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Four Approaches 1o Technological Innovation and Utilization (Part 2)

In the second part of a two-part blog, we explore why technological innovation and utilization is no longer a choice in the modern business climate, but a necessity. If companies are going to take advantage of technological innovation and utilization, they need to promote environments where employees feel new ideas are welcomed and supported. By instituting smart approaches to technological innovation and utilization, your company can remain on the cutting edge.

technological innovation and utilization

Technological Innovation And Utilization

As a professional employer organization, Total HR Management has found that such an environment leads to the effective adoption of new technologies. Often, employees are one step ahead of employers when it comes to knowing what’s next. However, if employees are going to make suggestions to keep their company on the cutting edge, they need to have the confidence that bringing up such innovative possibilities will be accepted at the managerial level. Such openness does not imply that every suggestion will be implemented. Instead, the implication is that each employee is part of the greater macrocosm of the company’s ongoing success.

Acceptance of Technological Innovation and Utilization

Once the innovation is accepted, the implementation of the actual technology needs to be a joint effort between an employer and an organization’s employees. Every company desires new technologies that automate repetitive processes, saving both money and time. To make such changes, companies need to become effective adopters. Regardless of what a business does in today’s world, technology has become an essential part of accomplishing any job. Today, the need for such technologies is a given across the board.

Here are four approaches to effective technological innovation and utilization. In other words, how does your company adopt new technologies without disrupting your traditional business model? By instituting these approaches, your company will be able to stay one step ahead of the competition by fostering a workplace atmosphere that supports technological innovation and utilization.

1) Be Open to Learning About New Technologies

To learn about new technologies, a business has to be open to the idea of using new technologies and making necessary transitions. Once you learn about new technology, identify what result or outcome your business is hoping to achieve. Please remember that most new technologies seemed a bit crazy when they were first introduced. Please have an open mind and be willing to be surprised.

2) Research the Technological Innovation

Once you have identified a new technological trend in your industry, do your homework. Research other companies that are using this technology, and find out what they claim are the benefits and disadvantages of the process of technological innovation and utilization. Does this technological innovation make sense for your company? A cost-benefit analysis almost always makes sense when making such decisions.

3) If Research Supports Innovation, Move to Utilization

The bridge between technological innovation and utilization is implementation. As managers, ask employees how they feel the new technologies should be implemented. What process makes the most sense in terms of their current work-flow? The goal is to reduce any potential disruption while making the transition as smooth as possible.

4) Evaluate Results and Move Forward

Once implementation has taken place, you should set up an internal process to evaluate the results of the new technologies. It’s important to understand that there will be bumps in the road along the way. At the same time, not every example of technological innovation and utilization proves beneficial. If a new technology proves untenable, be willing to go back to your former way of doing business.

However, never become discouraged if a new technological innovation and utilization process does not ultimately prove successful. Total HR Management has found that the majority of attempts by businesses at technological innovation and utilization do work. Even if you decide not to move forward, you will gain deep insight from any business experiment that applies to technological innovation and utilization. Indeed, your company will be better prepared to take advantage of the next technological innovation and utilization opportunity around the corner.

Total HR Management Can Help

To learn more about how a professional employer organization can help with technological innovation and utilization, please talk to an HR Manager at Total HR Management by calling (800) 975-5128. Even better, set-up an HR audit today to help your company stay on track.

 

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.

How A PEO Can Help Reduce Managerial Stress

Is it surprising that managerial stress is a growing problem in the American workplace? After all, in today’s high-paced economy, managers are asked to carry bigger and more diverse workloads than ever before. As a result, managerial stress is burning out many top executives and hurting the bottom lines of some companies. Under stress, a normally calm and logical manager can quickly become agitated and irrational.

According to a workplace stress poll conducted by Monster.com, 42% of respondents in the United States have left a job due to an overly stressful environment while workplace stress has also caused an additional 35% to consider changing jobs. Moreover, 57% of respondents said that workplace stress negatively affects their personal lives. What’s even more disturbing is that this poll was done several years ago. Today, the numbers have increased as the situation has gotten worse.

Managerial Stress A National Problem

managerial stress

Managerial Stress Is A National Challenge

Although most studies focus on employee stress, managerial stress is a growing problem that affects the bottom lines of many companies. As a professional employer organization (PEO), Total HR Management has seen the wear and tear of managerial stress on our client companies.

