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Here, explore what you need to know about hiring for seasonal positions, from compliance considerations to incentivizing staff to come back next season, and how a PEO can help you achieve year-round success. Recruiting is much less hectic when you know what to expect in the upcoming months versus when an immediate hiring need arises.
Luckily, with a PEO partnership in their pocket, brokers can step in as trusted advisors and help their clients remain compliant. Here are four ways to safeguard your clients from HR risks while also further proving your value. Here are four ways to help your clients navigate HR risks and increase your value in their eyes.
Unlike traditional staffing agencies that focus on filling specific positions, RPO providers take a more holistic approach, integrating seamlessly with an organizations HR team to manage end-to-end recruitment functions. How RPO works: An RPO provider works closely with a company’s HR team to enhance hiring efficiency and effectiveness.
Like almost every other industry, professional employer organizations (PEOs) have been forced by the global pandemic to ask themselves this question. As we look toward 2021 and beyond, PEOs, including Genesis HR Solutions , are uniquely positioned to provide opportunities and positivity to our clients. Notable PEO Statistics.
Co-employment is a contract and sharing of employer responsibilities between a PEO and its client, an employer. Benefits of the co-employment business model used by PEOs include giving client companies access to a broader spectrum of employee benefit plans, sharing employer risk, and shifting fiduciary liability of 401(k) plans to the PEO.
Here’s how to design an impactful total rewards plan, and how a PEO can help time-strapped SMBs reap the benefits of a well-appointed program. Common employee benefits include health, dental, vision, and life insurance, and retirement savings plans.
The days of thinking about humanresources (HR) as merely a supportive, administrative function – say, passively managing employee documentation, overseeing timekeeping and administering payroll – are long over. So, why does HR matter? In today’s workplace, what all does HR encompass? What is the purpose of HR ?
Quick look: Military spouses are, on average, highly educated, skilled, and motivated—a combination that makes 80% of HR professionals eager to hire them. Yet only 16% of HR teams have a strategy to recruit and retain military spouses, and less than half feel they understand this group’s challenges. as of September 2024.
Yet, it’s not all doom and gloom, as brokers and their clients have access to professional employer organizations (PEOs) to help them reinvigorate employee participation and provide the support necessary to help them do their best work.
Quick look: There are hundreds of PEOs across the U.S. In this blog, learn about ExtensisHR’s Employee Solution Center (ESC) and discover the benefits of having a responsive and knowledgeable support system that understands your unique needs and helps you easily navigate complex HR issues. You’re not alone.
Co-employment sits at the heart of the relationship between professional employer organizations (PEOs) and their clients. According to NAPEO , co-employment is the contractual allocation and sharing of certain employer responsibilities between a PEO and client. With co-employment, risk is shared between the PEO and your company.
The years immediately following the pandemic involved an evaluation of work-life balance, leading millions of workers to voluntarily leave their jobs. To support this shift and lessen the impact on businesses, brokers have begun to partner with professional employer organizations (PEOs) on a more frequent basis.
Many Humanresources (HR) key performance indicators (KPIs) have proven useful to track and measure consistently year over year. This has pushed specific HR KPIs to the forefront in importance and significance. However, the last few years have changed the workplace in fundamental ways.
Increased demands on your time and resources can quickly spiral out of control. Without a growth plan in place, your fast and impressive progress can become a top-heavy burden to your businesses success. Recognizing and planning for these common obstacles in your business’s life cycle can help you avoid them.
Often middle market companies find that while the primary functions of their company have matured, the development of their humanresources (HR) infrastructure has lagged behind. Meanwhile, as employee headcount rises, your HR infrastructure must scale and become more specialized.
You probably know that a professional employer organization (PEO) can help you with benefits and payroll. Many PEOs offer several services that can be just as, if not more, beneficial to your employees and organization. Below are five little-known PEO services to consider before you choose a company. Strategic planning.
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Having a professional employer organization ( PEO) partner to evaluate options from all angles can help prevent penalties and keep your company running smoothly. When funds are inaccessible, employers are immediately exposed to penalties and potential personal liability as not paying employees is illegal.
What is a PEO and how can it help solve these workplace hurdles? Should they add headcount to their in-house humanresources (HR) team? Or, should they supplement their current staff by outsourcing some HR responsibilities? First, what is a PEO? What are today’s midsize business challenges?
Though 401(k)s are still a large piece of the retirement planning puzzle, raising awareness about voluntary benefits has become just as essential to boost savings confidence and employee satisfaction. legislation , which was created to encourage employee participation in 401(k) and other retirement savings plans.
There are many misconceptions about professional employer organizations (PEOs). Often, one of them is that PEOs only deliver value for smaller businesses. But what about PEOs for midsize businesses with operational challenges? These business owners may ask: What value does a PEO bring to midsize businesses?
Our annual reporting on M&A in the HR technology space is one of our most popular pieces of content year after year ( see our 2022 version here ). We look at some of the many announcements that happen over the course of the year, flag some key ones, and identify any big trends that seem to appear across the landscape.
