TriNet Introduces Online HR Assessment Tool

    Posted by David Organt on November 18th, 2014 in HR Technology, TriNet Products

    Human resources is complicated. This is especially true for small and medium-sized businesses that may not be able to dedicate an entire department to traditional HR issues. With an increase in federal regulations, a more competitive recruiting environment and an ever-increasing focus on company culture, even the smallest businesses are seeing the importance of effective HR management. Continue reading this entry →

    Why Employers Don’t “LIKE” the NLRB’s Stance on Social Media

    Posted by Miranda Zolot on November 13th, 2014 in Social Media

    Social media platforms allow employees to do everything from keeping up with childhood friends to business networking.  To combat improper use and encourage appropriate business use of social media in our workplaces, employers have created policies that limit when employees can access social media and what they can discuss on Continue reading this entry →

    Even Small Companies Have HR

    Posted by Peggy McCurley on November 11th, 2014 in HR Outsourcing, Human Capital Management

    All businesses have HR. Companies with employee counts from eight to eighty to eight hundred all have HR. Even companies that outsource HR have HR. Every company that hires, fires, trains, protects, and compensates employees has HR. Scrapping the HR department, removing HR positions, or eliminating the HR budget, does not remove your responsibility to handle HR, only your ability to.

    The amount of time, energy, and resources you devote to HR duties will vary by industry, company size and growth rate, but five core roles of human resources need to be addressed in order for your company to remain compliant and competitive.

    Recruiting

    Companies are only as good as the talented employees they hire. The cost to employers for a bad hire can be immense and can even stunt the growth of an organization. Hiring managers or outsourced talent agencies may lose sight of the corporate vision, especially when they are in a pinch to fill a spot. Instead, seasoned HR professionals can reinforce the corporate vision, evaluate candidates based on higher-level goals and be mindful of the direction the company is moving. Specifically, HR professionals can:

    • Clearly outline job descriptions that fit the company’s goals and culture
    • Ensure legal compliance throughout the hiring process
    • Provide compliant training and guidance for managers

    Training

    Onboarding and new hire training isn’t just a time to align an employee’s skills with the tasks they need to do, it’s a time to communicate a company’s vision and instill a corporate culture. It’s also an opportunity to make new hires aware of conduct policies of their employer. These steps are best accomplished by a dedicated HR team. HR professional can:

    • Create polices and conduct required training on harassment, discrimination, and retaliation
    • Succession planning and creating an internal promotion system

    Terminations

    Firing an employee is never easy, but if necessary steps are taken, a termination can be less surprising to the employee and less of a burden on the employer. Human resource’s role actually begins prior to any incidents that may have caused a termination. Having a protocol in place will make the termination process less volatile. HR professionals can:

    • Be responsible for creating paper trail of performance, attendance, and issues
    • Ensure termination protocol is followed so the employee is treated fairly
    • Reduce risk of wrongful termination claims and lawsuits.

    Protection

    Today’s work environment has an unprecedented diversity of backgrounds, culture, personalities, work styles, and levels of experience. HR helps identify and resolve conflict and restore positive working relationships, preferably before negative ones occur. HR professionals can:

    • Ensures a safe, harassment and retaliation-free workplace
    • Review risks like low morale, low productivity, and disagreements among teams
    • Manage internal conflicts and help mitigate the risk of litigation

    Compensation

    Part of the duties that fall under HR is to ensure competitive and realistic salary guidance by studying the labor market, employment trends and salary analysis based on factors such as job functions and geography.  It’s much less expensive to retain existing employees than go through the hiring and training process. HR professionals can:

    • Manage employee compensation fairly and ensure proper pay for performance
    • Create robust compensation packages to attract and retain talent
    • Communicate employee benefit packages

     

    People know what HR is when it comes to compliance. But, the strategic side of HR is equally important and is something that is overlooked by many small businesses. So, whether you are delaying a serious look at an HR team or considering a reduction in HR staff, have you considered everything HR has to offer?

     

    Click below to take a free online assessment and learn where you stand on these important HR matters.

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    Get Serious about Recruiting

    Posted by Jason Buss on November 6th, 2014 in Best Practices, Talent Acquisition

    It’s tempting to hire based on skills and experience. Skills are black and white; you either have them or you don’t. Determining experience is as simple as asking what a candidate has done and for how long. Developing a position profile based on skills and experience is much easier than creating one that attracts talent, passion and culture. Continue reading this entry →

    Why Do I Need Life Insurance If I’m Young, Single, and Childless?

    Posted by Teri Lowder on October 29th, 2014 in Benefits

    Life insurance is not what many younger employees think about. Traditionally, people with spouses, children and a mortgage are more keen on protecting their family should the unthinkable happen. Because after all, you would want your spouse to have the ability to keep making house payments and still contribute to the kids’ college fund if you were not around. Continue reading this entry →