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  • Finding and hiring the right employees is a critical process for any growing business. That’s why more businesses are turning to recruiting partnerships to streamline and improve their recruiting efforts.

    According to a survey by the Society of Human Resources Management (SHRM), nearly two-thirds of companies outsource all or some of their recruiting. While larger companies are more likely to turn to recruitment partners, small and medium-sized businesses also benefit greatly from these relationships. Below we’ll break down exactly what these relationships are and why they’re an increasingly popular option for employers.

    What Is A Recruiting Partnership?

    The simplest way to define a recruiting partnership is when a company works with outside human resources professionals to find, attract, and hire talented candidates. The recruiting process takes a lot of time and effort for employers, especially when they don’t have any internal HR team. A recruiting partner can fill that recruiting department gap and create a customized approach for each client.

    Recruitment partners come in different forms. Some agencies specialize solely in finding and hiring employees, while professional employer organizations (PEOs) provide employee recruitment in addition to other services. Either way, entering into a recruitment partnership agreement can help you outsource time-consuming tasks like:

    • Creating and updating job descriptions
    • Drafting ideal candidate attributes, skills, and other qualities
    • Post openings to various job boards
    • Writing standardized interview questions
    • Application screening and shortlisting
    • Scheduling calls and interviewing candidates

    A recruiting partnership can also extend to another valuable relationship as well. Some PEOs and other companies maintain relationships with job posting platforms, such as LinkedIn, Indeed, and others. Recruiting companies with these relationships give businesses looking to outsource the recruitment process even more access to potential candidates than they would on their own.

    Multiple blocks representing job candidates found through a recruitment partnership agreement.

    How Businesses Benefit From Recruitment Partnership Agreements

    A true partnership needs to be beneficial for employers. Fortunately, there are a variety of reasons why small and medium-sized businesses outsource their recruiting efforts to a trusted partner.

    They save time

    A good recruiting partner helps businesses save time in multiple ways. To start, outsourcing some or all the recruitment process saves employers from having to manage these tasks on their own. Between posting job ads, reviewing resumes, and finding interview times that work for everyone, the hiring process can take up hours of valuable work time. Having a recruiting partner allows employers to focus on other duties while experts handle important yet time-consuming recruiting tasks.

    Another way that recruitment partners save businesses time is by shortening how long it takes to fill a position. SHRM reports that the average time to fill for U.S. businesses is 36 days. However, recruiting partners can speed up this process by attracting more candidates and streamlining your recruitment process.

    They improve your ads

    Not all job ads are created equal. Working with a recruitment team allows you to maximize the effectiveness of each posting. Recruitment experts can work with employers to narrow down exactly which type of candidates would make for high-level, long-term employees. Recruiters tailor job ads around those ideal qualities to make qualified candidates more likely to see the posting. These experts can even send the opening to passive candidates who may be a great fit but aren’t actively looking for a new job.

    Another recruitment strategy is to enhance your business’ presence on a job posting platform. Recruiting partners can help businesses build and claim company profile pages and showcase exactly why candidates should work for them. Those features include putting together company values, employee testimonials, and other qualifiers that can make your company more appealing.

    Greater ad buying power

    In addition to improving your ads, recruiting partners can help your ads show up more frequently for qualified candidates. The more ads a company posts on a job site, the more likely that site will favor those ads.

    Recruiting partners can post enough that their clients essentially enjoy greater buying power for their positions. For example, GMS posts a multitude of ads on behalf of different companies that platforms like LinkedIn and Indeed consider as higher-level corporate partners. Dollar for dollar, our ads will be higher on the page compared to a non-partner, which makes it more likely that job seekers will see your open positions.

    More marketplace insight

    When your ads have to compete with other businesses, it’s good to know what the competition is doing to attract your ideal candidates. Recruiting partners can conduct marketplace research to identify both industry trends and specific hiring tactics used by local rivals.

    This research can give you plenty of insight into where you lie in the marketplace. Once you know where you stand in terms of compensation, benefits, and other selling points, you and your recruiting partner can determine the best plan of action to maximize your recruiting efforts.

    Access to recruiting technology

    Most small businesses aren’t going to have special software to streamline their recruiting efforts, but recruiting partners will. By entering a recruitment partnership agreement, your company can gain access to online recruiting technology such as an applicant tracking system (ATS) that automates time-consuming tasks and enhances your recruiting efforts.

    Find The Right Recruiting Partnership For Your Business

    It’s not easy finding and hiring the right employees. The recruiting process is a big commitment for any business owner, which is why GMS partners with employers to lessen their workload and improve their hiring efforts.

    GMS works closely with companies to create a customized recruiting approach for their needs. We can scale with your needs, whether you want us to oversee seasonal hiring needs or the entire recruitment process for your business. Contact GMS today to learn more about our recruiting services and our unique partnerships.

  • There are plenty of exciting aspects of running a business – disciplining employees is not one of them. Although unpleasant, poor work performance write-ups are a necessary tool for any organization.

    A letter of reprimand serves as both a tool for correction and a compliance document. The problem is that it’s not always obvious how to write up performance reviews for employees. This post will explain what you need to utilize in your write-ups, best practices for delivering effective reprimands and includes employee write-up samples. 

    What To Include In A Reprimand Letter

    There are a variety of elements that you should address for corrective action employee write-ups. The Society for Human Resource Management recommends including the following elements in a reprimand letter.

    • The name(s) of the person writing the warning, the person receiving the warning, and any individuals who will receive a copy.
    • The date the warning was delivered.
    • A statement that clearly describes the performance or conduct issue(s) that resulted in an official warning.
    • A summary of previous discussions about the issue (with dates, if possible) and other related disciplinary or performance issues.
    • An explanation of why the issue is important to the company and which policies were violated.
    • An outline of the employer’s expectations, along with a timeline and goals to show measurable improvement if necessary.
    • The potential consequences if the employee doesn’t meet those expectations, such as further discipline or termination.
    • A note that the warning will be added to the employee’s personnel file.
    • Space for the employee and manager to sign the document (with an optional space for employees to add their own comments regarding the reprimand).

    An Employee Write-Up Sample For Poor Performance

    The following example of a write-up for poor employee performance is a basic template that businesses can modify to suit their exact situation.

