Tag Archives: PEO

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.

The Challenge Of The Hiring Process For Small Business Owners

All aspects of the hiring process, from recruitment and selection to onboarding, are more challenging for small business owners. Unlike big corporations and even mid-sized companies, small business owners lack the workforce needed to optimize the hiring process. As a result, working with a professional employer organization allows a small business owner to improve the hiring process while receiving many additional benefits as well.

Small Businesses and The Hiring Process

hiring process, PEO

Small Business Hiring Process

According to recent research, an impressive number of new employees in the United States in the past year were hired by small businesses. Over 45% of new hires were the result of small businesses growing and evolving. Such a statistic places the importance of small business owners to the American economy in proper perspective. As a professional employer organization (PEO), Total HR Management is proud to help small businesses nationwide improve their staffing, hiring, and recruitment and selection capabilities.

Still, despite this remarkable growth, small business owners face many challenges when it comes to hiring. Compared to a majority of mid-sized businesses and practically all large corporations, it’s much harder for small businesses to handle hiring responsibilities. When any business needs to hire new employees, the HR challenges can be time-consuming and a little overwhelming. Rather than lose a night’s sleep over the potential cost, your small business might discover that working with a professional employer organization is the sensible solution.

Hiring Process Challenges for Small Business Owners

Beyond HR regulatory challenges brought on by a combination of federal and state laws, hiring is expensive. Although a small business can hire a recruiter to find the best candidates or pay for advertising, the cost tends to be more than the available budget. Moreover, accessing the available talent and raising awareness of a potential job opening is just the first step. There are a lot more responsibilities to come.

First, a good job offering can lead to a flood of resumés. If you recruit correctly, then selection can be a major challenge.  Do you have the time to spend sifting that flood of resumés, then arranging interviews with the best candidates?

The simple truth for the vast majority of small businesses is that there is no person on staff adequately trained in HR best practices. Lacking HR experience and an understanding of employment law, the hiring process can be awkward at best and even threaten the security of your company at worst. In truth, not taking the time to hire correctly opens the door to unnecessary difficulties.

Beyond the challenge of recruitment and selection, onboarding employees is far from a polished hiring process for most small companies. Even when you find the right candidate, your small company probably lacks a systematic and efficient process to bring on a new hire. If the top talent experiences such initial disorganization, they might not follow through with the hiring process. The last thing a small company needs is to lose a great recruit and potential new employee for such avoidable reasons.

Transforming A Difficult Hiring Process

Total HR Management sympathizes with small business owners when they face the difficulty of the hiring process. There is no reason why recruitment and selection should be so hard. Once hired, a new employee should be on-boarded quickly, then positively acclimated to your organization and the company culture. Moreover, HR fines and lawsuits can be avoided if a small business owner is willing to work with a professional employer organization. As a co-employer, we take on the challenging HR tasks while allowing you to do what you do best: grow the business of your business.

By working with a PEO like Total HR Management, the hiring process becomes a real positive asset for your business. From recruiting to onboarding, we have best practices in place to help your business. Efficient and cost-effective, a PEO can also offer your employees outstanding benefits that compete with the largest corporations in America. Such benefit offerings help with recruitment and selection by becoming a lure to top talent. In your business, the top talent wants the perks of a large corporation combined with the freedom of a small company. We can help make this happen.

Total HR Management Can Help

To learn more about how Total HR Management can optimize your small company’s hiring process, please contact us today. Take the first step to optimizing your small company’s hiring process and 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.

Does Your Company Have An Office Policy On Workplace Wearables?

Prior to the 21st century, workplace wearables really were not a human resources issue for most companies. Beyond the Casio calculator watch from back in the day, workplace wearables were not a reality before the release of the first version of the iPod on October 23, 2001. Even then, workplace wearables really did not become a question to be addressed by HR professionals until the rise of the Internet and the introduction of the Apple Watch in 2015.

workplace wearables

Do You Need A Workplace Wearables Office Policy?

