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  • What is a Human Capital Management (HCM) System? 

    A HCM system is an integrated suite of tools that helps organizations manage their workforce more efficiently. It combines core human resources (HR) functions such as payroll, benefits administration, time tracking, and compliance management with strategic tools for talent acquisition and performance management. By centralizing employee data and automating processes, an HCM system enables businesses to make data-driven decisions and focus on growth. 

    However, as technology and workplace needs evolve, many businesses still depend on outdated HR systems that can’t keep up. While these older systems may appear to “get the job done,” the truth is that they cost much more than most business owners realize. 

    The Hidden Financial Costs 

    Increased labor and error expenses 

    Older systems often require heavy manual input, from data entry to reporting. This not only consumes valuable staff time but also increases the likelihood of mistakes in payroll, benefits, or compliance reporting. These errors can be expensive to correct and create inefficiencies that add up quickly. 

    Compliance penalties 

    Regulations on data privacy, wages, and employee classification constantly evolve. Outdated systems may not adapt to new laws, risking fines or audits. Non-compliance with regulations such as the Fair Labor Standards Act (FLSA), the Affordable Care Act (ACA), or data protection standards can lead to costly penalties.

    Maintenance costs 

    Outdated HR systems often rely on on-premises hardware or outdated software licenses that need ongoing maintenance, power, and information technology (IT) support. These hidden costs can exceed the cost of a modern, cloud-based solution, especially when considering downtime or lost productivity due to system failures. 

    Operational Setbacks 

    Lost productivity 

    Manual processes slow everything down, from onboarding new hires to approving time-off requests. Employees and HR teams waste hours navigating interfaces, searching for information, or entering data across disconnected systems.  

    Limited insights and poor decision-making 

    When HR, payroll, and benefits data are kept in different systems, analyzing workforce trends and making strategic decisions become challenging. Without access to real-time workforce metrics, leaders may rely on outdated or incomplete information, increasing the risk of poor decision-making. 

    Cybersecurity risks 

    Older HR systems often lack advanced security features and encryption, making them more vulnerable to breaches or ransomware attacks that could expose sensitive employee information. These incidents can be costly for businesses both financially and in terms of reputation. 

    Talent and Culture Impacts 

    Damaged employer brand 

    An outdated HR system impacts internal operations and candidate perception. Long applications, old portals, and slow responses frustrate candidates, who may then prefer more modern, tech-savvy organizations. 

    Lower employee engagement and retention 

    When employees experience repeated frustration with HR systems, such as requesting time off, accessing pay stubs, or enrolling in benefits, it can cause dissatisfaction and increased turnover. The modern workforce expects digital tools that simplify their experience rather than complicate it. 

    Weakened talent strategy 

    Without automation, analytics, or mobile features, businesses miss chances to engage, develop, and retain talent. Outdated technology hinders performance tracking, career development, and recognition, all of which are essential for creating a strong, competitive workforce. 

    Preparing for the Future with GMS 

    As businesses plan for 2026 and beyond, modernizing HR technology is crucial. The right system saves time, reduces risk, and lets teams focus on strategic growth instead of manual tasks. 

    GMS Connect, our all-in-one HR platform, provides business owners with the tools they need to confidently manage their workforce. Featuring payroll, benefits administration, HR compliance, and performance management, all integrated into one secure platform. GMS Connect eliminates the inefficiencies and risks associated with outdated systems. 

    Partnering with Group Management Services (GMS) gives you access to modern technology, expert HR support, and a system built to grow with your business. The expense of maintaining an outdated HR system is high, but the benefits of upgrading with GMS are even greater. Request a demo of GMS Connect today!  

  • As we head into 2026, small businesses continue to navigate a competitive hiring landscape. Talent is in high demand, and larger companies often have the resources to offer higher salaries, more benefits, and stronger name recognition. But that doesn’t mean small businesses are at a disadvantage.  