    To: [Name of employee]

    From: [Name of manager]

    Date: [Date the warning is given]

    Re: Written Reprimand

    This letter is to inform you that your performance is not meeting the expected requirements for your position. You are officially failing to perform for the following reason(s).

    • [List how the employee isn’t performing up to expectations]

    Based on [policy or performance requirement], you are failing to meet your performance measurements for your job despite [list previous communication or training efforts]. These performance requirements [describe how poor performance impacts the company and the rest of your employees].

    As a result, you will be required to [list an outline of employer expectations, along with timelines for meeting those goals]. If we do not see these improvements, additional disciplinary action will occur up to and including termination of employment. This letter will be added to your personnel file.

    Please let us know if you have any questions or concerns.

    [Name and title of manager]

    [Names and titles of HR staff and anyone else receiving a copy of the reprimand letter]

    [Space for signatures and comments from the employee]

    A manager meeting with an employee after delivering a reprimand letter.

    Best Practices For Writing Up An Employee

    Having a template for employee write-ups is a good start, but there are plenty more factors that employers and managers need to consider regarding reprimands. Use the following best practices to maximize the effectiveness of your efforts.

    Address the situation before you need a letter

    Unless an employee does something serious enough that warrants an immediate write-up, it’s best to address the problem directly with them first. Try to have a friendly discussion or send them an informal email to address any issues. Starting with a verbal warning will give the employee a chance to answer concerns and rectify the issue before it gets to an official reprimand.

    Document the problem

    The more information you have, the better prepared you are should an employee file a lawsuit or take any other actions against your company. Keep a record of your interactions with the employee regarding performance or conduct issues, including every conversation or email, before you write a reprimand letter. These actions will make it clear that the employee was aware of the problems and well-informed about the reasons for any discipline or termination.

    Include other perspectives and statements if possible

    While a manager or supervisor may take the lead in writing up an employee, they’re not the only person who can contribute to an official reprimand. Include any statements made by other employees who have raised concerns or have witnessed issues. Ensure that these statements are factual observations – opinions won’t work for official reprimands.

    Focus on improvement instead of highlighting what’s wrong

    The more detailed and specific you are about setting expectations for improvement, the better. The average employee isn’t afraid of receiving corrective feedback – in fact, 72% of employees think that this form of feedback would improve their performance. The key is that this feedback needs to be delivered in an effective way.

    It’s important to be honest with the employee about their performance issues and position future expectations as a positive. For example, a performance improvement plan is a commitment to helping an employee improve. Stay calm, positive, and focus on the benefits instead of dwelling on frustrations.

    Deliver reprimands in person

    Employees should hear their official written warning directly from their manager or supervisor. In this meeting, you can share your concerns and provide specifics about their performance. By delivering the news in person, you can also field questions from them and have them sign the warning letter for your records.

    Embrace Employee Performance Management

    Between employee performance reviews and write-ups, there are plenty of ways that you can maximize your employees’ efforts. The problem is that dedicated employee performance management takes a lot of time and energy for employers.

    GMS helps business owners get the most out of their employees while saving them time. Our experts can take on the administrative burdens associated with hiring, managing, and terminating employees while you focus on other important responsibilities. Contact GMS today to see how we can strengthen your business through employee management and more.

  • Human resources plays an important role in the daily operations of any business. As a business owner, you could be handling these tasks – payroll, benefits, and training employees. Have you ever felt overwhelmed by the number of hats you’re wearing at once to keep your business running? If so, HR outsourcing might be your new best friend.

    What Is HR Outsourcing?

    HR outsourcing is the practice in which a third-party organization handles some or all of a business’ internal HR responsibilities. Whether you need assistance with one aspect of your business, such as payroll, or you need assistance with a variety of different departments of your business, HR outsourcing can help. Any company that chooses to outsource its HR department may have the opportunity to enjoy the following benefits:

    • Save money 
    • Improve benefits 
    • Lower hiring costs
    • Ensure compliance 

    Before we continue to get into the benefits of outsourcing your HR functions, learn more here about the different outsourcing options available to you.

    Functions HR Processing Provides Small Businesses 

    Payroll processing 

    Managing payroll and tax filings can be one of the most time-consuming and challenging tasks for a small business owner. Your payroll process should be one of your first priorities as you don’t want to upset your employees by paying them late or incorrectly. Although you may think outsourcing your payroll may be more expensive than doing it in-house, in the long run, there are a variety of benefits. On average, small and mid-sized companies spend $2,000 per employee per year to handle payroll. Outsourcing payroll to a PEO like GMS will guarantee compliance with local laws and ensure that your employees are paid appropriately.

    The access to HR tools and resources allows businesses to enjoy the following benefits when they outsource payroll to GMS:

    • Payroll processing 
    • Payroll software 
    • Payroll tax management 
    • Employee self service 

    According to the National Small Business Association, 30% of small business owners spend more than six hours each week on payroll tax administration alone. Stop holding yourself back from what you do best, growing your business, and outsource your payroll.

    Employee benefits 

    Providing your employees with benefits like health insurance and a retirement plan will give your company a competitive advantage in your recruiting efforts. You want to keep and attract quality employees so you can continue to grow your business.

    You can offer your employees the following through a PEO:

    • Master health plan 
    • 401(k) or profit sharing 
    • Life insurance 
    • Dental 
    • Vision
    • Disability 
    • Supplemental insurance

    Outsourcing your employee benefits will save you time, money, simplify employee management, and allow you to spend less time worrying about benefits packages and more time growing your business. At GMS, we offer flexibility, control of premiums, access to data and networks, and overall options that you can’t find anywhere else.

    Risk management 

    As a small business owner, you might find yourself struggling to stay ahead of the risks associated with workers’ compensation and workplace hazards. You’ll need to comply with more rules than just benefits and tax laws. When it comes to workers’ compensation, you should focus on limiting injuries in the workplace and the rising costs of workers’ compensation insurance.

    Any U.S. employer must take responsibility for dealing with the consequences of workplace injuries. Every workplace injury results in a workers’ compensation claim for the employer, increasing their insurance rates. According to the U.S. Bureau of Labor Statistics employers spend an average of $0.45 per hour worked for workers’ compensation.

