Why Outsource HR - 1000 Views!

Presentation posted on SlideShare reaches 1000 views!

July 2008: (Originally posted October 07)This has been one of ThinkingHR's most popular post. I posted this months ago and it is the most poplular HR presentation on SlideShare.

Take a look, and feel free to use it. There are other great HR presentations on SlideShare; check 'em out!


100 Resources to Attract, Retain and Leverage Talented Women

Women are a powerful and valuable force in today's workplace. They represent some of the best and brightest that industry has to offer, but many organizations aren't set up to properly attract and retain them. Check out these resources that will help you recruit and retain talented female employees. via HR World


From the editors of HR WORLD: The Interviewing Cheat Sheet

100 Resources for Interviewers and Candidates
A special thanks to Rich M. at HR World for giving me the "heads-up" on this great resource.

Let's face it, no matter what side of the desk you are on, the interviewing process can be a stressful time. As the interviewer you want to make sure you are asking the right questions to find the ideal candidate. As the interviewee, you want to sound a step above competent, confident; but not arrogant.

Click here to learn more and bookmark to retain this valuable resource. Good hiring!


Paychex Buys Hawthorne Benefit Technologies

Paychex Inc., which did nearly $2 billion in sales in its last fiscal year, said it acquired San Diego-based Hawthorne Benefit Technologies Inc. and its online employee benefits management system, BeneTrac, for an undisclosed price, the company said Sept. 13.

Founded in 1999 by Jerry and Jan Hawthorne, the company had 50 employees, all of whom are being retained by Paychex, which is operating the firm under the name Paychex Benefit Technologies Inc.more-San Diego Business Journal


Attention HR Vendors!

How are your sales presentations looking? Are you getting your pitch across? Is your audience engaged or finding the cure for insomnia? Take a look:


Private-sector jobs rise 48,000, weakest since 2004

ADP report suggests nonfarm payrolls could be weaker than forecast.

WASHINGTON (MarketWatch) -- Employment in the U.S. private sector grew by 48,000 in July, the weakest growth in nearly four years, according to the ADP employment report released Wednesday.
The ADP report suggests nonfarm payrolls may have grown much slower than the 133,000 anticipated by economists ahead of the report. Several economists lowered their forecasts for nonfarm payrolls following the ADP release, but the MarketWatch survey still shows a median forecast of 133,000. See Economic Calendar.
Adding in some 27,000 government jobs typically added but not covered by the ADP report, it suggests nonfarm payrolls grew by about 75,000 in July, which would be the lowest since November 2004. The Labor Department will report on the nonfarm payrolls number on Friday. Via MarketWatch


To Busy Being Efficient to be Effective?

Larry Kihlstadius, SVP at Veritude outlines 4 steps HR executives should take to achieve "effectiveness" in your organization.

In a morning IM interview with Larry Kihlstadius, SVP of Business Development at Veritude, I learned that Kihlstadius and his team are working hard to increase awareness of how HR executives may be in a "unique and key position" to make an important contribution to acheiving effectiveness in their organizations.

Kihlstadius outlines 4 Action Steps:

1. Stratify your Employees
You can do this yourself, or look to a talent management partner who is experienced at setting up and implementing an employee stratification plan. Stratification will require in-depth dialogues with key business unit leaders and will need to be tiered for each quadrant. The reality is that the quadrants your company uses will be unique to your particular business. This is definitely not a “one size fits all” model. You will need to establish parameters and gather data that may not have been previously used or even captured.

2. Look Back
Take the time to analyze your data. Since you now know which roles are most important to your company, review the performance of your top employees and identify the key traits that have made them successful.

3. Look Forward
With the data you’ve gathered from your top performers, you can:

a. Develop profiles and competency models based on the performers who stay.
b. Screen candidates with assessment tools that link to job profiles and competencies —to better assess for appropriate skills and characteristics.
c. Develop metrics that link talent acquisition to performance and retention to determine efficiency and effectiveness.

4. Get Help Along the Way
If any of the recommendations above sound daunting, don’t worry. An experienced talent management partner can help implement an employee stratification plan and create effective assessment tools.

Kihlstadius went on to say, “The secret is to invest the majority of your time and money into the talent that creates the most value for the business.”

Kihlstadius has authored a White Paper on the subject with more information on organizations becoming "more effective". For more details on this and other HR information visit Veritude's Workforce Insights section of their corporate website.


PEO, HRO...E-I-E-I-O...

Why do TLAs and FLAs (Three and Four-Letter-Acronym) make things so confusing for business owners?

Let's face it, today you need an online database for all the acronyms that are used as business categories, to be readily available on your blackberry, i-phone or, yep, "PDA".

From an HR perspective, I've always had a question about the TLA, "PEO". PEO stands for Professional Employer Organization and as the PEO Network describes it,

"A PEO can be utilized to outsource a significant portion of the administrative burden of being an employer. The PEO can process payroll, handle the payroll tax administration; provide workers' compensation and employee benefits. PEOs can also assist in labor law compliance, risk management, EAP, hiring, firing and other HR functions.

Theoretically, PEO is a vendor consolidation and outsourcing management tool, which is facilitated through a co-employment agreement."

That may or may not clarify things for you, but it sounds like Human Resources Outsourcing or HRO (Lite) to me. It seems that every PEO has a page on their website labeled "What's a PEO"! From a marketing perspective it would be great if you didn't need to explain the industry you are in. And if the "shopper" is on your site... the good news is s/he is already there! It maybe best just to explain the value you will bring to his/her organization.

Question: Does the co-employment arrangement require the vendor to wear the "PEO Badge"?

I think the PEO concept makes a lot of sense for a small business (10-100 employees). Utilizing a viable PEO should allow you to focus on "what's ahead" for your business vs. the time consuming tasks of HR administration.

PEO's have a long history of helping the blue/grey collar company benefit by "pooling" their employees with the PEOs to ensure better health care and worker's comp insurance; and have continued to sell that "formula" as the solution. I think there may be a great opportunity for a new or existing PEO to cater to the Professional Workforce delivering comprehensive technology (self-service and reporting tools) vs. just insurance savings.


TriNet Acquires HR Outsourcing Provider John Parry & Alexander (JPA)

SAN LEANDRO, Calif.--(BUSINESS WIRE)--TriNet Group, Inc., a nationwide provider of human resource (HR) outsourcing services for small and medium-sized companies, today announced the next stage of its growth and expansion strategy through the acquisition of the business of John Parry & Alexander (JPA), an HR outsourcing and consulting services company based in Walnut Creek, California. All executives and employees from JPA have become full-time team members of TriNet. Specific terms of the transaction are not being disclosed. via Business Wire


Administaff Schedules Second Quarter Earnings Release and Teleconference

HOUSTON--(BUSINESS WIRE)--Administaff, Inc. (NYSE:ASF), a leading provider of human resources services for small and medium-sized businesses, will release its second quarter earnings prior to the open of the New York Stock Exchange on Wednesday, Aug. 1, 2007. A teleconference hosted by Administaff’s management will be held at 10 a.m. EDT to discuss the results and business trends.
Business Wire.com