As your company moves toward the resumption of operations, one of the first tasks should be to put together a business recovery and continuity plan that forces your team to push past immediate and short-term thinking. Finally, prepare your business for the emerging opportunities that result. Phase 1: Reaction.
The Department of Labor (DOL) has updated rules regarding employer-sponsored healthcare and 401(k) plans starting in 2023 and continuing over the next few years. Regulatory Agenda, the DOL has made notable changes to the Employee Retirement Income Security Act of 1974 (ERISA), as well as group health plans. In 2023, SECURE 2.0
Small businesses have several options when considering how to handle their humanresource needs as they grow. Ultimately, the decision of whether to outsource HR, use a service such as a PEO or handle it in-house comes down to business strategy, culture and immediate growth plans.
This may vary depending on a specific company and its organizational structure and culture, but generally the following parties should be present when an employee is terminated: The employee’s direct supervisor or manager A third-party witness (for example, the manager’s manager or a humanresources [HR] professional).
Rapid advances in HR automation have enabled HR departments to streamline and speed up their ways of working, automate many tasks, and devote more time to people-centered tasks, including empowering their employees. How can your team apply HR automation and work in a more efficient and effective way? What is HR automation?
Fortunately, with the support of a professional employer organization (PEO), brokers can expand their benefit services, stay flexible in an evolving market, and give their clients the personalized attention they need in order to remain successful. Employees have higher benefit expectations compared to years past.
When we talk to prospective clients about our PEO’s retirement plans, they’re sometimes skeptical about the value of using them, especially if they already have their own plans in place. They wonder: Is switching to a PEO’s retirement plan worth it? Using a PEOplan benefits you because: 1.
Though technology has changed the game for HR by streamlining applications, creating greater efficiencies, and allowing people to virtually work anywhere, first-rate customer service from a professional employer organization (PEO) partner can help brokers stand out. Simplify plan explanations.
What exactly do you get when you hire a professional employer organization (PEO) to work alongside your business? PEO services generally fall under the following categories: HR. But these general categories only scratch the surface of what employers actually receive when they enter into a co-employment relationship with a PEO.
Many Humanresources (HR) key performance indicators (KPIs) have proven useful to track and measure consistently year over year. This has pushed specific HR KPIs to the forefront in importance and significance. This has pushed specific HR KPIs to the forefront in importance and significance.
Companies Amazon and Google thrive on disrupting old delivery models, while HR tech companies are also taking a piece of the pie. Navigating health insurance administration and plan selection is tricky for most small- and medium-sized businesses (SMBs). Working with a PEO can alleviate the heavy lifting.
Capture their attention with a fresh approach to HR, one which frees up their time and encourages new possibilities so they can focus on their company’s growth. Fortunately, brokers can help prospects feel better positioned by offering them an HR solution to handle their evolving needs.
Quick look: These days tailored benefit plans are in demand more than ever. Why upskilling matters Clients expect immediate answers and easy-to-use systems when it comes to benefit administration and implementation. What were once voluntary options have now become part of the main benefit plan.
That’s why it’s crucial to have a return to work plan. Why return to work plans are important. Apart from absence management, embedding return to work processes in your HR policies can allow you to examine the reasons behind absences. An individualized return to work plan. I currently use a PEO *.
HR and payroll professionals spend much of their day handling manual data manipulation, performing data transfers, and reviews. Your payroll team can now use their time on higher value activities including workforce planning and analytics. Immedis can support you in your efforts to reduce costs. FX charges .
While increasing healthcare costs and claims remain a top concern, benefit customization through a PEO shows promise of putting SMBs on a positive trajectory. And through ExtensisHR’s personalized PEO solution, SMBs receive comprehensive, cost-effective HR services and collaborative support.
Here is an overview of what this year’s results show, and how professional employer organization (PEO) brokers continue to maintain a leg up on the competition when it comes to change. Leaders are taking a closer look at what their current plans include and are starting to jump ship when offerings become stale.
Luckily, if you partner with a PEO, they will guide you through the process, including taking much of the legal work off your plate, and will even begin thinking proactively about how such an event could be prevented in the future.
According to the Society for HumanResource Management’s (SHRM) new benchmark research , the average cost of recruitment is nearly $4,700 per hire. This humanresources (HR) metric focuses on the number of days it takes from a job being posted to when an offer is accepted. million job openings and 3.4%
Here is an overview of what this year’s results show, and how professional employer organization (PEO) brokers continue to maintain a leg up on the competition when it comes to change. Leaders are taking a closer look at what their current plans include and are starting to jump ship when offerings become stale.
At the end of this article, we’ll explain how a professional employer organization (PEO) can help you select, negotiate, and administer best possible benefits for your company. There are four major types of employee benefits many employers offer: medical insurance, life insurance, disability insurance, and retirement plans. Retirement.
The 2022 BenefitsPRO Healthcare Survey identifies how changes have impacted brokers specifically and what they can prepare for in the immediate future. Instead, areas seen as a “significant help” were the American Rescue Plan (9%) and individual coverage health reimbursement arrangements (ICHRAs) (6%).
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