    To avoid workplace conflicts, and worst-case scenarios, or lawsuits, you can outsource your risk management efforts to an HR expert like GMS. From cost containment to loss prevention, we do it all. Protect your employees and your business by outsourcing your risk management functions today.

    Human resources 

    Managing HR can be quite challenging and may often be intimidating. When you outsource your HR functions like performance management, recruiting, and training, it allows you to spend more time focusing on growing your business, and less time on human resource management. Should you choose to outsource your HR to a PEO like GMS, you will gain assistance and expertise in the following areas:

    • Employee performance management
    • Employee recruiting and training services
    • Human resource audit
    • Human resources information system (HRIS)
    • Learning management
    • Unemployment claims management

    If you choose to outsource your HR functions, the HR partner of choice will assist in determining your performance goals and disciplinary routes for poor performance. Annual reviews, salary negotiations, and other performance-related conversations are always going to be a vital part of your business operations. It’s difficult to run a small business without much support, which is why more employers have turned to an HR outsourcing business.

    Outsource Your HR Functions Today!

    GMS is here to assist with any aspect of your business you need assistance with. From payroll tax management to hiring and recruiting employees for your business, we have experts in every area. We understand you may have questions about the transition process and where to begin. Contact us to learn more!

  • For the 2023 calendar year, the Internal Revenue Service (IRS) raised the contribution limit to a health savings account (HSA) to $3,850 for an individual and $7,750 for a family. Currently, the HSA limit is $3,650 for individuals and $7,300 for a family. These higher limits allow individuals and families to save more money on qualified expenses.

    An HSA is a savings account that allows you to set aside money on a pre-tax basis to pay for qualified medical expenses. With an HSA, you can use untaxed dollars to pay for deductibles, co-payments, and coinsurance which may lower your health care costs. HSAs are available only to individuals with a high deductible health plan (HDHP) which the IRS defines as a plan with an annual deductible that is no less than $1,500 for self-only coverage or $3,000 for family coverages for 2023. It also articulated that annual out-of-pocket expenses including deductibles and co-payments for an HDHP cannot exceed $7,500 for individuals and $15,000 for family coverage.

    There will be no change to the age 55+ HSA catch-up limit rules for 2023 so it remains at $1,000 per year. This allows any individual ages 55 and older to put away an additional “catch-up” contribution up to that amount annually. All adjusted limits will go into effect starting January 1, 2023.

    GMS Is Here To Help!

    Are you a business owner that doesn’t offer any health care benefits, but you think now might be a good time to introduce them? You’ve come to the right place. We understand that health coverage can be confusing. At GMS, our team of experts sits with your employees to explain the different health coverages available to them and determine the right fit. Learn more! 

  • Recruiting plays a major role for any growing company. The problem for many business owners is that recruiting is neither quick nor simple. It’s essential for employers to hire the right people for their business, but that type of commitment can take a lot of work and dedication without some help.

    Recruitment process outsourcing (RPO) gives businesses the resources to simplify their recruiting efforts without sacrificing on the quality of their search. The RPO market has steadily grown for years as more businesses turn to outsourcing as a viable solution for their needs. In this post, we’ll break down how RPO works, why you may need it, and how it can benefit your business.

    What Is Recruitment Process Outsourcing?

    Recruitment process outsourcing (RPO) is a partnership where a business hires a separate company to manage the various tasks and responsibilities associated with finding potential job candidates. The RPO provider then acts as the recruiting extension of that company and provides talent acquisition services based on their needs.

    RPO providers can come in different forms, ranging from third-party staffing agencies to Professional Employer Organizations (PEOs) that provide comprehensive HR solutions. The exact level of RPO services can vary depending on how much assistance an organization needs. There are multiple types of outsourcing engagements available:

    • On-demand RPO – Outsource recruiting services on an as-need basis for a specific job or to accommodate recruitment during peak hiring seasons.
    • Partial-cycle RPO – Selectively outsource single or multiple components of the recruiting process to alleviate internal workload and maximize hiring efforts.
    • Full-cycle RPO – Have an RPO provider manage the entirety of the recruiting process, from initial job descriptions up to the final offer.

    Does My Business Need Recruitment Process Outsourcing?

    Regardless of the size of your business, there are multiple steps that an organization must take when recruiting new employees. Each of these tasks takes time and effort, including:

    • Writing and updating job descriptions.
    • Drafting a specification of desired attributes, skills, and other qualities for the ideal hire.
    • Advertising the opening on job boards, social media, and other places.
    • Screening the applications, creating standardized interview questions, and interviewing initial candidates.
    • Shortlisting applicants and conducting second interviews.
    • Selecting the most suitable candidate (or starting over if none was found).
    • Making a job offer.
    • Updating unsuccessful applicants.
    • Passing relevant client information along to initiate the onboarding process.

    The key to deciding whether to outsource some or all of these tasks involves your organization’s challenges and needs. Any of the following business challenges are legitimate reasons why businesses turn to RPO to bolster their hiring process:

    • Recruiting has become time-consuming and costly to manage internally.
    • Your organization needs to quickly address short-term turnover or keep up with demand.
    • Internal recruiting efforts aren’t yielding qualified candidates.
    • You’re looking to improve your time-to-hire.
    • It’s becoming difficult to manage and track all the different applications, especially when multiple managers or teams are involved.
    • You want to concentrate more of your time and energy on core business functions and leave recruiting to the experts.

    What Are The Benefits Of Outsourcing Recruitment?

    If you find that your business needs recruiting support, it’s time to consider an RPO. Outsourcing some or all of your recruitment efforts can benefit hiring managers and their employers in the following ways.

    Reduced recruiting costs

    It’s no secret that recruiting good talent takes time and money. Outsourcing these recruiting efforts not only reduces costs associated with labor, but also streamlines these processes to make them more efficient. RPO services can also scale with your business as it grows, adding even more flexibility and cost-efficiencies as your hiring needs increase.

    Improved time-to-hire

    A streamlined recruiting process does more than just reduce overall costs. RPO providers can cut down on hiring times by implementing more efficient recruitment strategies and attracting more qualified candidates. In turn, your business can start onboarding employees quicker than before.

    Better candidate quality

    Those same strategies also help businesses find employees who are particularly suited for open positions. In addition to expanding searches to new sources, RPO partners can directly recruit ideal candidates and reach out to these individuals. These measures can open your business up to new candidates you wouldn’t have found on your own.