    With the right strategy, small businesses can stand out, attract top candidates, and create workplaces where employees want to stay. Understanding hiring trends, offering a strong employee experience, and partnering with a professional employer organization (PEO) like Group Management Services (GMS) can make all the difference. 

    Understanding the 2026 Talent Landscape 

    Hiring in 2026 continues to evolve as employees want more flexibility, meaningful work, and better benefits. Several trends are influencing how candidates choose employers. 

    1. Artificial intelligence (AI) is increasingly used for sourcing, screening, and onboarding, making hiring faster and more data-driven. 
      1. Skills-based hiring is replacing traditional degree requirements as employers prioritize proven abilities and adaptability. 
      1. Candidates are finding jobs through social media, professional networks, and personal recommendations instead of just job boards. 
      1. Employer reputation and employee experience are major factors in how candidates compare job offers. 
      1. Remote and hybrid work options are widely expected, and talent competition is no longer limited by location. 

      For small businesses, this means the playing field is larger and more competitive. To stand out, you need more than a job description. You need a clear mission, flexible work options, and benefits that make employees feel valued. 

      How Small Businesses Can Compete 

      Create a strong employee value proposition 

      Candidates want to know what makes your business a meaningful place to work. Highlight opportunities for growth, impactful work, supportive leadership, and flexible work-life balance. A clear and genuine message helps candidates connect with your company on a personal level. 

      Use flexibility as an advantage 

      Small businesses can often make decisions faster than larger organizations. Offer hybrid schedules when possible, encourage employee contributions, and give them room to grow into new responsibilities. This freedom is something many employees seek but may not find at larger corporations. 

      Improve benefits and growth opportunities 

      Even with limited budgets, employees still expect solid health care plans, retirement options, mental health support, and learning opportunities. Providing mentorship, training, and clear career paths shows employees that your business invests in their future. 

      Strengthen hiring and retention systems 

      Professional recruiting practices matter. Use applicant-tracking tools, streamline your interview process, respond quickly to candidates, and ensure new hires feel welcome from day one. A positive candidate and employee experience helps reduce turnover and builds a strong reputation. 

      The Role of a PEO in Competing for Talent 

      A PEO gives small businesses the power to offer the benefits and human resources (HR) support usually reserved for large companies. Here is how a PEO helps: 

      Access to high-quality benefits 

      A PEO groups many small businesses together, allowing them to offer health insurance, retirement plans, life and disability coverage, and employee perks at competitive rates. This helps smaller employers present benefit packages that impress candidates.

      Less administrative pressure  

      Payroll tax filing, workers’ compensation, benefits administration, and HR compliance take time away from business growth and hiring efforts. A PEO handles those responsibilities so owners and managers can focus on strengthening their workplace and building strong teams. 

      Support for recruiting and HR technology 

      Many PEOs offer tools for posting jobs, tracking applicants, and managing onboarding. This gives small businesses a more professional and streamlined hiring process and improved access to qualified candidates. 

      Confidence to grow and scale 

      When compliance benefits and HR systems are handled by a PEO, owners can hire faster, expand into new locations, and confidently take on new opportunities. Ambitious employees are more likely to join a company that is ready to grow. 

      How GMS Helps Businesses Win Top Talent 

      Small businesses do not need to fall behind in the competition for talent. By embracing new hiring trends, being intentional about company culture, and partnering with a PEO like GMS, small businesses can offer strong benefits, meaningful work, and long-term growth.  

      Ready to elevate your hiring strategy and attract top talent in 2026? Contact us today! 

    1. Keeping employees safe isn’t a one-time initiative. It’s an ongoing responsibility that evolves with the seasons. From icy sidewalks in winter to heat exposure in summer, every time of year brings unique workplace hazards and compliance deadlines to manage. 