Today, from health monitors and location trackers to wireless earbuds and smart glasses, workplace wearables pose a sudden multitude of benefits and risks to employers. Without a doubt, the demand for workplace wearables is exploding. Over the next 10 years, the market is expected to quintuple from $14 billion to $70 billion. In many industries, employers are just as excited as consumers and employees. The challenge is that new technologies often cause disruptions and unforeseen negative consequences when carelessly integrated into the workplace.

There is no question that employers must be mindful of legal pitfalls looming in the future. It’s essential is to make sure that a workplace wearables office policy opens the door to the benefits while avoiding any increased exposure to employer liability. In addition, any such policy will need to be revisited as the technology changes. After all, today as the 21st century is deep in its second decade, we merely are at the dawn of the workplace wearables revolution.

The Benefits of Workplace Wearables

As a professional employer organization, Total HR Management believes that an office policy on workplace wearables is becoming more and more of a necessity in 2017. Although the benefits of workplace wearables are many, the distracting influences and even external threats must be considered as well. Workplace wearables need to be divided into categories, particularly in relation to Internet access and privacy considerations. Although the benefits are significant, the potential negatives must not be allowed to disrupt an office.

The benefits of workplace wearables include enhanced worker communications and increased workplace safety. Moreover, wearables can be part of employee training and can improve employee tracking. Workplace wearables can allow employees to record themselves performing a task. Beyond providing a record, such a recording offers the potential for instantaneous feedback through sharing.

In other words, workplace wearables offer 24-7 access to your employees while they are on the job. They remove many of the traditional excuses for being out of touch or non-contactable. Moreover, according to experts from the University of London, wearable technologies have been also found to boost employee productivity by 8.5 percent, and to increase job satisfaction by 3.5 percent.

The Risks of Workplace Wearables

With access to the Internet available all the time, workplace wearables pose an obvious risk to confidential information and intellectual property. The impulsive nature of being in the moment with a workplace wearable could cause an employee to reveals inappropriate information. Rather than having the traditional filters and boundaries, workplace wearables make communication through email and social media a little too accessible. In light of the potential disclosure of your company’s confidential information, the issue of workplace wearables in the office must be handled with firm precision and a delicate balance.

Fitness-oriented workplace wearables can help improve the morale and the health of your employees. However, employee fitness programs connected to workplace wearables open the door to a host of potential issues. All such programs must be vetted to make sure they do not violate federal programs like the Health Insurance Portability and Accountability Act (HIPAA) and the Americans with Disabilities Act (ADA).

Although you can encourage employees to be healthy and keep fit, such programs need to be largely self-administered. You might want to give your employees Fitbits, but you are not allowed to track their progress. You need to be very careful not to open the door to potential penalties and federal violations. From HIPAA requirements and ADA prohibitions to EEOC (Equal Employment Opportunity Commission) issues and GINA (Genetic Information Nondiscrimination Act) question marks, the federal hurdles for an employee wellness program combined with workplace wearables are many.

Is Smaller Always Better?

The potential business uses for smartwatches, smartglasses and other intelligent wearable devices are numerous. As wearable devices become smaller and more discrete, concerns about data security, surveillance and safety grow as well. Many of these devices offer hidden sound and video recording possibilities. Literally, the devices used by Cold War spies seem almost antiquated in comparison to what any consumer’s smart phone now offers. Beyond smartphones, miniature recorders and cameras are now common as well.

If an employer has access to the tracking capabilities and data collection of workplace wearables, written policies that explain in detail what types of data may and may not be collected need to be established. It must also be clear how the data will be used, and how it will be stored or destroyed. Workplace wearables should not be a step into either the spy world of James Bond or the tyrannical oppression of George Orwell’s 1984.