    Recruitment technology

    Access to special software like applicant tracking systems (ATS) is another way that RPOs lead to both cost savings and an improved process. These systems can automate time-consuming tasks, use machine learning to sort and rule out applicants, and increase internal collaboration through a variety of functions and features.

    Advanced tracking and analytics

    Want hard data to show how well your recruiting efforts are working? RPO solutions can set performance benchmarks, provide real-time data to track success, and highlight areas for improvement.

    Streamlined onboarding

    An RPO doesn’t have to only support your recruiting efforts. These partners can help you streamline the onboarding process by integrating initial procedures into an ATS. This setup will help automate the welcoming process once an offer is accepted and prepare new hires with key documents, new employee forms, and other vital information.

    Compliance support

    A few simple mistakes can lead to compliance issues. RPO providers can help businesses stay clear of regulatory issues, such as avoiding illegal interview questions and establishing best practices for the recruitment process.

    How To Choose A Recruitment Process Outsourcing Partner

    While there are countless forms of recruitment companies out there, some are better for your business than others. It’s important to evaluate each provider before you invest in RPO. There are several factors that will impact which RPO provider is right for your organization.

    • The ability to scale with your organization, both over time and during seasonal hiring needs.
    • Customization options for your specific recruiting program.
    • Partnerships with employment websites and other hiring sources.
    • State-of-the-art technology and other resources.
    • Excellent customer service and organizational support.
    • Comprehensive HR outsourcing solutions that extend beyond recruiting.

    As recruiting top talent becomes more difficult than ever, GMS strives to help businesses simplify and improve their hiring efforts. Being a PEO, we can oversee the recruiting process to save you both time and money while providing you with a pool of quality candidates. Contact GMS today to talk to one of our experts about outsourcing employee recruiting and other time-consuming administrative functions.

  • Running a business isn’t easy. There are so many responsibilities that employers and their HR teams must address with little time.

    The need for simpler administrative solutions is why more businesses are turning to employee self-service technology. This technology gives businesses the means to improve administrative efficiency. Keep reading to learn more about employee self-service software and how it can benefit your business.

    What Is Employee Self-Service (ESS)?

    The simplest way to define employee self-service technology is that it gives employees added accessibility to access key information and handle multiple HR responsibilities on their own. This technology gives users access to an online portal or company intranet login. The Society for Human Resource Management (SHRM) uses the following employee self-service definition to describe this process.

    • “Employee self-service (ESS) portals are web-based tools through which employees can access relevant information and conduct certain transactions from a central online site or gateway.”

    This level of autonomy is designed to give employees more freedom to access their information. Online portals allow workers to adjust or review details when they want to from wherever they have an internet connection. Meanwhile, using an ESS system helps businesses save time and improve administrative efficiency by giving their employees greater access.

    What Can Employees Do With Self-Service Systems?

    ESS portals provide workers with several features that make life easier for themselves and their employers. These features include giving employees the ability to handle the following administrative tasks online without having to directly involve management:

    • Records management and employee data – Update personal information including change of address, marital status, and other data that can impact tax management and other HR functions.
    • Payroll capabilities – View pay stubs, change withholding and deductions, and log time and attendance if necessary.
    • Benefits enrollment and assistance – Review important benefits information, complete open enrollment, and track coverage, participation, and other important details online.
    • Retirement plan adjustments – Make changes to existing plans, such as modifying 401(k) contributions.
    • Time off management – Track PTO hours, submit time-off requests, and find out who is available to cover shifts.
    • Expense management – Submit business-related purchases for future repayment through the company’s expense management system.
    • Company document library – Access important documents such as the company handbook, training documents, operating policies, and more in a single, cloud-based source.

    What Are The Benefits Of Employee Self-Service Systems?

    Giving employees access to ESS technology leads to several advantages for both employers and employees. These improvements include the following ESS benefits:

    Save on time and administrative work

    When you run a business, it takes a lot of time to complete regular administrative tasks. ESS portals take some of that work out of your hands by either reducing how long it takes or eliminating certain jobs altogether.

    ESS portals give employees the ability to access key documents on their own. Instead of spending time and energy delivering payroll stubs, employers can allow workers to access paystubs all year round and download W-2s for tax season. Employees can also update personal information online instead of forcing management to hunt down and input that data. Simply put, ESS technology reduces paperwork and administrative efforts by allowing employee access.

    Improve information sharing and tracking

    ESS technology can integrate with human resource information systems (HRIS) to help employers tie new information into their payroll management, benefits administration, and any other critical processes. Whenever an employee updates their information, these systems will have access to that information.

    Employers can also utilize the ESS technology to keep track of certain employee submissions. For example, managers can review expense claims and PTO requests to make sure they fall in line with company standards and either approve or reject them. This process helps streamline submissions while keeping the appropriate personnel involved in the process.

    Eliminate questions

    Self-service is meant to be a system where employees don’t need to involve others. One of the benefits of offering an ESS system is that it drastically reduces how often employees need to ask for help.

    By giving employees the means to access different information and tools, they can feel empowered to find out information on their own. In turn, managers won’t have to deal with as many questions or serve as a middle man in trying to solve simple HR tasks.

    Improve employee morale

    According to studies by Gartner, 77% of employees want to have easier, more digitized options for completing routine tasks and accessing information. ESS software gives them exactly what they want.

    Offering employees a simple way to check personal information and complete tasks will only make their lives easier. These workers are just as happy to cut out extra paperwork and redundant processes. Presenting self-service options enables employees to take care of what they want on their own, all while saving both them and HR professionals extra headaches. That’s a major win-win for any small business.

    Simplify Your Business With Employee Self-Service Technology

    There are plenty of responsibilities as a business owner. ESS systems allow you to free up some of that administrative workload while empowering your employees at the same time.

    Ready to drive organizational efficiencies through technology and expert HR support? GMS gives companies access to our dedicated HR professionals and special tools like GMS Connect so that they can focus on growing their business. Contact GMS today to see how we can make your business simpler, safer, and stronger through expert HR management.

  • It should come as no surprise that an engaged employee is typically a more productive employee. Performance management is an essential process for training, developing, and providing direction for your greatest assets. The problem is that successful performance management can take more than just an annual review or other traditional methods.

