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  • 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!

  • It’s likely that as a small business, you don’t have a dedicated HR team. You may divide the tasks amongst a group of people, you may spend your nights and weekends making sure you’re keeping up to speed on the various HR regulations out there, or, even worse, you ignore it all together and just ‘wing’ HR management.

    If you find yourself spending more and more time dealing with HR functions and less and less time growing your business, you have a couple options: hire a professional employer organization (PEO) to handle the tasks for you, or hire someone dedicated to the management of your HR needs.

    Of course, we’d love it if you chose the option of hiring a PEO, but if you opt for hiring an HR manager, we’ve compiled a helpful list of 8 traits you should watch out for.

    Multitasking is an essential skill for successful HR managers “inbox” by khrawlings is licensed under CC BY 2.0.[more]

    8 Traits of Effective Small Business Human Resource Managers

    1. Strong Communication skills

    HR managers must have the ability to interact with a variety of audiences – from executives, all the way to job applicants. More importantly, effective HR managers must be able to listen and take into consideration everything from employee concerns and comments about the workplace to executive speeches about strategy. 

    2. Organized 

    HR managers need to be quick and organized in order to keep up with ever-changing regulations. Organized files, strong time management skills, and personal efficiency are key to managing a company’s HR responsibilities.

    3. Fair & Ethical

    Basic principles such as fairness and equality are the foundation for fair employment practices, and it takes a clear understanding of employment and labor laws to support compliance with laws that regulate the workplace. HR managers are also the keepers of highly confidential information. You must trust that they will handle confidential information appropriately and never divulge it to any unauthorized person.  

    4. Compassionate

    HR managers will have to deal with sensitive issues. Whether it’s employee termination, employee leave due to medical issues, or issues surrounding workplace harassment; the HR manager will need to possess compassion and empathy in order to effectively navigate these tricky situations for the company.

    5. Multitasker

    HR managers, especially at small businesses, often wear many hats and are placed in the position of recruiter, benefits administrator, payroll processor and more. Balancing each of these responsibilities is essential and can lead to stress in the workplace…

    6. Balance stress management

    While some stress is common, HR managers shouldn’t feel overwhelmed or burdened to the point that their productivity suffers. Having a plan to deal with stress will help maintain a healthy work-life balance. Some tips to reduce stress include: take a deep breath or get up  and walk around, adding plants to the office (lowers noise levels), reduce interruptions and keep spaces organized.  

    7. Comfortable dealing with grey areas

    HR managers deal with many issues that are “in the grey area”. Discrimination, harassment, “reasonable” accommodation are just a few of the areas that HR managers have to be able to act with incomplete and “best available” information. It’s also key to know when it’s time to seek the professional help of colleagues, attorneys, and other experts. 

    8. Skilled conflict manager

    You may have noticed that not everyone gets along when they work together. In order to be productive, people must be able to at least work together civilly, and HR has to find ways to make that happen. As an HR professional many new and uncharted problems will come your way so a keen problem-solving ability is necessary. 

    What traits make your HR manager a superhero? Or what do you look for in a super HR manager? Share with us in the comments below. 

  • According to the Association for Talent Development’s 2014 State of the Industry Report, organizations spend an average of $1,208 per employee on training and development. For companies with fewer than 500 workers, that number is even higher, coming in at $1,888 per employee.

    But time is money. According to that same study, companies are spending an average of 31.5 hours per year training employees. That’s time you aren’t billing to an account or turning prospects into clients.

    Learn how GMS can make human resurce functions like employee training more efficient.

    Training Doesn’t Have To Be Draining

    There are many reasons why companies fail their training process. They have complicated or incomplete training materials. They don’t foster enough participation with trainees. They don’t bring in different trainers to keep things fresh. They don’t set clearly defined expectations for new hires. The list goes on.

    No matter the reason, lack of time is perhaps the most common reason why training programs fail. If you try to do it all alone, you simply don’t have the time you need to build a strong training program.

    Which is exactly how a Professional Employer Organization can help. PEOs tackle the details of employee training, including:

    • Determine training needs based on company and industry needs
    • Develop and execute wide range of HR training via in person training and webinars
    • Track and monitor employee progress through customized training program
    • Recommend training if/when HR issues arise

    This not only improves your onboarding and training processes, it frees up your time to focus on other important business functions. 

    Next Steps

    Bringing on new employees or improving your existing staff doesn’t have to be painful, inefficient, and costly. Contact us today to learn more about how we can help.

  • If you’re like most business owners, you probably didn’t go to school to learn the intricacies of human resource management. As a result, you’re either spending too much time on HR or too little. Neither is good for your bottom line.

    Managing HR by yourself can cause big headaches. Consider a PEO instead.

    I’m Spending Too Much Time on HR Management 

    According to the Society for Human Resource Management (SHRM), there are 45 components to successful HR management. Forty-five!

    If you’re trying to be proactive about HR management, good for you. But if you have to manage multiple vendors who are working in “silos” while trying to make sense of everything they’re doing for you, you’re probably not spending as much time as you’d like growing your business. Either that or you’re burning the midnight oil to keep up. 

    Neither option seems that appealing, do they?

    I’m Not Spending Enough Time on HR Management

    On the other hand, if you’re not spending enough time on HR management, you’re more likely to be at risk for non-compliance fees, inefficiencies that slow down your production schedule, lower employee morale, and more. And you’re probably losing sleep at night because when it comes to HR, you don’t know what you don’t know.   

