Posts from the General Category
Firing someone the right way
Posted by Kristian Svindland on January 15th, 2010
Here is a good article that highlights the proper way a company should let go of an unsatisfactory employee. It focuses on one of our solution providers, TriNet, but all of our solutions, whether it be PEO, ASO or other HR outsourcing, have the expertise to properly handle this situation.
http://www.forbes.com/2010/01/14/firing-george-clooney-entrepreneurs-human-relations-goldfield.html
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What happens when my HR outsourcing provider gets bought?
Posted by Kristian Svindland on November 17th, 2009
HR outsourcing solution providers (PEO, ASO, HRIS, payroll) are no different from other business entities. Acquisitions happen. So what are you to do when this happens?
First question is…who is buying who? I would be more leery of your provider being bought, then the other way around.
If your provider is the smaller fish…then maybe it is time to re-assess your HR outsourcing needs and solicit quotes from other providers. Your current provider may say all the right things about how their current portfolio is going to be unaffected…and a “smooth transition” is expected. But after having lived through various b2b acquisitions, there is never a clean transition.
So, re-assess…the door has been opened for you to see what is out there. Maybe an upgrade to a PEO or ASO solution is right for you. Change is inevitable, and often makes your business that much more efficient in the long run.
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PEO v. HRIS
Posted by Kristian Svindland on November 17th, 2009
Found a great (older) article on HR outsourcing…basically, it indicates that smaller businesses are better off going with an HR outsourcing model, such as PEO or ASO, which offers a free HRIS, then buying their own and piece-mealing it all together.
Here is the link…
http://www.inc.com/criticalnews/articles/200503/hroutsourcing.html
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PEO’s for startups
Posted by Kristian Svindland on November 13th, 2009
We come across startup companies all the time and have found that the PEO relationship is the best solution, as it allows the business owners to focus on their core business and let the PEO do its human resources thing. The time and money saved with a PEO can make or break a startup.
Consider this…if you are a startup, or consulting to a startup company, then the best way to insure success is to focus on your core competencies, and not HR. Your PEO will handle most functions…with the main exception of deciding upon your staff. Otherwise, payroll, benefits (including health, dental, vision, 401k, and various supplementary insurances), workers compensation and risk management, payroll taxes, etc. are all responsibilities that are passed along to the PEO. Imagine the time savings!
In order to obtain a quote from a PEO for services, a startup will need to supply some basic projections on head count and gross payroll, as well as job risk description, so the PEO can place the employees in the proper workers compensation code. The PEO will do its due diligence and research the background of the principles of the startup, but that’s about it.
If you are a startup, and are looking towards outsourcing your HR, then PEO may be for you.
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How the economy has helped PEO
Posted by Kristian Svindland on October 20th, 2009
Good article this week in NJbiz.com, here’s the link.
http://www.njbiz.com/weekly_article.asp?aID=79532
We have seen it both ways. Company’s cutting jobs and/or limiting hours of employees, however, more companies are now looking at PEO as a way to save a big amount of money on labor costs. PEO allow businesses of all sizes to cut down in their labor costs by downsizing a department, human resources, that is a non-revenue generating cost center within the business.
Not too mention that PEO allows also for companies to save thousands annually in health insurance premiums and workers comp premiums.
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Safety program saves thousands
Posted by Kristian Svindland on September 25th, 2009
Just got off the phone with a client that we set up with a PEO in the midwest. They could not be happier with the safety program that was implemented.
They have been with the PEO for a little over a year now and estimate that their 37-man company has saved them more than $20,000 in the past year in comp premiums. In addition, due the to safety plan that was implemented, they will likely save another $25,000 – $30,000 in the coming 12 months.
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Timing is everything for HR outsourcing…
Posted by Kristian Svindland on August 21st, 2009
…and yet it is nothing.
For a company to consider some HR outsourcing solutions, such as PEO (professional employer organization) or ASO (administrative services organization), there is often a breakdown within the organization from a human resources or benefits cost or risk management standpoint.
The right HR outsourcing solution can help a company weather these storms, or avoid them all together. There is often a cost, of course, but it is cheaper before than after the storm has hit.
Sometimes
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Back from NAPEO Conference
Posted by Kristian Svindland on June 29th, 2009
Just got back from the NAPEO (National Association of Professional Employer Organizations, www.napeo.org) Conference in Lake Las Vegas. Great job by the NAPEO people in putting it all together.
They had some terrific speakers, primarily focused on the the sales end of the business, but I was particularly impressed with Todd Cohn, who gave a breakdown of some particular States that NAPEO is working with the various legislations to improve the climate for PEO within that State. Todd is the Assistant Director of State Government Affairs at NAPEO and has been there for about four years. Some of this legislation is vital to protect not only the PEO’s, but clients of PEO’s.
My post is more about business in general and how energizing it can be to go to your industry trade shows. I know that the economy is tough and spending money to go to Vegas or Miami or New York or New Orleans may be just out of your budget, but the connections you make there can often be priceless.
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California (or other) State Workers Comp Funds
Posted by Kristian Svindland on June 15th, 2009
Moving to an HR outsourcing company, particularly a PEO (professional employer organization) can have tremendous benefits when dealing with workers compensation insurance as it pertains to State-sponsored funds. One major state-sponsored fund, the California State Fund, will be seeing a large increase in rates in the coming months. There is a great opportunity for all businesses to reevaluate that relationship to see if there is a better way of doing business.
How can PEO’s help these businesses? By getting you out of the fund entirely and partnering with the PEO and placing your risk (employees) on their books.
From our experience we have seen discounts on workers comp by as much as 50 percent. In addition, the comp coverage becomes a pay-as-you-go solution, freeing up your cash flow.
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Industry specific providers of HR outsourcing
Posted by Kristian Svindland on June 5th, 2009
We have found a niche in solutions for hr outsourcing for our clients. Industry-specific solution providers. Granted most PEO’s or ASO’s would prefer a mix of clients in order to help them manage risk, both from a workers compensation and healthcare benefits standpoint, but there are solutions that make a lot of sense for specific industries.
The main advantage is the exceptional overall industry knowledge that the PEO brings to its client companies. For instance, we have a solution for trucking that not only saves our clients upwards of 20% on their workers compensation insurance, but has the industry knowledge to keep drivers safe and assist its client companies in background checks and safety management programs. Not to mention the expertise in running various payroll types for truckers. Straight pay, commissions, per diem, etc.
We also recommend construction companies (all workers comp codes) to look specifically for providers that have the industry knowledge that not only starts them out at low workers comp rates, but has the expertise to keep their job sites safe. Saving money in the long run.
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