    The performance management cycle is a strategic plan to encourage and sustain employee success. Keep reading to learn more about how a performance management cycle works and how it can benefit your company.

    What Is A Performance Management Cycle?

    A performance management cycle is a continuous process designed to evaluate employees and steer workers’ performance. The exact length of this cycle can vary. Some businesses opt for an annual cycle that culminates with yearly reviews, while others adapt the cycle to operate on a quarterly basis.

    Regardless of the time periods, the performance management cycle is meant to be a never-ending process that repeats upon completion. A typical cycle involves four specific steps:

    1. Planning
    2. Monitoring
    3. Reviewing
    4. Rewarding

    Planning

    The performance management cycle starts with an opportunity to set organizational goals. These goals can be objectives for the whole year or particular targets for the upcoming cycle. Either way, this first stage is the time to determine an overall strategy for your business.

    The planning stage should start with the management team setting goals for the organization and then tying individual and team targets to those goals. Managers can then communicate this information to employees and work on setting goals, tasks, targets, and other guidelines to help achieve personal and organizational success.

    While organizational targets should be determined at the management level, planning out employee goals should be a collaborative process. By working with employees, individuals can better understand why these goals are important and become more invested in their success. This stage is also an excellent opportunity to showcase how achieving these goals can help employees grow their own skills and value.

    Monitoring

    Once planning is complete, the next step is to monitor employee and team progress. Regular check-ins play a pivotal role in helping employees and teams achieve their goals and address any roadblocks that may derail these efforts.

    Check-in intervals can vary but tend to be more effective when done more frequently. For yearly cycles, it’s best to meet with employees on a monthly or quarterly basis. Some businesses can even benefit from weekly check-ins, as 85% of workers who have weekly check-ins with their managers are more engaged than those without regular communication. No matter the timing, try and cover the following topics during check-ins:

    • Overall progress
    • Accomplishments
    • Roadblocks and other issues
    • Needed support
    • Potential changes

    Continuous monitoring allows businesses to keep employees on track as well as be flexible when needed. If employees struggle to stay motivated for far-off goals, check-ins can help managers to create short-term subgoals and provide assistance when needed. This level of collaboration helps employees stay aligned with company performance goals while providing them the support necessary to tackle proper, actionable steps.

    Reviewing

    Once the cycle comes to an end, it’s time to conduct official performance reviews. Managers should take this time to meet with each employee to determine if their goals were met and decide next steps.

    The monitoring process gives managers perspective on how well the employees have done throughout the cycle. After that, an official review provides employers and employees a definitive chance to evaluate if goals were met and how well the process went. Participants should try and answer the following questions during this review:

    • Was the goal completed and how well did the employee perform on these tasks?
    • Is the goal still in line with the organization’s goals?
    • If the goal isn’t complete, was it realistic or were there reasons why it couldn’t be met?
    • Did the employee have the support needed to achieve their goals?
    • Did the employee grow from the experience and gain useful skills or experience?
    • How can we learn from these goals to improve the overall process and ensure success for future cycles?

    As with the planning and monitoring stages, reviews are a great opportunity to collaborate with employees and keep them engaged. It’s important to let employees know that their feedback is important. Let them share their perspective on how they did, whether they achieved their goals or not. If they fell short of their goals, discuss these performance issues, and provide meaningful advice on how to improve and lay out solutions to address these concerns.

    Rewarding

    Each cycle ends with the reward phase, which is an essential tool for employee motivation. After putting in hard work and dedication, it’s critical to show employees that their efforts are appreciated. If not, it can be easy for workers to feel like their contributions in the performance management cycle doesn’t matter. The lack of appreciation directly affects engagement, and can even lead to employees seeking other opportunities.

    Rewards come in many forms and should be awarded on merit. By fairly handing out rewards, you not only recognize the workers who did their part, but also showcase what can happen if they achieve their goals in future cycles. Potential rewards include:

    • Company-wide recognition
    • Official written reviews with positive feedback
    • A one-time bonus or gift
    • A raise
    • Extra days off or work flexibility
    • Special projects or perks

    Once the rewards and recognitions are handed out, it’s also time to reconvene at the management level to assess the cycle and adjust for the future. Discuss any issues or other findings that would affect the future goals and get ready to start the cycle over again.

    What Are The Benefits Of Using The Performance Management Cycle?

    A defined performance management cycle gives employers a framework to boost productivity and engage management and employees. In turn, businesses can enjoy a few key benefits from a streamlined performance management process.

    Goal alignment and flexibility

    Performance management should benefit both employers and employees. The planning phase allows management to identify what goals are most important for the overall growth of the business and tie employees’ performance targets and education around those needs.

    The cycle also offers room for management and employees to adjust these goals if necessary. Over time, certain targets may become less important than new training needs or performance criteria. This flexibility gives both managers and employees the freedom to modify certain targets or tasks to accommodate these changes.

    Improved engagement

    The performance management cycle gives employees regular opportunities to be open about their goals, and allows time for managers to listen to them. This collaborative conversation not only allows employers to gather feedback, but also keep employees engaged. Employees who feel heard are 4.6 times more likely to feel empowered to do their best work. That level of engagement is a major plus for all parties.

    Retention

    The performance management cycle allows employees to receive regular feedback from managers, which makes a notable impact on retaining talent. According to Gallup, businesses that provided continuous feedback reduced turnover by nearly 15% compared to organizations that offered little to no feedback.

    A continuous cycle also gives managers more chances to discuss an employees’ growth and highlight successes. Roughly, a quarter of workers leave a job due to lack of recognition, which can be given during regular check-ins and the reward stage. These continuous opportunities give managers opportunities to value an employee’s work while still providing guidance on ways to get better.

    How To Maximize Your Performance Management Cycle

    While the performance management cycle gives employers a good framework for enabling growth and keeping employees engaged, there are ways to maximize the effectiveness of the process.

    Focus on the positive, even when dealing with the negative

    While it can be easy to concentrate on whether a goal is met or not, it’s important to give specific, detailed feedback during check-ins and reviews. Vague, generic criticism is only going to frustrate employees, so be specific and use language that makes employees think in positive terms, even if the feedback is negative. For example, position a performance improvement plan as a way to help the employee correct issues and succeed in the future instead of as a punitive measure.