      For business owners, staying ahead of these risks while handling daily operations can be challenging. That’s where Group Management Services (GMS) comes in. As a professional employer organization (PEO), we help protect your team and your business throughout the year with proactive safety programs, Occupational Safety and Health Administration (OSHA) compliance support, and continuous employee training. Our goal is to make sure your company remains safe, compliant, and productive, no matter the season. 

      Safety Risks Change Every Season 

      Each season presents its own safety challenges, and staying compliant requires awareness and preparation. 

      Spring: As operations ramp up and new projects begin, many businesses bring on seasonal or temporary workers. GMS provides safety onboarding programs and tailored training to ensure every new team member understands workplace procedures and hazard awareness. 

      Summer: Rising temperatures increase the risk of heat-related illnesses and outdoor work hazards. GMS provides heat safety training, risk assessments, and guidance to help you comply with OSHA’s Heat Illness Prevention standards. We also help manage travel safety protocols during this busy season. 

      Fall: This is the perfect time for safety audits and preparation for the winter months ahead. GMS helps conduct risk assessments, update your safety policies, and schedule refresher trainings to ensure your workplace remains safe as conditions change. 

      Winter: Cold weather often leads to slippery surfaces, increasing the risk of slips, trips, and falls. Businesses must also ensure OSHA recordkeeping requirements are filed by March 2. GMS helps you prevent injuries through seasonal safety plans, walkway maintenance strategies, and compliance management. 

      With GMS’ support, your business stays proactive instead of reactive. We help you prevent accidents, stay compliant with safety regulations, and protect your employees year-round. 

      Comprehensive Risk Management and Compliance Support 

      Managing safety is more than avoiding accidents. It’s about maintaining compliance and reducing liability exposure. GMS provides expert support to help your business stay current with changing federal, state, and industry-specific regulations. 

      Our services include: 

      1. Workplace safety program development. We create and implement custom safety programs designed for your industry’s unique risks. 
      1. Employee safety training. We provide on-site and virtual training sessions covering topics such as hazard communication, emergency procedures, and equipment safety. 
      1. OSHA compliance and reporting. Our team tracks deadlines and ensures your workplace meets all regulatory standards. 
      1. Risk assessments and loss control. We identify potential hazards and provide recommendations to prevent injuries and improve safety culture. 
      1. Workers’ compensation administration. GMS manages claims, supports investigations, and offers options to improve cash flow and reduce surprises during audits. 

      When you partner with GMS, you gain access to a team of experienced underwriters, loss control specialists, and claims managers who are dedicated to protecting your people and your business. 

      A Safer Workplace Builds a Stronger Team 

      Workplace safety not only prevents injuries but also promotes trust, morale, and retention. When employees know their well-being is a top priority, they feel more confident and engaged. 

      GMS helps foster a positive culture by implementing programs that prioritize employee safety. Our proactive approach reduces workplace injuries and creates a better environment for everyone on your team. Whether you’re managing office staff, field employees, or both, GMS gives you the tools and resources to keep your team safe, healthy, and motivated in every season. 

      Partner with GMS to Simplify Compliance 

      From OSHA deadlines to seasonal safety risks, there’s a lot to keep track of. You don’t have to do it alone. Let GMS handle the complexities of workplace safety so you can focus on growing your business and supporting your team. 

      Contact GMS today and keep your workplace safe, compliant, and protected all year long. 

    2. As the year comes to a close, many business owners and managers are preparing for year-end performance reviews, one of the most important and sometimes most dreaded tasks on the human resources (HR) calendar. 

      When done right, performance reviews can do more than assess past results. They can boost engagement, strengthen company culture, and set the tone for growth in the year ahead. But when they’re rushed or unclear, they can leave employees disengaged and managers frustrated. 

      Continue reading to learn how to make your year-end performance reviews more efficient and impactful for both your team and your business. 

      1. Start With Clear Goals  

      Before you begin the review process, revisit the goals and expectations you set at the beginning of the year. Were they measurable? Realistic? Still aligned with your company’s priorities? 

