operated by a certified Professional in Human Resources (PHR), such a platform can compile and produce detailed employee turnover reports on a regular basis. By understanding the latest data, you can succeed in reducing the cost to your company of employee turnover.

3) Utilizing Transparency to Maintain Company Morale

Employee turnover can have a negative impact on the atmosphere of your company’s workplace and employee morale across the board. Losing a valuable employee also means the loss of personal relationships and a part of your company’s overall team. To reduce the effect of employee turnover on company morale, Total HR believes in transparency. Employee turnover should not be treated like a dirty little secret. Instead, by being upfront about what is happening, you can reduce uncertainty among your staff.

As a company owner or managing executive, you need to provide reassurance by emphasizing the ongoing stability of the company. Above all, you want to avoid blowing up the problem into a turnover cycle. Such a cycle happens when the loss of one employee triggers the loss of multiple employees like dominoes falling. By being transparent and supportive, such a hazard can be avoided.

4) Taking Advantage of Recruitment and Selection Techniques

As an expert in effective recruitment and selection techniques, Total HR Management has learned the importance of helping our client companies get it right the first time. If you hire the right people for the job the first time, you can significantly reduce involuntary employee turnover. The key is to balance recruitment with selection techniques, so the number of job applicants leads to quality options.

Naturally, even the best recruitment and selection techniques cannot promise anything close to zero involuntary employee turnover. However, such techniques can reduce an existing employee turnover problem by finding new potential hires that are a proper fit for your small to mid-sized company. When something fits, it tends to stay in place.

Total HR Management Can Help With Employee Turnover

As a professional employer organization, Total HR Management can help your company manage the cost of employee turnover. We understand how employee turnover can negatively affect your business, and we have experiencing helping our client companies address this challenge. To learn how we can help your small to mid-sized business reduce the cost of HR challenges across the board, please call (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.

 

Three Mistaken Reasons Small Business Owners Resist PEO Support

Why do so many small business owners resist PEO support for their companies? In the majority of cases, working with a professional employer organization is a viable solution that solves numerous HR challenges and problems.  Nevertheless, these small business owners have entrenched objections to working with a PEO. A major issue, however, is that their mistaken reasons for rejecting PEO support often hurt, rather than help their business.

PEO Support Helps Small Business Owners

PEO Support

Small Business Owners Resist PEO Support

As a professional employer organization, Total HR Management has battled adverse implications of the word “outsourcing” for many years. Unlike negative versions of outsourcing that take jobs away from American workers and hurt the economy, HR outsourcing is the exact opposite. Rather than taking away jobs, HR outsourcing helps small businesses to grow as the business owners suddenly find the time to focus on their bottom line. With PEO support, rather than working in their business, they can work on their business, doing what they do best.

Over the course of growing our business and taking on client companies, Total HR Management has heard the same mistaken objections from small business owners time and time again. Rather than being taken aback by such objections, we have proactive responses that show why the resistance to PEO support is based on incorrect assumptions. Once the problematic logic is revealed and an alternative perspective is provided, the resistance melts away. Many of the companies on our current PEO and HR outsourcing services roster initially resisted working with Total HR based on the objections outlined below. Today, these companies are satisfied clients that have seen their profit margins grow.

Three Mistaken Reasons Not To Access PEO Support

1. “We don’t need all of those services.”

Unlike many professional employer organizations, Total HR does not offer the same package for every business. Rather, we tailor our HR services to meet the specific needs of our client companies. If your company already has a long-term payroll provider with a positive track record, then we don’t offer our payroll services as part of the package. However, we still provide access to excellent benefits administration offerings and EPLI services if that is what’s missing from your small business HR package. In other words, we tailor our services package to reflect the needs of your company.

2. “We’re too small to work with a PEO.”

This mistaken reason for rejecting PEO support is all too common. Some small business owners think they are too small to work with a professional employer organization. They believe that since they are not a bigger client, they will be treated like a second-class citizen by the PEO. Nothing could be further from the truth when it comes to working with Total HR Management. Even if your business has less than ten employees, we are happy to work with you and provide the same quality services that we provide to our larger clients. If you are worried about not being able to access quality benefits administration and EPLI coverage, there is no need to stress. A smart PEO will make you part of the greater employee pool, giving you the same options and the same service opportunities as the rest of the company clients on the PEO roster.

2. “I’m scared of losing control of my business.”

