Employee Leasing Significant Change in Human Resource Management
Employee leasing indicates a significant change in the Human Resource Management and a need for the new business age. In fact, the US Department of Labor predicts that more than half of the American employees will be hired by Professional Employment Organization in 2020. Employee leasing is like hiring temporary workers on a permanent basis. The employee leasing company will set up the interview process. The company can still participate in the hiring process except for the fact that hired employees will work for the employee leasing company.
Professional employment organization will share responsibilities so that you can focus on the revenue producing area and the day to day business operation. PEO companies can guide and advise you on matters like State employment and Federal Employment law, as well as an equal opportunity employment law. Many employees find this a better deal not only because health insurance and other benefits are negotiated in bulk. Workers for a small company will have the same level of benefits as workers in a big company.
As services from one PEO to the other varies, it is best to choose a PEO service that suits your needs and will help you to maintain the amount of control you want for your business before you commit. While some PEO only offer the basic service like health, payroll and HR management, there are those that offer packages that include tax and accounting.
Employee Leasing Service
Hiring a professional employee leasing company can provide many benefits to your company because other than rules and regulations, they can also evaluate your business; help you decide when to hire employees and assist with employee evaluation, progressive discipline, and conflict resolution.
Our experienced TCA team will manage your business operation and you are guaranteed to get more than just human resources and paperwork services.
We also can give you with the following employee leasing services:
Human Resources Management
Risk Management
Payroll taxes and processing
Benefits administration
Employee leasing may not be the perfect solution for many companies because workers are not under their complete control. Communication may be strained, and termination of non- productive workers takes more than just a pink slip. In a nutshell, employee leasing companies are human resource professionals, so they are also updated with employment related laws. By giving them the right to approve all hiring, termination and promotion decisions, you will be saving your company from exposing to claims of discrimination or wrongful termination.
Janet Ortigas is an avid Social Media Manager who has a passion to help small to medium size businesses spread the word about their products and/or services! She is also Executive Assistant to the CEO/co-Founder of HeyGoTo. Visit their website to learn more about how to to get trained by an Internet Marketing expert and increase your business web presence.
Fixing Problems With Employee Engagement
You might have started spotting signs of discontent around your workplace – lateness or increased rates of absenteeism, missed deadlines, a lack of accountability or poor communication. These signs can point to low employee engagement, both with the company itself and the ethos of the business. Low engagement can also be a result of ineffective communication between staff and management. Whatever the cause, low engagement can impact negatively on the quality and rate of production within your company – which could in turn impact upon your profit margins.
If you suspect that your business may have a problem with low employee engagement, there are steps that you can take to repair the damage and create a more pleasant and effective working atmosphere. Improving communication is key – you need to make sure that all employees know exactly what is expected of them and know who they should go to if they need help.
A higher level of communication brings with it a greater sense of accountability. If individual members of staff are held responsible for certain projects or pieces of work, they are more likely to be committed to making that work a success. Accountability means that deadlines cannot be missed regularly and quality of work cannot fall to unacceptable levels.
Employee engagement can be hugely effected by people’s self worth within your company. Do your staff feel important, valued and respected? Do they have a clear role and a set of responsibilities? If not, this could go some way to explaining low engagement levels. Feeling ‘needed’ is very important and everyone likes to feel that they are indispensible. It may be beneficial to come up with a rewards scheme or an incentives programme to reward members of staff that are performing well.
When you set out to improve levels of employee engagement throughout your company, remember that it will not be a quick process. Changing levels of engagement means changing attitudes and mind-sets and this needs to be a gradual process – particularly if change needs to be implemented across a large company.
No-one in the company is likely to have enough free time to champion employee engagement reforms, so consider using a specialist company that has experience in improving engagement. Look online to see if you can find a few websites to browse through for information – ideally, you are looking for a company that can tailor an improvement plan to your business’s needs. If you find a website that you like the look of, give them a call or send an email and tell them your company’s situation, and the improvements that you would like to see.
A good engagement specialist should be able to identify a few key areas for improvement and come up with plans and initiatives to implement change across your workplace. This can also be beneficial if you are having problems with communication between staff and management – an external company can be a neutral third party that implements change, which employees may be more open to. Improving engagement should help the quality and productivity of work to increase and this, in turn, might even help your profits to rise.
