Tag Archives: Benefits Administration

How A PEO Helps Ensure Small Business Success

A significant challenge for small business owners is how to ensure small business success continually. Beyond growth, a small business owner want to make sure their business is running well. Beyond worrying about increasing sales and keeping up with the competition, running a business includes so many other responsibilities and requirements. When federal and state regulations and requirements are combined, it can be downright overwhelming. Reducing such stress by saving time and capital is exactly how a professional employer organization (PEO) can help to ensure small business success.

Helping To Ensure Small Business Success

ensure small business success

Ensure Small Business Success

A PEO helps to ensure small business success by helping business owners gain freedom from busy work. As Total HR Management has emphasized for years, we allow a small business owner to work on their business as opposed to in your business. How can a small business thrive if the person responsible for growing is to business is too busy to do it?  No small business owner is adding to their bottom line by sitting at a desk and shuffling papers.

The goal of a PEO is to take the busy work out of the hands of small business owners, thus providing the freedom to thrive. Many small business owners take pride in being able to wear all the hats and do all the jobs needed to allow their business to run. However, if you are spending so much time switching hats, always focusing on the next regulatory requirement like a frog jumping from lily pad to lily pad, eventually you are going to end up getting wet. Instead, why not allow the HR managers at a professional employer organization to provide the HR services that you need to ensure small business success.

PEO Services Focused On Business Support

Effective PEO services are designed to help small businesses run more efficiently. Failing to outsource such HR services undermines the success of a small business. There is a reason that the most successful business owners in the world know how to delegate. Would Bill Gates have been able to develop and evolve the Windows platform if he had been worrying about EPLI insurance and benefits administration? Indeed, as opposed to falling into the trap of not delegating, the most intelligent small business owners know how to choose the right people to do the distracting busy work.

At the same time, the vast majority of small businesses cannot afford to have an HR department or hire a full-time HR person. Such expenditure does not make sense when capital is tight, and investment in ongoing growth is needed. As a result, a professional employer organization provides the perfect answer to this problem. We help to ensure small business by allowing your company to outsource HR services and tailor a package to your specific needs. We evolve with your company, providing what is needed as you continue to grow.

Finally, another essential reason to consider HR outsourcing with a professional employer organization is keeping your small business in compliance. From safety to healthcare, keeping track of all the 21st-century compliance requirements and regulations is overwhelming for even the most capable small business owner. A PEO covers such compliance issues, making sure that your company stays on the right track. We help ensure small business success by making sure that a growing company avoids the pitfalls of compliance errors and mistakes.

Total HR Management Can Help

As a professional employer organization, a base goal of Total HR Management is to help ensure small business success. Once again, we want to make sure that you have the time to work on your business as opposed to in your business. To learn more about a tailored package of PEO services to cover your company’s HR functions, please contact us today by calling Total HR Management at (800) 975-5128.


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.

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


Circling The Wagons With A PEO To Help Protect Your Company

protect your comany

PEO Support To Help Protect Your Company

If you are worried about how to protect your company moving forward, Total HR Management is not surprised. As a professional employer organization, Total HR understands when our client companies feel unsettled by constant changes in healthcare policy, benefits administration, and federal regulations. Given the ongoing implications of the Affordable Care Act and the coming administration change in Washington, many small to mid-sized companies are questioning what the future will bring.

Luckily, Total HR is able to reassure our client companies that regardless of the changes, we will be there to protect and support them. By working with us as either a PEO or a tailored HR outsourcing support company, you are able to circle the wagons and gain protection. One of our goals is to help shield your company from many external dangers that could potentially disrupt your business.

Protect Your Company Moving Forward

In the legends of the old west, wagon trains of settlers moving to fulfill their manifest destiny would often be attacked by hostiles. When under attack, the settlers would not protect themselves on their own. Rather, they would circle the wagons and find strength in numbers. By circling the wagons, they created a protective barrier on all sides from the external threats of local tribal warriors or bandits. The pioneers learned that by coming together, they greatly increased their chances for survival and success.