      Managers should assess both individual and organizational performance to ensure reviews focus on results, development, and contribution to the company’s mission. 

      If you haven’t documented goals throughout the year, now is the time to establish a more structured approach for next year. Setting clear, trackable objectives from the start makes year-end evaluations far more effective. 

      2. Gather Data Throughout the Year 

      Effective reviews rely on evidence, not memory. Pull together data from across the year, such as project outcomes, client feedback, attendance, sales metrics, and peer input. 

      Encourage managers to consistently track performance, rather than waiting until the end of the year. Whether it’s through weekly check-ins, one-on-one meetings, or monthly touchpoints, choose what works best for your team. Doing so ensures fairness and helps identify patterns and opportunities for coaching long before the year-end meeting. 

      HR software or performance tracking tools, such as GMS Connect, can make this process far more manageable by centralizing employee data and documentation. 

      3. Focus on Two-Way Communication 

      Performance reviews shouldn’t feel like a lecture. Create space for open, two-way dialogue. Encourage employees to share their own reflections on what they’re proud of, where they’ve faced challenges, and what support they need to grow. 

      This not only builds trust but also helps managers uncover valuable insights into team dynamics, training needs, and potential leadership development. 

      Consider asking open-ended questions such as: 

      1. What accomplishments are you most proud of this year? 
      2. What obstacles stood in your way? 
      3. What skills or projects do you want to explore next year? 

      4. Balance Accountability  

      Recognizing achievements while addressing areas for improvement is key to a meaningful performance review. Feedback should be framed as an opportunity for growth, not as criticism. 

      For example, instead of saying, “You didn’t meet deadlines,” try, “Let’s explore what caused delays and how we can set you up for success next quarter.” 

      The key to a strong review is balancing accountability for results with support for professional development. 

      5. Set Clear Next Steps 

      Every performance review should end with actionable next steps. Define goals for the coming year, identify any training needs, and clarify how success will be measured. 

      This creates alignment between the employee’s growth and the company’s strategic objectives. It also ensures both parties leave the conversation with clarity and motivation for the following year. 

      6. Support Managers With the Right Tools  

      Even experienced managers can struggle to conduct consistent, unbiased reviews. Providing training and templates, or partnering with an HR expert, can help create a fair and standardized process across your organization. 

      Performance management is not just about once-a-year conversations. It is an ongoing commitment to employee development, engagement, and retention. 

      Simplify Year-End Reviews With GMS 

      At Group Management Services (GMS), we help business owners take the stress out of HR management, including performance reviews. Our employee performance management services provide structure and support for conducting effective evaluations, developing employees, and maintaining compliance. 

      GMS supports your performance review process from beginning to end by helping you set clear goals, monitor progress, coach employees, and maintain thorough documentation. This structured approach drives performance, enhances engagement, and ensures alignment with your company’s mission. 

      You don’t have to manage employees and compliance alone. Partner with GMS to streamline your HR operations so you can focus on growing your business with confidence. 

    3. Seasonal workers play a crucial role in helping businesses handle spikes in demand during busy times of the year, especially the holiday season. From retail stores and restaurants to warehouses and hospitality, seasonal employees ensure operations run smoothly when customer volume is at its peak.  

      While seasonal employment may be temporary, effectively managing these workers is key to maximizing productivity, ensuring compliance, and creating a positive employee experience. Here are some best practices for hiring and managing seasonal employees this holiday season. 

      What Is a Seasonal Job? 

      A seasonal job refers to temporary employment during specific times of the year when businesses experience increased demand. These roles typically last for a few weeks or months and are tied to predictable events such as holiday shopping, summer jobs, winter tourism, or peak dining seasons. 

      Seasonal jobs are temporary by design, following predictable cycles based on calendar events or industry trends. Many offer flexibility in scheduling, which makes them attractive to students, retirees, or individuals looking for supplemental income. Seasonal positions can be found across industries such as retail, hospitality, agriculture, tourism, event planning, and more. 

