Raise Workforce’s Post

As an HR we deals with the most uncomfortable aspects of work: HR violations, layoffs, and firing. Here are some my task as an HR busy completing everyday. 1. Recruit candidates ♡ HR needs to understand the organization’s needs and make sure those needs are met when recruiting for new positions. Recruitment is a massive the right candidate can revitalize an entire organization, but the wrong candidate can upend operations. 2. Hire the right employees ♡ Human resources is in charge of arranging interviews, coordinating hiring efforts, and onboarding new employees. Making sure that everything from the first day to each subsequent day is navigated successfully. 3. Process payroll ♡ Every payday must have taxes calculated and hours collected and we make sure properly deducted every pay period. 4. Conduct disciplinary actions ♡ The best human resources departments know when an employee isn’t the right fit for a company HR could step in and investigate the reason, handled appropriately, disciplinary action can result in the success of an employee. 5. Update policies ♡ Policies need to be updated (or at least examined) every year as the organization changes. HR should always be included in and consulted with regarding these decisions. 6. Maintain employee records ♡ Maintaining HR records is mandated by law. These records help us to identify skill gaps to help with the hiring process and to analyze demographic data and comply with regulations. They also contain personal details and emergency contacts for each employee. 7. Conduct benefit analysis ♡ HR should routinely investigate similar companies to see if their benefits are competitve.

Benefits of Contract Staffing Services There are various benefits to using a contract staffing recruitment agency: An efficient and economical way to take over from employees who go out on sick leave, maternity leave, vacation and sabbaticals. Contractors can serve as fill-ins for staff to compensate for short-term absences of permanent workers. Since the contract recruitment agency is the real employer, you don’t necessarily have to increase headcount. With the contract staffing solution, you can gain access to qualified and skilled talent quickly and hire the workers that you need whenever you require. Contract staffing offers the flexibility and freedom to keep staffing levels optimal as your company needs change. Contractors help reduce overall staffing costs, because their presence can keep your permanent employees fully productive and thriving, but not overworked. Contract Staff may relieve your existing permanent staff from being exhausted, overworked, over-burdened and worn out. With the contract staffing solution, you can gain access to qualified and skilled talent quickly and hire the workers that you need whenever you require. Contractors can be brought in to do specialized work your existing staff may not be qualified, trained or willing to do. Contractors enable you to meet tough project deadlines and handle exceptional business demands, thereby increasing your bottom line. Contract staffing makes it easier for businesses to implement deliverables and tough deadlines. Permanent employees cost a company significantly with respect to salary, medical, bonus, overtime and severance pay, as well as other expenditures. However, when using contractors, a company is only required to pay a flat rate for services to staffing agencies, which is ultimately a much more economical option. Eliminating contractors over full-time permanent employees can be less disruptive and inconvenient to existing teams. If you’re happy with the contract staff’s performance, there may be an opportunity to hire them on a permanent basis (this is an arrangement you would have to negotiate with the contract staffing agency that represents them). Contract staffing gives you the ability to “try out” potential future hires. Some companies hire so-called contract-to-hire workers for a trial period to learn if they have the skills, qualifications and personality a job demands.

Reasons Why Companies Use Staffing Agencies ? 1. Reduce overhead costs Permanent employees cost more than just the salary they are being paid. Health care, 401k retirement plans, sick days, vacation pay, and employer taxes are just a few of the costs included with permanent staff. 2. Reduce overtime pay Rather than putting additional demands on current permanent staff, an employer can use an engineering staffing agency and bring in temporary workers to help split up the amount of work during busy times. 3. The need for short term staff An employer may need a temp employee due to permanent staff being sick, on maternity leave, having a family emergency, or taking a leave of absence. 4. Save on training, time, and reduce hiring risks  Training new employees require a significant investment of both time and costs.  5. Handles onboarding and payroll A big benefit of using staffing agencies is that the staffing agency takes care of the temporary employees onboarding paperwork, payroll taxes, workers’ compensation, and unemployment benefits.  6. Access to talent networks A good staffing agency spends years building up their talent network through referrals, networking, and speaking with candidates daily. An employer usually doesn’t have the resources to constantly engage talent.  When searching for someone to cover a few months’ worth of work, it doesn’t make sense to spend money to train them. By using a temporary staffing agency and employer is provided with someone ready to do the work they need.

In honor of Small Business Week, I wanted to take a moment to share why I started MSquared Talent Solutions. Like all entrepreneurs, taking that initial leap of faith can be nerve-racking and overwhelming, yet incredibly rewarding.   I have always loved working in human resources and enjoyed serving my employers in this capacity for nearly 25 years (my background I’ll save for another day), but something started to tug at my heart several years ago. The large employers I worked for had the means to afford full-time dedicated HR staff. I saw firsthand the difference that type of support had on overall business success. However, small businesses can’t afford a full-time, dedicated HR/payroll staff member, yet they employ half of working Iowans! Those who do are stretched thin and likely don’t have all the necessary expertise. These small business owners, or micro-HR departments, need an HR partner to lean on for guidance and support. These companies also need and deserve access to flexible and powerful HR & payroll software to create much-needed efficiencies to free up their valuable time while small business employees deserve the same tools such as employee self-service portals, as their larger employer peers.   MSquared is unique in that we aren’t just a payroll technology service provider and we aren’t just an HR consulting company. We are BOTH! Our services combine industry-leading technology with HR and payroll expertise – all at our clients' fingertips (not being transferred to another department within a phone-tree maze based on your needs). We get to know every client and their employees, just like when I was in front line HR roles. I’m so glad I made the leap to small business ownership. The impact our business is having on our clients has been the most rewarding experience of my career. If you are thinking about taking the leap yourself and don’t know where to start or who to talk to you – feel free to reach out to me at my contact info below, I’d love to chat. Becky Rafferty President & Owner, MSquared Talent Solutions becky.rafferty@msquared-ts.com (319) 359-3100