In the same fashion, by working with Total HR Management as a co-employer, you receive the protection both of our team’s human resources expertise and the negotiating power of a large pool of companies and their employees. Rather than being forced to negotiate benefit program rates as a small to mid-sized company, Total HR Management employs the greater pool of the employees of our client companies to negotiate the favorable rates that traditionally are only accessible to larger companies and huge corporations. Regardless of shifts in government policy and regulations, Total HR does everything it legally can to make sure that you can access the best deal possible when it comes to benefits administration and healthcare challenges.

HR Experts Help With Shifting Federal Regulations

The HR managers at Total HR Management are certified Senior Professionals in Human Resources (SPHR) and Professionals in Human Resources (PHR). As a direct result, they have the experience and the expertise that your company needs when faced with changing times. Regardless of shifts in federal regulations or policies in light of the new administration coming into office in Washington, the HR managers will remain up-to-date. We make our client companies aware of any changes or shifts in advance to protect them from the turbulence of shifting tides. Regardless of what happens, our HR managers stay one step ahead of the curve to help ensure the safety and success of our client companies.

Ultimately, Total HR Management hopes that everything goes smoothly when it comes to any political transition. If policy changes or regulatory shifts do prove to be challenging, we are ready to make sure that they do not disrupt the ongoing success of your business. As a client company of Total HR, you can trust that the wagons of experience and expertise will be circled when needed. By working with us, your company will have a greater level of protection and financial leverage than you could ever have imagined in the past.

Total HR Management Can Help

Please take the first step and protect your company by calling Total HR Management at (800) 975-5128. By requesting an HR audit from experts in human resources and regulatory management, you will take a step in the right direction to ensure your company’s future safety and ongoing 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 or other professional legal services provider.

Raphy Timour of PT Benefits Interview


Raphy Timour, PT Benefits

Raphy Timour, PT Benefits

Total HR Management recently started conducting interviews with key vendors and strategic partners that Total HR Management works with. This is the first in a series of interviews to express to Total HR clients and potential clients the value and the quality of services that Total HR provides as part of our tailored solutions.

Raphy Timour and PT Benefits are a key partner for Total HR when it comes to the management of our benefits programs for our clients.

1) For PT Benefits, what are the advantages of working with a company like Total HR Management?

One of the biggest advantages of working with Total HR Management is that it truly allows our company to practice its core competencies of service and engagement. To expand on that concept, our service model is quite flexible, meaning that we can adjust our services and level of involvement based on our client’s needs and overall comfort. Some clients prefer to keep many of the administrative tasks in-house while others prefer to outsource.

What’s great about working with Total HR Management is that they allow us to work not only with their staff but with their clients as well. This provides us with the opportunity to address whatever issue might arise directly with the client. Total HR is always kept informed as to what is going on, but by working directly with the client, we can address any service issue much quicker and find a solution that makes sense. We get to see the problem all the way through while the resources of Total HR are freed up to focus on other strategic tasks. Total HR Management allows us to do what we do best, letting them focus on their core business needs.

2) How does the partnership between PT Benefits and Total HR Management work to best serve the client base of Total HR Management? What services do you offer that benefit the clients of Total HR Management?

One of the biggest advantages of our partnership with Total HR Management is that it truly is a partnership in the best sense of the word; our firm is able to become an extension of their HR department. We have so much involvement with so many people at Total HR, not only at the executive level, but also at the account management, and the benefits department. As a result, we can reach out directly to a number of capable people within the organization if we need assistance. By having such a deep level of engagement with Total HR, it serves their clients best and allows us to truly do our job well and provide the necessary services. The clients of Total HR benefit from such an ongoing and positive interactive relationship because any issue that arises is resolved effectively and efficiently.

3) How is PT Benefits different from other benefits providers? Why do you think Total HR Management chose to work with you as opposed to some of your larger competitors?

Total HR Management has been a client of ours for just over nine years now. What started as a typical client-vendor relationship has really expanded into a true partnership with James Harwood and his team. Many agencies in our industry claim to offer the same service-oriented model, but very few are as passionate about serving our clients as we are.

Our goal at PT Benefits is to do everything we can to help our clients strategically manage their benefit programs. After all, healthcare is such a huge issue right now with so many complicated facets to it. As a direct result, you need to work with an agency that cares about what is happening. We always keep up to date, we attend all the essential seminars, and we read up on all the current legislation so we can properly advise our clients. Our relationship with Total HR truly exemplifies what we do and how we do it.