For further information regarding employee engagement and its importance, please visit our website at http://www.cultureconsultancy.com
Improve Employee Engagement And Productivity
Employee engagement is fundamental within business, but is very often not high up on a company’s ‘To Do’ list. However, poor engagement quickly shows and can lead to a number of negative effects such as listlessness, blame culture, lack of accountability for work and higher levels of sickness or absence. This in turn will almost certainly lead to lower productivity and performance levels, which might cause your business to lose money, customers, and even its reputation for quality.
Poor employee engagement can occur for a number of reasons – perhaps your staff don’t agree with or understand the company’s mission and ethos, perhaps they don’t know exactly what they should be doing or don’t feel that they are appropriately rewarded for their efforts. Changes in management structure and mergers with other business can also cause low employee engagement, and it is something that needs to be fixed quickly before negative changes start making themselves seen in your sales figures.
There are several ways to raise employee engagement, and most companies that are struggling with this issue tend to ask an outside company with a specialism in engagement and staff motivation to construct a programme of change for the business to follow. One of the main reasons for doing this is to save yourself time and effort, and to make sure that the tactics you do use to raise employee engagement are effective and have been tried and tested and are usually proven to work well.
Your management team is not likely to have a great deal of time on their hands to spend working out employee engagement strategies, so getting a third party in will allow everyone to continue getting on with their jobs. Another good reason to use an outside specialist is to take the responsibility away from management – if low engagement has occurred as a result of a managerial takeover or merger, your staff may not be particularly open to receiving instruction or ideas from the management team. An outside agency can act as a neutral party to bridge the gap between staff and management, and create a more cohesive general team.
Ideally, when you are looking for a company to tackle your employee engagement issues, you will want a unique approach that is tailor made to suit your company and your employees’ needs. Changing engagement levels isn’t simply about giving lectures or attending a few training sessions, it is about changing the ethos and culture of your organisation so that it works better as a whole.
It is about changing attitudes and motivations, and giving a new lease of life to your staff – this can’t be done with a simple formulaic process. You need a company that will assess the needs of your business and work out a step by step strategy that is designed with your specific goals in mind. Higher engagement will help your business to maintain high standards of quality which will, in turn, attract higher performing members of staff – all this will result in better productivity and hopefully, a higher volume of clients.
For further information regarding employee engagement and its importance, please visit our website at http://www.cultureconsultancy.com
Maximising Charity Donations Through Culture Change
Charities broadly welcomed the announcement in the March 2011 Budget that the Government was taking steps to help charity giving. Key measures brought in by the Chancellor, George Osborne, to simplify reporting and to encourage giving should result in a boost in charitable income whilst simultaneously saving in administration costs.
With the recent recession having hit charitable giving hard, the new measures will go some way towards recouping lost revenue. They may also help charities to realise some of the 750 million pounds potential gift aid monies which are currently lost each year. However, whilst some charities are undoubtedly poised ready to pounce on and make the best use of the Chancellor’s initiatives, others may miss the boat.
Alignment Across The Organisation
One of the key challenges for charities is that of maximising potential across the breadth of people who are involved within the organisation. This includes managing the sometimes-separate expectations of trustee board members, day-to-day management, staff and volunteers. Whilst all of these individuals are undoubtedly well meaning some may not be well versed in corporate culture leading to potential conflicts and missed opportunities.
Aligning your culture can help to enthuse and engage the entire organisation in a drive to maximise potential. The key processes of cultural change will enable the charity to:
– Review and reset the vision and values of the charity
– Prepare strategic and performance plans to carry through that vision
– Engage individuals to embed the charity’s vision within their own performances
The Impact on Charities
Whilst cultural change processes are beneficial in any organisation, they can have a dramatic effect on charities. This is particularly true for charities which were set up thanks to the vision of one person and have subsequently grown organically. Whether or not the “founding father” is still involved, over time vision can become clouded leading to energies being expended in unproductive ways.
It is true that organic growth can benefit charities in one way, most often in the early stages. With the use of volunteers being maximised and employees only being taken on as need dictates, the charity can minimise employee costs and maximise the fulfilment of its aims. However, this method of process control can leave staff permanently overworked with key administrative functions being left in the hands of willing volunteers who may have other calls on their time.