The last thing that Total HR Management wants to do with any of our company clients is to take control of their companies. In truth, our goal is to empower the business owners that we work with by giving them the freedom to do what they do best. We want to handle the tedious HR bureaucracy while you focus on growing your business. Ultimately, every HR decision being made will be approved in advance by you. In fact, no aspect of the daily functioning of your business will be hijacked by a PEO.  For example, although we can offer PEO support, both the hiring and termination of employees will always be under your umbrella. When it comes to your business, you will control your company. PEO support is designed to make that process easier and smoother for you. The only thing you will lose is all those wasted hours you spent trying to manage everything on your own.

Total HR Management Offers PEO Support

We understand the needs of small business owners. We provide PEO support to help your small business succeed. By taking care of the HR functions and putting that tedious work in the hands of experienced professionals, you gain the time to work on your business. At the same time, you will know that regulatory compliance and the administration of human resources is being expertly covered. Don’t let mistaken reasons keep you from accessing the PEO support you need. To learn how we can help your small business succeed, please call (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.

Raising Employee Productivity By Improving The Workplace

Raising employee productivity is a goal of every company owner. After all, raising employee productivity tends to go hand-in-hand with increasing profit margins that help build a company’s bottom line. As a professional employer organization (PEO), Total HR Management has found a direct connection between improving the workplace and raising employee productivity. By improving the workplace, an employer can help productive employees become even more productive by raising the happiness quotient and making those employees feel truly valued.

Generational Perspectives & Raising Employee Productivity

raising employee productivity

Raising Employee Productivity

Whether an employer is working with Generation Z employees, Millennial employees, or Generation X employees, they all have the same essential perspective. As employees, they want to know that their employers believe in their work and the evolution of their careers. Indeed, they are willing to sacrifice and work hard if they see a path leading to a positive outcome.

As an employer, a key to raising employee productivity is to create a workplace where such employees can see this path. Moreover, by making a few simple changes, employers can institute this zeitgeist as part of the company’s culture. Once such changes are made, the ball will keep rolling toward the goal of long-term, sustainable success.

4 Approaches to Raising Employee Productivity

1) Reduce the Meetings & Trust Employees

There is a good argument to make that every office nationwide has too many meetings that waste time. Every new stage of a project does not require another meeting. Trust employees to make the right choices. If they have questions, let employees know that the door is open and emails are welcome as well. Often, a team email is a much better methodology for scheduling another meeting. By creating emails with differing levels of priority, the most important messages will be heeded and focused on. If employees have questions, they can ask them individually. Other employees can focus on the work at hand. Raising employee productivity and cutting down on unneeded meetings goes hand-in-hand with a company’s future success.

 2) Acknowledge and Reward Individual Success

The lack of communication in a workplace should never affect the acknowledgment of individual success. When an employee succeeds, such success should be noted and rewarded. By making the other employees aware of such success, an employer is showing that success is important to the company. Raising employee productivity will follow because employees will understand that success is rewarded. Otherwise, your best employees will actively look for greener pastures if their hard work is ignored. Moreover, employee comradery rises when an employer lets the office know that someone has done a good job. It truly means something to employees when good work is recognized on a public level.

3) Provide Employee Benefits that are Wanted and Needed

By working with a professional employer organization, a small to mid-sized business accesses the ability to offer employee benefits administration offerings that resemble the best of the big corporations. Too many companies offer cut-rate insurance packages that do not cover what is wanted or needed by employees. Instead, by becoming part of the negotiating pool of a professional employer organization that includes the employees of all the client companies, a small to mid-sized employer accesses a much more powerful negotiating base. With such a negotiating base, an employer can provide excellent employee benefits and insurance offerings at a cost that works for employees. Such positive services and employee benefits bolster the goal of raising employee productivity.

4) Help Employees Understand What is Expected

As a professional employer organization, Total HR Management has worked with too many small to mid-sized businesses that came to the fold with the belief that they didn’t need an employee handbook. After becoming company clients, they were convinced by HR managers that an employee handbook made good business sense. As a result, by allowing professionals in human resources help them create and continue to update an employee handbook, they have provided a valuable resource to their employees. An employee handbook helps a company’s employees understand what is expected. By understanding what is expected and the basic guidelines that define the company, unnecessary problems are avoided. Raising employee productivity is that much easier when the road is smooth because such unneeded difficulties do not arise.  After all, nobody ever wants to be punished for not knowing something they were never told. A professional employee handbook, signed by the employee during onboarding, helps a company define expectations and guidelines from day one.

Total HR Management Can Help Raise Employee Productivity

Total HR Management understands the importance of raising employee productivity. We can help a small to mid-sized company improve the workplace significantly, thus raising employee productivity and improving a company’s bottom line. To learn how we can help, please call (800) 975-5128 today to set-up an HR audit.

 

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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