One of the goals of a PEO is to help reduce managerial stress by allowing executives to work on the business as opposed to in their business. By taking over key HR service functions, we provide the support needed to reduce stress and focus on what’s important.

If managerial stress is a problem in your company, here are some fundamental strategies that can help bring about a positive resolution:

1. Identify Managerial Stress

Once an executive realizes that managerial stress has become problematic, it’s important to identify the source of the stress. By identifying the stressors, a manager can develop a plan to reduce the problem. By working with a PEO, managers access third-party insight that is safe and invested in the company’s success. At Total HR, our human resources professionals often have been able to cut through the fog to identify HR problems that are contributing to managerial stress.

2. Prioritize The Profitable

For every successful manager, tasks need to be prioritized to make sure what is most important is being accomplished. Once again, an external perspective often can help. The HR professionals at Total HR Management support our client companies by providing feedback to the executives and managers.

We are present when we are needed, but we do the job without adding any distractions when we are not. The key to reducing managerial stress is making sure the most important duties come first. By no longer having to worry about the nuts and bolts of compliance issues and employee benefits administration, an executive can avoid managerial stress by focusing on what is most important — increasing profits and productivity.

3. Ask For Support When Needed

Total HR Management has worked with a wide variety of companies, and we have discovered some surprising realities that help reduce managerial stress for the most successful business owners and executives. Did you know that the most independent and visionary entrepreneurs tend to be the business owners that most rely on our services? Such entrepreneurs do not mind picking up the phone and asking for support when needed.

Indeed, they have learned from experience how to take advantage of the resources at hand. As a professional employer organization, Total HR Management is a valuable resource for our client companies. We help to reduce managerial stress by doing our job well. If a company owner needs a compliance question answered, if a crisis arises because an employee is injured on the job, we are one phone call away. Indeed, we are there for our clients when needed, thus reducing managerial stress.

Total HR Management Can Help

If you need help with the challenge of reducing managerial stress, you should contact Total HR Management today. Please call (800) 975-5128 today to learn more about our HR service options.

 

 

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.

 

 

 

 

 

OSHA Requirements Equal A 21st Century Necessity

OSHA requirements too often are ignored by small to mid-sized companies. Part of the United States Department of Labor, OSHA is an acronym that stands for the United States Occupational Safety & Health Administration. OSHA requires employers to maintain a workplace free from hazards by following established safety and health standards for workplace operations. As a professional employer organization (PEO), Total HR Management has helped many of our client companies become compliant with OSHA regulations and requirements.

The Importance of OSHA Requirements

osha requirements

Do you know about OSHA Requirements?

Although employers in many industries are exempt from OSHA’s basic injury and illness recordkeeping requirements, they still may be required to maintain records under specific OSHA requirements. Moreover, all employers must report the hospitalization of three or more employees resulting from a workplace accident or any fatalities in the workplace.

In the 21st century, OSHA requirements are not a choice, but a necessary element of ensuring your company’s ongoing success. The vast majority of employers must fill out and retain the following forms to maintain proper records and comply with OSHA regulations:

A) OSHA Form 300 — Log of Work-Related Injuries and Illnesses.

Part of the OSHA requirements, form 300 is used to record every work-related injury, including the following:

  1. Injuries that resulted in the loss of a workday
  2. Injuries that required medical treatment beyond first aid
  3. Injuries that involved a loss of consciousness, restriction of motion, or transfer to another job
  4. Any work-related condition involving a contaminated needle stick injury or cut from a sharp object
  5. Any potential tuberculosis infection
  6. Any work-related injury that downgraded an employee’s hearing test resulting in a Standard Threshold Shift in hearing

B) OSHA Form 301 — Injury and Illness Incident Report.

Part of the OSHA requirements, form 301 is used to detail a workplace injury or illness, including the following:

  1. The employer’s address
  2. A description of the incident
  3. A description and cause of injury or illness
  4. The name of the treating medical professional, physician, or hospital

C) All Employee Exposure Records

Records of employee exposure plus any resulting medical records must be maintained for all employees working in areas that may expose them to toxic substances or harmful physical agents. According to OSHA requirements, these records must be kept for thirty years.