4) In the modern business world, how important do you think benefits programs are to small to mid-sized companies?

Benefits have always been important, but with the recent changes in the business landscape, benefits are becoming even more critical to the success of small to mid-sized companies. The ability to recruit and retain quality employees has never been more important than it is right now. Given the constant advancement in new technologies, it has never been harder as well. The business environment is changing on so many different levels so you need quality people who can help you through such challenging times. By not offering benefits, employers create an unstable work environment for their employees, and as a result, you’ll see talented people walk out the door.

With the Internet and the development of new technologies, employees have access to quality information. They know what other companies are offering so their choices are more informed. By having benefits programs that recognize the true value of quality employees, you can access the top people who will choose to stay, grow and evolve with your company. Such dedication is an essential ingredient in the modern recipe for business success.

5) Do you see benefits programs as an essential part of human resources?

Human resources represent the most valuable piece of any business. They are the voice of the organization. Stability and tenured people really make a difference in this day and age. An important way you can achieve such stability in a company is by offering a comprehensive benefits package that attracts the best employees. It creates a culture, a community within the organization. It helps with overall morale and retention because employees are connected to the organization beyond just a paycheck.

If a company takes care of their employees, the employees will take care of the company. Numerous studies have shown that when benefits are introduced to a company, worker’s compensation claims drop. Suddenly employees have the confidence to believe that their problems will be addressed; such a belief fosters a definite improvement in a company culture, improving both morale and productivity.

6) With the introduction of PPACA (Patient Protection and Affordable Care Act), will the way in which PT Benefits works with Total HR Management change? Do the requirements and regulations introduced with the new legislation change the way PT Benefits does business and the programs it offers. 

PPACA is constantly changing. As a result, the way we work is changing and must adapt to any new issues. Our goal is to keep up with the new stringent guidelines and provide guidance to Total HR in terms of how they should respond in the near and mid-term future. Literally, there seems to be new guidelines popping up every week. As a result, we have become closer as organizations as we share our knowledge with the Total HR team in terms of how the changes will impact the way in which we do business.

All of the answers are not out there, but we do our best to stay informed and help a company like Total HR Management stay on top of it as well. We help the Total HR team and their clients plan for the changes and manage their decisions in regards to these changes.

Results of the Total HR Management 2012 Client Survey Doing Well And Preparing To Do Even Better

Total HR Management believes in doing the best job possible for our clients. We are proud when our annual client satisfaction survey reveals that we are doing a good job. It is impressive that our annual client satisfaction survey revealed that 92% of our participating clients like working with Total HR Management and the Total HR Staff and that 95% would recommend Total HR Management to others.  At the same time, we are not satisfied with just doing well so we are always preparing methods and strategies to do even better for our clients.

92% of the Clients of Total HR Management Approve Of Our Services

95% of Total HR Clients Surveyed Would Recommend Our Human Resources Services

Total HR Management assigns experienced senior HR professionals to work with our clients, and we are proud that their job performance is appreciated and respected. As a result, 92% of clients believe that Total HR Managers answer all of their HR questions in a timely manner while being knowledgeable with state and federal laws. In addition, 92% of our participating clients are satisfied with the amount of HR support they receive and believe the services offered by Total HR add value to their business.

At the same time, when it came to Benefits Packages and Administration, only 87% of participating clients said their specific packages meet or exceed their expectations. As a direct result, we are putting together a plan in 2012 to address this and any other question where the score was less than 90%. The goal of Total HR Management is to consistently score greater than 90% in all areas of client satisfaction.

Naturally, a perfect score of 100% is a not a realistic ongoing possibility because there will always be external factors beyond our control. Total HR Management believes, however, that our services can always be improved. We actively seek and incorporate feedback from our clients so we can deliver nothing less than excellence in human resources outsourcing services. If we provide the very best in tailored HR solutions to our clients, we know we can help increase the productivity and profitability of their businesses.

Finally, when the participating clients were asked to list the three things they like best about Total HR Management, positive answers included the following:

  1. Quick Response and Responsive Staff
  2. Professionalism and Consistency
  3. Friendly Service
  4. Payroll Accuracy

Total HR Management is proud to receive this positive feedback from our client companies.


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