Human resources is more than just payroll. While a very important part, there is much more to it. Just ask any new employer. Not only does payroll and benefits require care and management, so does one of your companies most valuable assets, its employees and their lifecycle.
Having the right people when you need them is not only important, it’s paramount. Like bookkeeping, you can’t operate at optimum capacity if you are spending too much time finding the right people and handling the day-to-day of managing the employee lifecycle. As a business owner, you try to select the best candidates; sometimes you get it right and sometimes you don’t. Either way, there is a lot of paperwork, processes and procedures involved in the HR process.
Lacking a proper plan or not having policies and procedures in place to address your human resources issues can lead to problems, problems that will affect your bottom line.
Employee Lifecycle
When thinking of human resources, most people think about the hiring process. Often no thought is given to the rest of the employee life cycle until that employment ends, whether voluntary or not. If you feel your company has experienced a higher than expected turn-over rate or even though you think you have the perfect person, things just don’t work. This generally happens when the entire life cycle of an employee isn’t taken into account.
When is the best time to consider the employee lifecycle? Before you hire! When is the second best time to look at the employee lifecycle? Right now!
Every employer needs a plan for talent acquisition, retention and departure.
Benefits Management
Negotiating with vendors, brokers, carriers and agents can be time-consuming. Even more time-consuming can be the maintenance of your company’s benefits program. Let me assist with the selecting, implementing, communicating and management of your benefits.
Payroll
In conjunction with a payroll service, many pieces need to come together to ensure proper payments, recording, and reporting, including entering time, adjustments, leave, bonuses and commissions; setting up new employees as well as exiting departing employees; and running useful reports that aid in decision making and overall business planning.
Perhaps you are tired of making it up as you go along or you’d rather have your current HR person focus more on cultivating the company culture. No matter. Let’s develop a customized comprehensive human resource strategy that focuses on both your company’s goals and its culture, while planning for the complete employee lifecycle from beginning to end.
How outsourcing will save you and your company time and money. Learn More →