      Tips for Managing Seasonal Employees 

      Start with a Clear Hiring Process 

      A strong seasonal hiring strategy sets the tone for success. Job postings should clearly state that the role is temporary and define the length of employment. Employers should also consider using “at-will” employment agreements, which provide flexibility while ensuring compliance with applicable laws. 

      It is equally important to classify workers correctly. Seasonal employees are generally considered W-2 employees rather than independent contractors. Misclassification can lead to compliance issues and penalties. 

      Provide Comprehensive Onboarding and Training 

      Seasonal employees often face steep learning curves with little time to adjust. A structured onboarding program helps them succeed by covering company policies, customer service expectations, and compliance standards. Training should also include opportunities for cross-training, allowing employees to assist in multiple areas as needed. 

      Offer Competitive Pay and Incentives 

      During the holiday rush, seasonal workers have many employment options. To attract and retain top talent, businesses should offer competitive hourly wages that align with industry standards and the local cost of living. Employers should be transparent about overtime opportunities and pay policies. 

      Performance-based incentives, such as bonuses for meeting sales or productivity goals, can boost motivation. Seasonal premiums or sign-on bonuses may also encourage employees to commit to the entire busy period.

      Prioritize Flexibility in Scheduling 

      Many seasonal workers value flexible schedules just as much as fair pay. Whenever possible, employers should offer shifts that accommodate students, parents, or individuals with other commitments. Predictable scheduling practices can also reduce last-minute call-offs and improve morale. 

      Keep Communication Open 

      Even if their employment is short-term, seasonal employees should feel included and informed. Regular check-ins are an effective way to provide feedback, address questions, and acknowledge achievements. Clear communication about expectations, scheduling, and performance goals helps reduce confusion and keeps employees engaged. 

      The Importance of Compliance and Labor Laws 

      Compliance is one of the most critical aspects of managing seasonal employees. Employers must follow federal, state, and local laws regarding wages, overtime, scheduling, and workplace safety. Failing to comply can lead to costly fines, lawsuits, and damage to a company’s reputation. 

      Businesses should pay close attention to: 

      1. Wage and hour laws: Ensure seasonal employees receive at least minimum wage and proper overtime pay. 
      2. Workplace safety regulations: Seasonal workers are entitled to the same safety protections as full-time staff. 
      3. Employee classification: Seasonal workers are usually employees, not independent contractors. 
      4. Recordkeeping requirements: Employers must maintain accurate time and payroll records for all staff. 

      In addition to legal compliance, it is important to foster a workplace culture that promotes fairness and inclusivity. Seasonal workers should feel respected and valued regardless of their short tenure. This not only reduces turnover but also increases the likelihood that employees will return for future seasons. 

      Plan Ahead for Retention and Future Seasons 

      Even though seasonal workers may only stay for a few months, investing in their experience can pay off long-term. Recognizing contributions with thank-you notes, small perks, or employee discounts can make them feel appreciated. Collecting feedback at the end of the season also provides valuable insights into improving the hiring and training process for the next busy cycle. 

      Retaining strong seasonal workers year after year reduces hiring costs and ensures businesses have experienced staff ready to step in when demand rises again. 

      How GMS Can Help 

      Managing seasonal employees during the holidays can feel overwhelming, especially when you are also balancing the needs of your full-time workforce. That is where Group Management Services (GMS) can help. 

      As a professional employer organization (PEO), GMS works with businesses to: 

      1. Simplify seasonal hiring and onboarding 
      2. Stay compliant with labor laws 
      3. Offer competitive benefits and perks to attract talent 
      4. Manage payroll and payroll tax management

      Seasonal employees are essential to your success during the busiest time of year. With the right strategies, you can build a seasonal workforce that boosts productivity, strengthens customer service, and keeps your business running smoothly. 

      Contact GMS today to learn how we can streamline your seasonal hiring and employee management this holiday season.