Even more importantly, employers need to make sure that employees do not use workplace wearables to violate wiretapping and surveillance laws. They also need to make sure that they avoid doing the same. For example, in California, all parties to a conversation must consent to its recording. Without a doubt, such dangers must be avoided. Any new workplace wearables introduced by a company need to benefit both the employees and the employer.

Total HR Management Can Help

The challenges that come with introducing wearable devices into the workplace have been faced in the past. With the pace of technology adoption only increasing and new challenges on the horizon, you need to stay ahead of the game. Total HR Management can help, including a revision of your employee handbook to include a workplace wearables office policy..

To learn more about how we can help your company establish a policy in regards to workplace wearables, contact Total HR Management today. Please call (800) 975-5128 today to speak with an HR professional and access the help your small to mid-sized company needs.


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 Recruitment Text Messaging Strategies

Although recruitment text messaging seems like an obvious hiring strategy, it is not commonly used. With texting becoming a primary form of communication, such messages open the door to accessing more potential candidates during the process of recruitment and selection. With a staffing agency as an essential part of our business model, Total HR Management knows the importance of staying on the cutting edge. After all, our client companies deserve to access the very best when it comes to recruitment and selection. As a result, new trends like recruitment text messaging need to be embraced. In this article, we offer three recruitment text messaging strategies that can help improve the hiring process.

Recruitment Text Messaging = The Cutting Edge

recruitment text messaging

Recruitment Text Messaging Can Be Effective

If a texting platform is going to be employed for recruitment text messaging, it needs to be precise. In addition, all such messages must be mobile-friendly and easy to access. The HR Managers at Total HR have found that recruitment text messaging can hit a big dead end if it fails to take these necessities into account. Not wanting to ever waste time or money, we have learned that precision is the key.

Any contact list used for recruitment text messaging must transcend the generic and be carefully built. When we help our client companies build lists from their direct industry resources, we found that response rates went up, as did quality hires. The key is not to take a generic approach when you are looking for the top candidates in an industry. If you act like a bottom feeder, you are not going to achieve the positive results you desire. In truth, if you want to ensure a decent response rate and access actual candidates, recruitment text messaging demands a qualitative approach across the board.

Three Recruitment Text Messaging Strategies:

  • List Quality Is Essential

You need to build a quality list of known individuals in that particular occupation on your own. It is smart to take advantage of employee industry contacts and recommendations. LinkedIn also can be a powerful tool in this process. In addition, examine the history of your company’s past hiring efforts and look for potential candidates that might have been overlooked or better suited for this new opportunity. Third party lists sold by list providers tend to be mediocre at best. A quality list can go a long way in ensuring a high response rate and ultimately a successful effort.

  • Create A Message That Works

Although you would think a simple 2-sentence intro message that invites candidates to apply to a job posting would work, it proved ineffective. Most viable candidates either request more information or ignored such a message. Instead, provide detailed information (under 4 lines) while inviting candidates to ask questions. Rather than jumping right into the application process, open the door for a back and forth that leads directly to that goal. Interaction is the key.

  • Precise Detail Work Is A Priority

Since texting is a more intimate form of communication that can feel intrusive at first, you need to be very precise in your initial message. By providing privileged details, you show that you are being genuine and offering a real opportunity. In addition, always text such opportunities at the right time of the day. Texting early in the morning or late at night is foolish. Rather, texting during lunchtime or right after work makes better sense. You are not intruding on work hours and you have the advantage of down time. Precisely identify yourself, your position, your company and the exact job you are offering. In addition, make sure to be positive, but don’t oversell. Find the right balance between recruitment and respect.

Total HR Management Can Help

The HR Managers at Total HR Management have extensive recruitment and selection experience, and we can help you succeed when breaking new staffing ground. Although recruitment text messaging may sound iffy, it has been proven to be very effective when done right in the modern age. To learn more about how we can help, contact Total HR Management to set-up an HR audit. Please call (800) 975-5128 today to speak with an HR professional and access the support your company needs.


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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