Making the leap to outsourcing your HR needs is a big decision – it’s essentially handing over the reins to a large, and very important aspect of your business to someone outside of your organization.
Knowing it can be a very scary process, let’s go ahead and take it step-by-step and first examine the metrics that might suggest that it is time to consider outsourcing your HR needs to a Professional Employer Organization (PEO).
- Is your employee handbook outdated, out of compliance, or just totally out of print!?!
- Have you tried to implement a standardized process for performance reviews (but found it tricky to stick to a schedule, offer a standardized process, or simply get everyone on board with getting them done within a certain period)?
- On the flip side, have you failed to implement a standardized process for disciplinary action that is compliant with all federal and state laws and that includes a clear pathway for employees to lodge complaints?
- Do you struggle to understand the various discrimination laws as it pertains to hiring, promotions and other actions within your business?
- Do you have a plan for employee disciplinary action and subsequent terminations?
- Does your business struggle to professionally handle legal and administrative matters in house and do you find yourself outsourcing to experts to “fix problems?”
- Do you find it difficult to stay up-to-date and in full compliance with federal and state labor laws?
- Are you aware of any legal and administrative weaknesses, but aren’t sure how to fix them?
- Are you unsure of which personnel documents you should keep and where you should keep them?
- Are your managers unaware of how to write, provide and store personnel documents?
- Are you unsure of how to best store medical records for your employees?
- Does your company experience a high rate of accidents, near misses, injuries and illnesses?
- Have efforts to improve the safety of the workplace fallen flat in the past?
- Are employees unsure of how to report accidents, near misses, injuries and illnesses?
- Have you failed to create a concrete plan for workplace injuries and workers’ comp, including a system for handling investigations, performing remediation where appropriate and handling the legal ramifications?
- Do you struggle to perform workplace safety checks on a regular basis as required by law?
- Have you failed a recent workplace safety inspection?
- Does your business struggle to stay in compliance with federal, state and industry workplace safety regulations?
Payroll and benefits:
- Has your company tried (and perhaps failed) to implement a standardized pay scale that is fair yet rewards employees for their performance?
- Have you had trouble determining which of your employees are non-exempt and which are exempt (and thus struggle to determine which compensation plan they belong in)?
- Do you struggle to remember which payroll taxes and other appropriate withholdings should be taken from each employees’ paycheck?
- Does your company almost always mess up delivering that last paycheck?
- Is coordinating paid-time-off, sick days and other employee leave a total headache?
- Do you sometimes question how to handle FMLA leave requests (and the actual time off too)?
- Are you unsure whether the benefits package that you are able to offer adequately meets the needs of your employees in terms of cost and choices?
- Do you worry that you are losing top talent to your peers who are able to offer a broader array of benefit choices?
- Do you wish you could offer more attractive retirement plans and pension benefits?
- Do you struggle to navigate the open enrollment process and communicate the information to your employees to guide their selections?
- Do you find negotiating the benefits process stressful and time consuming?
- Do you find that managing day-to-day HR services is a time-consuming and expensive process?
- Is keeping up with day-to-day HR duties pulling you away from other company priorities?
Learn more about how to eliminate your human resource headaches with one decision.