D) All Employee Medical Records.

Employee medical records relate to the health status of an employee. They tend to be made or maintained by a physician, nurse, or another healthcare professional. According to OSHA requirements, such records must be kept for the duration of employment, plus thirty years.

OSHA Forms = OSHA Requirements

Outside of the medical and exposure records, a major part of OSHA requirements is that all these forms must be kept for five years following the year to which the record relates. Yearly updates are required to ensure accuracy. If these OSHA requirements seem overwhelming, you are not alone. Luckily working with a PEO can greatly help reduce any stress or worry about keeping in compliance.

A professional employer organization like Total HR Management will handle many of the OSHA requirements for your company, relieving you of that responsibility.  To learn more about what we can do to help your business with OSHA requirements, please call Total HR at (800) 975-5128. Once we understand what your company needs, we can help your business take the next step forward by offering you a tailored package of PEO offerings.

 

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 another professional legal services provider.

 

Four Reasons Why Every Small Business Needs EPLI Coverage In 2018

Most small business owners do not understand why they need EPLI coverage in 2018. EPLI stands for employment practices liability insurance. It protects your company from potential employee lawsuits. In today’s work environment, your company is more likely to be sued by an employee than be damaged in a natural disaster. Indeed, employee lawsuits have become one of the most common disasters for small business owners in the United States.

Understanding EPLI Coverage in 2018

epli coverage in 2018

EPLI Coverage in 2018

As a professional employer organization (PEO), Total HR Management has tailored service offerings that include EPLI insurance. Beyond a standard business owner’s policy, an EPLI policy is the additional armor that small businesses need to protect themselves in the 21st century.

EPLI can cover legal defense costs in the event of an employee lawsuit. If you need to pay an employee settlement, EPLI can ensure that such a negative judgment does not bankrupt your business.

If you are still unsure about whether you need EPLI coverage in 2018 as a small business owner, let us highlight four reasons why every small business owner should have such protection:

First Reason – More Employee Lawsuits in the 21st Century

American employees are quicker to file lawsuits today than they ever have been in the past. Even if this trend is seen by many labor experts as a natural step toward better checks and balances, it is still a threat to your company. For business owners, the rising number of employee lawsuits means that EPLI coverage in 2018 is a necessity for your business.

In 2016 alone, 91,503 charges of workplace discrimination were filed with the EEOC. This is a major increase over the number of lawsuits filed the year before. In total, 2016 cases resulted in penalties and awards that totaled to more than $480 million in damages. Do you want your company to be a casualty of such financial devastation?

Second Reason – Small Businesses Targeted by Employees.

Most small business owners believe that employee lawsuits are almost always aimed at major corporations with deep pockets. However, in practice, nothing could be further from the truth.  More than four in ten employment lawsuits (41 percent) are filed against companies with fewer than 100 employees. Moreover, small and medium-sized companies in the United States (under 500 employees) have an almost 12% chance of facing an employment lawsuit claim in any given year.

Third Reason – Owners Liable for the Actions of Managers.

Most business owners succeed because they know how to run a company well and connect with their employees. However, are your managers and executives as good as you are when it comes to working with employees? Many state laws hold business owners liable for discriminatory behavior committed by managers. If an employee can prove their case against one of your managers, then you automatically become liable as well. Such an outcome is an employee lawsuit nightmare for most business owners. In such cases, EPLI coverage in 2018 can protect your company.

Fourth Reason – Employee Lawsuits Cost a Lot of Money

Employee lawsuits are expensive, regardless of the outcome. The New York Times has told the tough story of a California business owner who was sued not once or twice, but three times by employees that were claiming a variety of problems in the workplace. Each case was defended and proven to be spurious. Still, the cost of defending and settling a claim, either in court or out of court, can be anywhere from the low five figures to the high six figures and beyond. Trial cases tend to cost twice as much as settlements, even if the case is thrown out of court. As a result, EPLI coverage in 2018 is a necessity.

Total HR Management Can Help

To learn more about EPLI coverage options from Total HR Management, take the first step today. Please call (800) 975-5128 to learn more about how we can help you protect your company moving forward.

 

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 another professional legal services provider.

 

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.


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