HR Outsourcing

When it comes to HR outsourcing, we are the market leaders. We offer a wide range of HR outsourcing services to help you in reducing costs and to maximize your profits. With us, you will be able to focus on your business without needing to worry about Human Resource Management at your end.
To sum it up, outsourcing your HR activities allows you to focus more on key areas and provides relief from many other areas of responsibilities. More importantly, HR outsourcing also helps in ensuring employee satisfaction.

In today’s globally competitive world of corporate undertakings many business organizations whether small or large agree that the use of HR outsourcing made their companies much more productive and efficient. There are plenty of businesses that have the resources but short of time or have the time but lack resources to manage human resource activities. Many of these companies incorporated outsourcing as a better alternative to hiring full time human-resource staff. There are over thousands of highly competitive HR outsourcing firms that offer a wide variety of human resource services in order for businesses to be free from the responsibilities of overlooking human resource activities. HR outsourcing therefore gives businesses more time to focus on its core business activities at the same time have a well-established and active HR policies.

So, what do you do until they return? This is where it really gets sticky. We all know that it is not that you don’t want to promote the person, they are just not here to perform the role. If you promote someone else, you risk legal action. If you promote someone temporarily, you risk a mutiny or losing this other talented individual when they become demoted upon the deployed teammate’s return. My suggestion is to go temporary. Reach out to a local staffing agency and have them help you find a candidate on a contract basis. You have too many risks involved with the other routes. If someone comes in knowing it is a contract assignment and the team knows it is temporary, you can avoid the drama. You will also avoid the potential legal battle when your employee returns from service. And, most importantly of all, you will be able to promote one of the brave men and women who serve our country and get a top notch leader in the process.
Please let us know if you would like to learn more about how our HR resources for small businesses can help you when you encounter issues like this.

From OSHA Safety Checklists to Employee Safety Manuals, and more great HR training tips, ERG’s HR Support Provider can help. You also get access to our robust and expanding Training On-Demand library as part of your membership. Please let us know if you would like to learn more about HR resources for small businesses.

Old school organizations and HR Outsourcing professionals stand by the annual review and merit increase associated with the process. This system is antiquated and does not satisfy the performance expectations we have for employees today nor their desire for instant access to information. When our employees do not know if they are hitting the mark with their efforts they lose interest, become unhappy with their career, and disengage.

Employers must retain each employee’s completed Form I-9 for as long as the individual works for the employer. Employers are required to retain the pages of the form on which the employee and employer enter data. If copies of documentation presented by the employee are made, those copies must also be kept with the form.
Once the individual’s employment ends, the employer must retain this form for either 3 years after the date of hire or 1 year after the date employment ended, whichever is later? For access to live guidance from our team of HR professionals, information on-demand, and great HR training tips, please sign up for HR on Demand.

Here is a list of ten critical HR resources for small businesses you should have available to help you maintain compliance and be a great employer. These documents are the building blocks of a great relationship between your organization and your employees.
Every company needs a foundation for their business practices. Having an effective handbook in place can help you keep your business out of court, improve overall operations, motivate employee performance and establish clear communication. Every employee should sign an acknowledgment form indicating they have reviewed the company’s handbook and this form should be kept in their personnel file.

How can I find time to do this and run my business? One of the biggest values you get out of a review is having that one-on-one candid time with a team member that can help you both get on the same page. In a small business, every team member means a lot to the bottom line. Let’s walk through how you can implement a modern performance reviews process for your HR Resources for Small Businesses.
The performance review process has a tremendous value to a small business. This is an opportunity to provide recognition, work on a development plan, and set goals with your team members. Pick a plan and stick with it. You can do reviews annually, every six months, every month, whatever you need to do to be consistent. At my company, ERG, we do reviews every 90 days. This gives us the ability to get out of the hectic daily routine and talk about the big picture.

One of the biggest challenges HR Outsourcing Services for Small Business owners face is attracting top talent. You will not be able to compete in today’s crowded markets which are highly commoditized without having the best talent on your team. While there is a lot of advice out there about how to attract top talent, I think that we can look to effective content marketers to provide a blueprint for how to attract top talent to your organization.

We provide HR outsourcing services for dental offices and in this process we get a very in-depth look at our client’s processes right out of the gate. It always fascinates me how much time and money our dental practices spend to make sure they have the proper processes in place to ensure great care, increase revenue, etc. However, they have nothing in place for their employment practices (and often don’t think they need anything.)

If you have a vision and goals for your company, you want to make sure everyone is working towards that. If you don’t have a vision with goals that are set to achieve the mission, go back to square one and start there. Come back to this article when you are looking for HR support provider.
Keep the organizational plan in mind as you write job descriptions and evaluate the importance of the work being done in relation to achieving those desired outcomes. This process will not only help you to make sure that the job is being done well, but that you are also moving towards your vision.