    Don’t hold back on recognition

    Another way to maximize the performance management cycle is to provide recognition along the way. Proper recognition doesn’t need to wait until the review stage. If an employee does something well, let them know. Even something as simple as verbal praise can make an impact on an employee’s morale, and notable efforts may be worth additional rewards along the way.

    Utilize SMART goals

    Not all goals are created equal. Try to outline your goals using the S.M.A.R.T. method to give your employees and organization the best path for success. S.M.A.R.T. goals are:

    • Specific – Make sure the goal includes clear details about what should be achieved and why it is important.
    • Measurable – Make sure the goal can be measured or have a definitive way to indicate if it has been achieved.
    • Achievable – It should be realistic to complete a goal within the given timeframe for the cycle.
    • Relevant – The goal should tie into the organization’s overall goals and make sense for the employee to complete based on their responsibilities or needs for growth.
    • Time-bound – The goal should have a definite timeline for completion, along with potential milestones that can be used to track success along the way.

    Maximize Your Employees’ Potential

    Performance management plays a critical part in making personnel decisions ranging from training and compensation to transfers and termination. The performance management cycle gives employers a streamlined, repeatable process that gives management more insight and actively engages employees.

    Of course, a dedicated performance management process takes time and dedication to run properly. GMS partners with businesses to take on administrative burdens like performance management and other essential HR functions. Our team of experts and cutting-edge human resources information system (HRIS) allows you to spend your time on running your business while GMS makes your business simpler, safer, and stronger.

    Ready to invest in your greatest assets while saving yourself time? Contact us now to learn about our performance management services and more.

  • Learning is essential in the modern workplace. New technology and growing internal needs are forcing employees and employers to learn new skills over time. As a result, businesses that invest in education and improvement have an edge these days.

    Research shows that business owners who invest in learning innovation enjoy more than 9% improvement in organizational growth, productivity, profit, and transformation. This development is why more organizations have embraced the benefits of using a learning management system to support employee learning – and help their business grow along with them.

    Of course, it’s important to understand the intricacies of a learning management system before your business implements and offers one. Let’s break down the basics, benefits, and key features of learning management systems and how they impact your business.

    What Is A Learning Management System?

    A learning management system (LMS) is a web-based platform or software application used to implement and monitor a learning process. This type of system is instrumental in e-learning and mainly consists of the two following components:

    • A server responsible for maintaining the base functionality of the system
    • A user interface that students, administrators, and instructors use

    In a business setting, an LMS is used to deploy learning strategies across the workplace, facilitate experiential and formal learning, manage compliance training, and enhance sales enablement. These processes are streamlined through online learning functionality like user access, notifications, attendance, calendars, content sharing, and communication.

    Previously, LMS technology was limited in its functionality. Today, new technology allows employers to incorporate different activities such as gamification and mobile learning. These features allow an LMS to promote learning, establish a learning culture in the organization, boost productivity, and improve employee engagement.

    What Are The Benefits Of Using A Learning Management System?

    Learning management technology is beneficial for both the employees and their employer. Here are some of the main benefits of using an LMS for your business.

    Reduced learning and development costs

    The use of learning technology allows businesses to eliminate a variety of costs. By embracing online learning, organizations can cut out expenses associated with in-person learning.

    There are several hidden costs associated with in-person training. For example, businesses may need to account for travel, accommodation, and meals for some employees. Even if workers are nearby, there are costs associated with printing learning materials and either renting or maintaining physical meeting spaces.

    Those costs aren’t as necessary if most or all of your employees’ training can be done from anywhere with an internet connection. Learning technology allows your business to limit in-person training and shed costs through online functionality.

    Shorter, more streamlined onboarding process

    A good LMS is also designed to shorten the onboarding process for your employees and save both you and your workers time. There are a few ways an LMS can streamline employee onboarding.

    • Starter Pack – You can create a starter pack for the employees, including a virtual tour of the company and an introductory presentation. When employees have a good onboarding experience, 69% of them are more likely to stay at a company for a long time.
    • Content Management – Organizations can also make content easily available for employees. When the employees have educational content at their fingertips, they can learn quicker and better.
    • Microlearning – Businesses can create microlearning assets for their new recruits on the LMS. This ability enables employees to learn through bite-sized lessons, streamlining their onboarding process while keeping their attention.

    Fewer compliance issues

    Regardless of the industry, all organizations need to stay compliant with certain regulations. Businesses can add new compliance standards to their LMS allowing the system to update employees with any change in compliance laws. With just a few minutes of education, businesses can reduce issues and avoid both monetary penalties and reputational damage.

    Improved employee performance

    Another benefits of an LMS is that it can improve employee performance through multiple means. For instance, businesses can gamify training and create a reward-based learning model where employees can make regular progress.

    Certain systems can also enhance employee collaboration, which is paramount in making your team-building efforts a success. Employees can share resources, discuss projects, and benefit from social learning immensely. These efforts help employees personally invest in learning.

    Performance tracking

    Churning out training material or curating learning resources isn’t enough. Businesses also need to track the progress of their employees to determine the effectiveness of their learning initiatives. The majority of LMS options have analytical and reporting tools where employers can monitor learner progress and identify any shortcomings that need to be covered.

    Help employees upskill or reskill

    Nearly two-thirds of companies commit to reskilling or upskilling employees to address internal changes and new technologies. Besides hard skills, businesses can also teach their employees soft skills through an LMS.

    Online technology helps employers deliver, monitor, and track training courses to build essential knowledge and skills in your workforce. The right LMS gives employees unlimited access to learning resources and material so that they can learn at their own pace on whichever device or platform they prefer.

    What Are Key Business Requirements For A Learning Management System?

    Nowadays, there are several LMS vendors with different systems. As you may expect, some may be better for your organizational needs than others. There are multiple LMS features that your business should consider when selecting a system.

    Ease of use and customization

    One of the highlighting benefits of these systems is that they simplify both learning and tracking progress. An essential business requirement for an LMS is that it’s equally accessible and easy to use for employers and employees. Here are some features to look for:

    • Device Compatibility – The LMS should be compatible with different devices and provide the same user experience across platforms.
    • Appearance – The LMS should not have overly bright colors or distracting visuals that make navigation difficult.
    • Layout – The layout of the LMS should make it easy for users to find the resources and tools they need on desktop and mobile devices.
    • Additional Tools – If you have people with visual disabilities in your workforce, make sure the LMS also adds options for users to listen to content rather than read it. Make sure content is available in different formats so that it’s accessible to as many people as possible.