Getting the Most out of your Processes
Realigning the key processes and functions of the charity to the vision means the charity is able to maximise the enthusiasms and talents of employees and volunteers alike. This can lead to:
– Reduction in wastage of time and materials and therefore cost
– Increase in income as workers understand their role in revenue generation
– Improvement in the reputation of the charity leading to more volunteers and increased donations
Charity Kick-Start
The measures introduced in the Budget should give charities the kick start they need to really make a difference in their chosen field. Apart from incentives to leave donations in Wills as well as simplified administration; even the humble collecting tin has taken on a new lease of life with charities now being able to reclaim gift aid on up to 5,000 pounds without proof of donor. George Osborne has thrown a lifeline to charities. By implementing a culture change programme charities can not only save themselves they can look forward to a strong future helping others.
For further information regarding employee engagement and a wide range of services, please visit our website at http://www.cultureconsultancy.com
Cultural Due Diligence: The Key To M&A Success
Whilst there are no statistics for the total number of mergers and acquisitions in the UK each year, industry experts are generally agreed that the overall success rate runs at around 50%. When looking at international mergers the success rate is even lower. Given the sizeable costs and upheaval associated with mergers it is perhaps surprising that the high expectations with which companies enter mergers are not matched by the results.
Standard Due Diligence
Aside from items such as legal and accountancy fees, one of the highest costs associated with pre-merger procedures is that of due diligence. This is a way of making sure that you know all about the company that you are buying and that there are no skeletons in the closet. It also allows you to assess, what currently works well and should be adopted in the new entity.
Standard due diligence can include a review of areas such as:
– Accounts, reporting, assets & liabilities and potential debt
– IT Systems, policies & procedures
– Products, market share and growth opportunities
– Client Base: Existing and potential
– People Structure: Employees, shareholders and management
Carried out properly, due diligence will result in the potential acquirers having a full and detailed understanding of the company they propose to acquire with no stone left unturned in an effort to identify potential liabilities.
What makes sense at Board Level may be at odds with what’s happening on the ground
However, one area which is commonly excluded from the due diligence process is that of cultural and employee integration. This is examining at a “shop floor” level, “the way things are done around here”. What makes sense at a “deal-makers” 30,000ft view, is often very far from the ground level reality. Overlooking these cultural differences can waste time, effort, money; lead to a loss of revenue and key talent; and in some cases negate the exact efficiencies that the union was meant to create.
Some of the Cultural Aspects
Some of the cultural and people aspects of due diligence which we look at are:
Leadership Styles: How have the leadership team operated? Are they trusted or feared? Is there a traditional hierarchy or more decentralised structure?
Communication preferences: How does communication work within the organisation? What are the preferred channels? What style is appropriate?
Middle Management Capability: often the stumbling block in organisations. How competent, engaged and enabled are your middle management? How vital are they to a successful integration?
Hidden Power Bases: These people are valuable to engaging the troops during the unrest of a merger. Key influencers aren’t just those people with the job title which gives authority – if you can find out the ‘leaders without a title’ i.e. those people who influence and lead people, even though they do not have a job title to match, you can leverage these people in the merger programme.
Inevitably there are redundancies following a merger. Whilst finite decisions on the exact nature of these redundancies has legally to wait until consultation processes take place after the merger, this does not mean that broad analysis on ethos and employee engagement cannot take place as part of due diligence.
Making the Merger a Success
Resentments and misunderstandings can start almost within seconds of a merger announcement. In fact, those used to one style of management can instantly take umbrage at the announcement itself being couched in an unfamiliar style and matters can escalate from there. With many mergers failing due to differences in ethos and working practices alongside communication failures the chance for success can be nil almost from the start.
Cultural due diligence can counter this threat and can ensure that employee perception and attitude will work in favour of the merger succeeding rather than against. Carrying out cultural due diligence will identify any mismatches in practice and attitude between the organisations as well as identify ways to counter any threats. Following on from cultural due diligence, embedding employee engagement within the merger contract, announcement and post contract processes will help to ensure a smooth transition.
With cultural due diligence and employee engagement as an integral part of the entire merger or acquisition process the potential for success will rise to be considerably higher than the 50% now seen; with employees from both sides actively working for the good of the new organisation.
For further information regarding employee engagement and a wide range of services, please visit our website at http://www.cultureconsultancy.com