Benefits of partnering with a staffing firm 
Some benefits of partnering with a staffing firm include access to a larger pool of qualified candidates, reduced time-to-hire, and increased flexibility in staffing. Many staffing firms offer services such as background checks, skills assessments, and payroll management. Partnering with a staffing firm can be a strategic decision for businesses looking to streamline their recruitment process and improve their bottom line. In addition to the benefits mentioned above, there are several other advantages that come with working with a staffing firm: 1. Cost savings: Staffing firms can help businesses save money in several ways. For example, they can provide temporary or contract workers who are paid through the staffing firm, which can reduce payroll and benefit costs for the business. Additionally, staffing firms can help businesses avoid the costs associated with advertising job openings, conducting interviews, and conducting background checks. 2. Reduced risk: Staffing firms can help businesses mitigate risk by providing temporary or contract workers who are trained and qualified for the job. This can help reduce the risk of workplace accidents, workers' compensation claims, and other liabilities associated with hiring new employees. 3. Expertise: Staffing firms have expertise in recruiting and hiring, which means they can help businesses find the best candidates for their open positions. They also have experience managing payroll, benefits, and other administrative tasks, which can reduce the burden on businesses. 4. Increased productivity: By providing access to a large pool of qualified candidates, staffing firms can help businesses find workers who are a good fit for their organization and who can hit the ground running. This can help increase productivity and reduce the time it takes to get new employees up to speed. Partnering with a staffing firm can be a valuable investment for businesses looking to improve their recruitment process and save money in the long run. By leveraging the expertise and resources of a staffing firm, businesses can focus on their core competencies and achieve their strategic goals more efficiently.

5 of the HR tasks that could be worth outsourcing and how to outsource them

14/Four is an HR consulting company that offers a full range of services to support small to medium-sized businesses, non-profits, and ministries - from establishing a vibrant company culture, building a custom Human Resources Information System, employee onboarding, training, benefit management, retirement, employee relations, performance management, all the way to payroll and bookkeeping. Often, small businesses and agencies can’t afford to hire a full-time HR Manager. Owners bang their heads against a wall with the weight and necessity of these tasks that aren’t in their wheelhouse. Hiring 14/Four is like having your own HR Team at a fraction of the cost! If you know someone who might benefit from 14/Four, there’s a place to schedule a consultation from the website.

I am working on a report and I thought I'd post one of my findings... Some Food for thought: Giving a productive employee an extra $1 per hour to retain them translates into roughly $2,080 per year.  “The average cost of hiring an employee is around $4,000, according to a Glassdoor study. However, various factors could impact that number, such as the size and location of your business, the role you’re hiring for, and the industry in which you operate.” (Article by Eduardo Vasconcellos businessnewsdaily.com) Bamboohr.com reports “You should expect to spend $7,500–$28,000 in hard costs to find and onboard a new employee, including job board fees, background checks, and the new hire’s training. Soft costs—such as lost productivity—can add up to as much as 60% of the total cost to hire, according to the Society for Human Resource Management (SHRM)” Any thoughts?

HR Policy Changes to Make in 2024 a new year is coming! Here are three simple HR policy changes that will improve your culture in 2024. 1. Eliminate manager involvement in the internal transfer process, Instead if an employee meets the requirements, they will schedule internal interviews with HR. Managers will only be notified if the employee is offered the job, and a smooth transition will be arranged. 2. Abolish the requirement for proof of death. We should not burden employees with providing funeral notices or any other documentation to receive mourning pay during a difficult time. Let's make this process more compassionate and understanding. 3. Prioritize former candidates, It has been observed that despite promising to keep resumes on file, we seldom reach out to candidates when new job openings arise. In 2024, let's make a commitment to connect with past candidates before running job ads again. This ensures that we don't miss out on excellent candidates who may have been overlooked previously. What other policy changes would you like to see in 2024 ?

Do you have 5 employees or under? We have a really exciting HR retainer package offering; for £135 (plus VAT) per month you can benefit from the following: 1) An HR system to keep all your employee info and documents safe and secure. The intuitive system brings all of your people-data together in one place, allowing employees to log sickness, request holidays, update personal info and view docs at a click of a button. Bye bye HR admin! 2) Implementation of the HR System - we will upload all the employee information on your behalf so it's a painless and stress free process. 3) Up to 1 hour per month HR support, documents and advice. Never worry that you're doing something wrong - we have your back! 4) Monthly newsletter with employment law updates, HR top tips and useful info. Always be "in the know". There are also lots of additional "add ons" which you can pick and choose from but are optional including e-learning for employees, HR audit, payroll services, handbook or policy draft, "stay interviews", on-boarding of new starters, support with recruitment and much, much more. We offer retainer packages for larger businesses too. If you're interested in seeing the full retainer package, please comment on this post with your e-mail add and we will be in touch. Feel free to share too for your network. Sarah Hart Blossom HR Consultancy Heidi Davies