    System customization is another key feature. The right system should make it easy to create courses and offer plenty of room for customization so that you can personalize it for your organization’s use. If an LMS is not flexible or scalable, it will only hinder the learning experience and cause headaches when making adjustments to existing learning resources.

    Integration capabilities

    Like other systems, life is much easier when your LMS integrates easily with other business systems. The ability to connect with customer relationship management (CRM) tools, content management systems (CMS), and other forms of software will help streamline the management process, enable more data-driven decisions, and enhance the overall learning experience. Another valuable integration is single sign on, which automatically signs employees in the the LMS when they are signed on to other integrations such as email or SharePoint.

    Tracking and reporting capabilities

    LMS reporting refers to a system of data analysis and collection in the learning management system. This information lets you monitor the training process and measure its success. Moreover, you can use the LMS reports to identify components of your training process that can be improved.

    It’s important for the LMS to have tracking capabilities so that you can assess the progress of your employees and collect feedback to measure their level of satisfaction. Over time, you can use meaningful data to improve training programs, update course materials, and make other changes to course content and other processes to help enable your organization’s learning goals.

    Automation capabilities

    Automation has become a must-have for almost every business process these days, and for good reason. LMS automation allows employees and instructors to save time on menial tasks and streamline the learning process. These are some ways automation helps your education endeavors:

    • Portal Invites – Invites are automatically sent to new recruits as soon as you enter their information in the LMS.
    • Enrollment Reminders – The LMS automatically sends reminders to employees, encouraging them to finish the enrollment process on time.
    • Calendars – Employees can set reminders for certain tasks or learning sessions.
    • Auto-Assign – Instructors can set auto-assign rules based on predetermined criteria, such as an employee’s department or enrolled learning session. For instance, an instructor can set the criteria that certain learning resources must be sent to all employees in the sales team who are enrolled in the summer learning session.

    Artificial intelligence (AI)

    Automation and AI go hand in hand. Modern AI-based learning platforms can create solutions, such as speed recognition, decision-making, translating learning resources to different languages, and more.

    AI also helps instructors by giving them recommendations on how to curate and present information in the best way possible for specific users. This feature allows employers to modify training content and make online courses more effective.

    Embrace Learning To Help Your Employees Grow

    Employee education is a tremendous opportunity for businesses trying to onboard new hires, tap into their workers’ potential, and support your team. An LMS allows employers to streamline and optimize the education process.

    Of course, it takes more than just software to maximize your business’ education efforts. GMS is a professional employer organization (PEO) that gives businesses access to cutting-edge technology and expert support so that your employees are set up to succeed.

    Ready to save time and grow your business through expert HR management and technology? Contact us now about how we can simplify your business through comprehensive HR solutions and our industry-leading HRIS.

  • Hiring is an exciting development for a growing business, but that doesn’t mean it’s easy. According to Glassdoor, it takes an average of 23.8 days to complete the hiring process. That timeline accounts for everything from creating the job description to extending an offer – and all the hard work in between.

    That amount of work is exactly why businesses turn to applicant tracking systems (ATS) to streamline this essential business function. Let’s break down what an ATS does and how it can support your business.

    What Does Applicant Tracking System Software Do?

    An ATS is a form of recruiting software designed to simplify the hiring process. This type of software, also referred to as a talent management system, helps businesses organize important processes and improve internal efficiencies to streamline the entirety of the hiring cycle.

    A typical ATS performs a variety of tasks to automate time-consuming responsibilities and provide additional information. These tasks can include, but are not limited to the following functions and capabilities:

    • An ability to post openings to various job boards.
    • Storage of applicant data as individuals apply to your open positions.
    • Application screening to identify potential matches based on set parameters, keyword filters, and other means.
    • Applicant ranking based on how well resumes match a specific job description.
    • Collaboration tools that allow employers and recruiters to comment on applicants and leave ratings for internal review.
    • Automated emails to schedule interviews, update candidates, and stay connected with priority individuals.

    The Benefits Of Applicant Tracking System For Employers

    When it comes to the hiring process, businesses can use every advantage they can get. An ATS is equipped to give organizations the tools and technology needed to stay competitive while improving their internal procedures. These benefits allow your business to do the following:

    • Find and hire better candidates.
    • Improve the candidate experience.
    • Make the hiring process shorter and more efficient.
    • Increase collaboration during the hiring process.
    • Streamline the onboarding process.
    • Stay competitive in the hiring market.

    Find and hire better candidates

    Between the need for skilled workers and the costs of employee turnover, it’s essential to find the right people for your positions. Tracking systems gives employers an advanced way to identify ideal candidates for each and every role. Employers can prioritize certain skills and other factors to call out more qualified individuals. Some systems can even utilize artificial intelligence to create an ideal profile for a position and predict new success factors for future candidates.

    Another way that an ATS can improve your candidate pool is by helping it grow. These systems can help distribute applications to as many job boards, recruitment sites, social media platforms, and other potential posting destinations as you deem fit for your business. Better yet, users can publish job posts on all these sites simultaneously (or pretty close to it). This streamlined approach to job distribution makes it easier for employers to reach more people without nearly as much of the legwork.

    Improve the candidate experience

    Tracking technology also allows employers to improve your reach is to simplify the application process for candidates. An ATS gives job seekers the ability to apply for your positions on their phone, laptop, tablet, or any other device. Better yet, applicants won’t need to create a new account and log in to apply to your openings. In turn, promising candidates won’t drop out early to pursue other openings with fewer roadblocks.

    Make the hiring process shorter and more efficient

    Manually reviewing applications is a long, tedious process. An ATS takes out a lot of the menial labor by organizing and optimizing the review process.

    As individuals submit their applications, an ATS automatically pulls every submission into a central database. These systems will then use varying means ranging from pre-set filters to AI machine learning to sort and even rule out certain applicants. These methods give your business a streamlined process to review organized, qualified applications.