    HR Management is never a problem… until there is a problem and then it’s too late.

    Complete Guide to PEOs

    Manage HR Functions Effectively and Efficiently With a PEO

    Regardless of which path you’ve chosen when it comes to HR management, a Professional Employer Organization (PEO) can be a good fit for your business.

    When you partner with a PEO, you get access to a full team of HR experts that can help you:

    • Maintain / obtain COBRA, ERISA, HIPAA, ADA, FMLA, EEOC, and DOL compliance
    • Find and recruit top talent
    • Write detailed job descriptions 
    • Develop employee handbooks
    • Set up training and rewards programs 
    • Ensure that you’re compliant for employee terminations, and more

    Additionally, because PEOs can also help you with risk management, payroll administration, and employee benefit administration, you can find money-saving opportunities that would have been much more difficult to spot with siloed vendors.

    Best of all, you get the final say on all decisions. PEOs just make those decisions a little easier.

    Stop living in fear of HR problems and get back to growing your business. Contact GMS online or give us a call at 888-823-2084 today.

  • Personality tests can be an effective tool in employee recruitment, training, and development. As your business grows and becomes more diverse, a one-size-fits-all approach to employee management won’t work well on a team made up of different personality types. Company leaders will need to have a better understanding of what makes employees tick and how to encourage everyone to play nice in the workplace.

    Managing different personality types in the workplace can present its challenges. As a result, you’ll need to be flexible with your employee management style. Using Deloitte’s Business Chemistry, here’s how to manage employees with these four different personalities.

     Managing different personalities in the workplace.

    How to Manage the “Pioneer”

    Pioneers are the wheels set in motion. You never know when or where their next big idea will come from, but you can be sure they’ll want to give it a try. Business Chemistry describes pioneers as:

    • Outgoing
    • Spontaneous
    • Risk-takers
    • Adaptable
    • Imaginative

    Pioneers are the social butterflies and adventurous spirits in the workplace. When managing this type of employee, it’s important to give them the creative freedom to explore new ideas. They don’t like being confined by rules or structure and may have a hard time focusing on the smaller details of a project, so don’t try to micromanage them.

    Lean on your pioneers to think out-of-the-box and come up with creative new ideas, perhaps in a group brainstorming session, but then shift the project details and execution to your drivers and guardians.

     

    How to Manage the “Driver”

    If pioneers are the wheels, then drivers are the fuel that keeps it going. Ambitious and efficient, drivers are motivated by results and will always rise to meet a challenge. Drivers are described as:

    • Logical
    • Focused
    • Competitive
    • Quantitative
    • Deeply curious

    Drivers are laser-focused and work quickly, so they need to be continuously fed new challenges or they risk getting bored or frustrated by delays or long processes. When you come to them with new assignments, they’ll appreciate clearly defined plans and processes and will work tirelessly to meet and exceed your expectations and goals.

    Because of their workaholic tendencies, drivers may also struggle with work-life balance, as they can easily be consumed by the tasks at hand. Reinforce good habits, like taking lunch breaks, not responding to emails after hours, and delegating tasks when their plate is full.

     

    How to Manage the “Integrator”

    Integrators are best at bringing everyone together. If pioneers are the wheels, drivers are the fuel, then integrators are the ones who makes sure everyone gets a seat in the car. They see the value in workplace culture and understand how it can affect employee happiness and performance. The Integrator is:

    • Diplomatic
    • Empathetic
    • Nonconfrontational
    • Team player
    • Intrinsically motivated

    As intrinsically-motivated employees, integrators thrive when they can really get behind your cause. As a business owner, be sure to clearly define and communicate your company mission. 

    Similar to pioneers, it’s best not to micromanage your integrators. It’s important to show these employees that you trust and respect them, whether it’s allowing them to work remotely or believing in their idea. Finally, when assigning projects, don’t isolate your integrators. They work best in group settings, where they can bounce ideas off one another and play to each other’s strengths.

     

    How to Manage the “Guardian”

    Guardians are the employees who make sure you reach your destination on time and in one piece. They value stability and order and have great attention to detail. According to Business Chemistry, Guardians are:

    • Reserved
    • Detail-oriented
    • Practical
    • Structured
    • Loyal

    Guardians are practical and structured, which means they can easily become impatient with seemingly wacky ideas or meetings that get off topic, but you may not notice.

    Guardians are quiet and reserved, so they may not always speak up in meetings and can be easily forgotten. They need time to process, digest, and formulate a well-thought-out response. When managing this type of employee, it’s best to follow up with them the next day to ask for their thoughts or opinions. Because they’re fiercely loyal to their employers, you know your company’s best interests will be at the heart of all their decisions.

     

    Employee Management Assistance

    While no single workplace personality is “the best,” managing these different workplace personalities can be challenging for business owners and managers. Need assistance? Outsourcing human resources to a professional employer organization (PEO) like Group Management Services (GMS) can help with employee management. From employee recruitment and retention to performance management, GMS can guide you through any issues you’re faced with, while you keep full control of your employees.

    In addition to human resources, GMS offers a full suite of HR services, including payroll, risk management, employee benefits, and more. Contact GMS today to request a consultation.