Risk is intrinsic to business (and life). Even if you closed your business down today, you wouldn’t totally escape the risks; your former risks would simply morph into new ones. At heart, a risk is anything that can go wrong, and many businesses underestimate their HR-related risks. According to consultancy group EY: “HR risks continue
-> Continue reading HR Risk Management Part 1: The HR Risks That Need to Be Managed
What are emerging skills? The world of work is in constant flux. As technology evolves and new trends develop, employers in all industries can find that their continued success relies on new and emerging skillsets. For example, Uber and other ride-sharing services may not have “killed” the traditional taxi market – despite steep falls in
-> Continue reading Emerging Skills FAQ
Human resources (HR) refers to far more than just one function. Your HR people handle a huge array of tasks and duties; that’s partly why HR can easily overwhelm small teams. Fortunately, it’s possible to outsource only individual pieces of your HR needs, when appropriate. Here are the most common HR functions that you can
-> Continue reading What HR Functions Can You Outsource?
How much time do you spend on non-core tasks? The answer is too much. Running a small business (and especially starting one) is becoming increasingly laborious. Nearly two-thirds of small business owners work more than 40 hours a week (and one-third work more than 50), according to the 2017 Bank of America Small Business Owner
-> Continue reading How Much Time Do You Spend on Administrative, Non-Core Tasks?
So, you’ve decided to hire a Professional Employer Organization to help handle the employer side of your business. You’re not alone; the PEO industry has boomed over the last decade, and no wonder. PEO clients grow faster than average, have lower employee turnover than average, are more likely to be profitable, and have double the
-> Continue reading Tips for Transitioning into a PEO Relationship
Outsourcing HR is the only way to get the employer out of the employer business. That enables them to get back to business instead of idling on staffing issues; it also means they can eliminate liabilities in terms of payroll taxes etc. as the Professional Employer Organization (PEO) partner becomes the employer of record. Here
-> Continue reading 10 Reasons Companies Partner with a PEO
Human Resources is a tough field: it demands a substantial depth-and-breadth of expertise in areas that are constantly changing. Faced with changes in technology and rising competition when it comes to finding and retaining talent, HR workers and leaders who don’t stay sharp and evolve along with the HR industry run the risk of falling
-> Continue reading 5 Great Resources for HR Managers
We write regularly about the impact of utilizing a Professional Employer Organization (PEO) on employers, detailing the ways a PEO can generate cost savings, business advantages, and peace of mind for business owners. But what about the impact of a PEO on workers? How does a PEO partnership work? First, let’s define the relationships here.
-> Continue reading How Using a PEO Benefits Your Employees
Professional Employer Organizations (PEOs) – by administering payroll, benefits, workers’ compensation, and core HR functions – enable business owners and leaders to get out of the employer business. That is, instead of focusing on the day-to-day work of handling employee matters, PEOs free organizations to focus instead on their core work of business building and
-> Continue reading 5 Surprising Facts About PEOs
Information technology (IT) is booming. The IT sector represents a quarter of the S&P 500 index, with growth forecasts at 5% globally – and possibly pushing as high as 7%, reports CompTIA. IT spending is expected to hit $4.8 billion in 2018. But with robust growth and spending come significant challenges. For IT, staffing is
-> Continue reading HR Outsourcing: How a PEO Can Help Businesses in IT
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