    A good ATS also reduces time-to-fill for job openings is by simplifying the applicant management process. An ATS makes it quick and easy to message candidates through a single platform. Businesses can even automate large portions of applicant management through chatbots that screen questions and address frequently asked questions.

    Applicant tracking technology also automates the scheduling process. It takes time to review calendars, set up interviews, and send out information. An ATS typically offers integrated scheduling tools to set up interviews and send out meeting reminders. This process not only saves you from more initial work, but also keeps everyone on the same page to limit confusion and potential no-shows.

    Increase collaboration during the hiring process

    It’s not always easy to get everyone on the same page during the hiring process. It’s good to get input from different individuals within your company, but it can be difficult to collect everyone’s input and keep everyone in the loop. The right system gives users a space to work together in an organized fashion.

    ATS software allows different team members to take notes, see resumes, and review other information all in one place. The recruiter can use this system to assign out roles and set up alerts for anyone needed in the hiring process. These tools help ensure that everyone can take part in selecting the right candidate without adding extra complications.

    Streamline the onboarding process

    An ATS offers benefits that extend beyond job applications and interviews. These systems also allow businesses to speed up the onboarding process and help qualified candidates start their new careers off right.

    Once you fill a position, the ATS starts the welcoming process for your newest employee. Employers can set up their ATS to provide new hires with key information about their role, the business, and expectations for the initial few weeks. These systems can also prompt individuals to fill out new employee forms and other necessary paperwork.

    Stay competitive in the hiring market

    The vast majority of Fortune 500 companies use some form of ATS in their hiring process. Based on all the benefits listed above, that makes sense. However, that doesn’t mean that this type of software is exclusive to larger companies.

    Businesses of all sizes can reap the benefits of an ATS. A good system can help your company stay ahead of big corporations by making your openings more visible and giving applicants quick, easy access to your business.

    Streamline Your Recruiting And Hiring Process

    As the labor market tightens, hiring is only getting harder for small and mid-size businesses. That’s why GMS partners with businesses to manage this essential process. Between our team of HR experts and cutting-edge applicant tracking technology, we can help you recruit top talent while saving you from the time it takes to do so.

    Ready to simplify your business? Contact us now to talk to our recruiting and hiring managers about how GMS can help solve your talent acquisition challenges.

  • While many businesses have struggled with staffing issues during the pandemic, cannabis companies aren’t dealing with growth issues. Employment in the cannabis industry grew by 32% in 2020, and that expansion hasn’t slowed down since.

    Whether you run a dispensary, sell cannabis-infused products, or play another role in the legal marijuana industry, business prospects are booming. However, that same level of growth does present a new challenge – navigating human resources. Some business owners may try to tackle these administrative burdens themselves, but that commitment can pose problems.

    “Some small businesses think this is something they can tackle on their own, but the cannabis industry really understands the importance of hiring an HR professional or partnering with an organization that handles HR,” says Stacey Larotonda, vice president of client services at GMS.

    There are several administrative responsibilities that come with a growing company, especially one that’s regulated as heavily as the cannabis industry. Let’s break down some key areas where the cannabis industry can benefit from professional HR assistance.

    Compliance

    It’s no secret that the cannabis industry deals with heavy regulations. However, newer businesses in the cannabis industry may not be fully prepared to deal with all the responsibilities.

    “We have found that most of the cannabis businesses are in the infancy stage when they join with GMS,” Larotonda says. “Because of this, they don’t have much from an HR compliancy standpoint.”

    One struggle is dealing with the different laws that impact the cannabis industry. These companies typically deal with different regulations for licensing, banking, benefits, safety, hiring, and more. An HR partner can help business owners keep up with the rapidly changing regulatory landscape to help them stay one step ahead.

    Of course, compliance also extends beyond cannabis-specific rules. There are plenty of standard business compliance issues to address as well. Proper HR management can work with businesses to stay compliant through the following actions:

    Payroll

    Banking has been and will continue to be tricky for cannabis businesses. While the cannabis industry can operate legally within state lines, federal banks and other forms of financing aren’t always available. Combined with the aforementioned compliance concerns, payroll administration is a difficult process for cannabis companies.

    By outsourcing payroll to an HR partner, cannabis companies can simplify their payroll process and ensure that they pay their employees legally. For example, GMS utilizes online payroll software to help automate payroll processing around a business’ particular needs. That process means that cannabis businesses can streamline payroll tax deductions, timekeeping, and other time-consuming tasks in a quick, legal manner.

    Hiring

    In a rapidly growing industry, cannabis businesses have to get out and find the right talent. The problem is that hiring employees isn’t necessarily easy or cheap. It can be difficult to find applicants with good past experience or formal training in dealing with cannabis. Meanwhile, the average cost of a bad hire amounts to roughly 30% of that employee’s first-year potential earnings.

    A good HR team can help guide cannabis companies during the hiring process and take on the administrative burdens associated with this process. Those needs include managing the following legwork to streamline the recruiting process and find top talent for your industry.

    • Job ads and job descriptions
    • Offer letters
    • Background checks
    • Interview assistance
    • Applicant tracking systems
    • Payroll forms

    Employee Retention

    Once you hire the right people, it’s very important to retain top employees. Simply put, losing good talent is expensive. The cost of employee turnover can range as high as three-quarters of that employee’s salary. You also need people to operate your business, and constant turnover only leads to a constant, expensive hiring cycle. As such, HR plays a pivotal role in keeping employees in your company.

    “Invest in your people, whether that is HR, operations, sales, etc.,” Larotonda says. “Make your company a place people don’t want to leave!”

    There are several ways that HR can improve employee retention. These measures range from setting up employees for immediate success and giving them a reason to make your company a place to stay.

    Ongoing Assistance

    No business owner should be asked to oversee all of their HR functions alone, much less one in a rapidly-growing industry. With the right HR partner, you don’t have to know everything about administrative functions.

    As HR professionals, the experts at GMS work with you to make your company simpler, safer, and stronger. Our job is to give your business access to HR tools and resources that can help your business grow and succeed. When you have questions, we can provide the answers you need. In turn, you can focus your time on growth instead of time-consuming administrative tasks.

    Ready to nail down your HR process and set your business up for happy employees and future growth? Contact us now about how GMS Connect can help solve your business’ HR challenges.