HR Manuals Vero Beach Archives | Page 2 of 3 | Complete Employee Solutions

Trying To Keep Good Employees

January 18, 2017 by ces

You have grown your company, you now have more employees than ever before. Some of those employees have been with you for a while, other have just started working for you. Because you are no longer in a situation which allows you to work directly with each individual employee,( you’re outnumbered), you have to trust the other employees will impart the proper culture to the new employees. That doesn’t always happen, so maybe you need to implement an orientation seminar. Instead of you, the owner, conducting the training, perhaps you can charge one of your senior employees with this task. [Read more…]

Strategic Planning for Your Workforce

January 5, 2017 by ces

Strategic planning for your workforce involves several areas. The first is workforce retention. The last thing most business owners want to is lose key employees. But hwat do we do to entice them to stay? How many more people do you need? What kind of changes should you be making in the technology, both hardware and sfotware you use to run your business. Are there HR Policies which should be updated to reflect your larger workforce? Do you have HR Policies?

If you have been running a small Mom and Pop shop, but you are now running a company with 20 or more employees, I can pretty much bet that you don’t have everything in place to keep your company running smoothly. Things that worked well when everyone could easily communicate with one another, don’t work as well as your worforce grows.

You could use our help with both HR functons and Strategic Wordforce Planning. There is agreat articl on ADP’s website about just what that entails:

“…Keeping and developing talent, and making your organization a desirable destination, requires strategy.

What Is Strategic Workforce Planning?

There’s no clear consensus on a strict definition, but strategic workforce planning should involve ensuring that you always have the right people with the right skills to meet your organization’s goals.

According to study, strategic workforce planning aims to do the following:

Keep people from leaving
Plan for skills requirements
Bring in new people to close skills gaps
Identify and source critical talent skill sets
Create structure and processes
Ensure HR and overall strategy aligns

How HR Plays a Role

When it comes to who should be involved, the study shows that strategic workforce planning is usually seen as the responsibility of the C-suite. Just 28 percent view it as an HR function, according to the report. But to be effective, businesses need to narrow in on strategy and people. And HR is about people — recruiting, training and retention.

Recruiting

No skills gap can be resolved without HR leading the way. HR understands how hard it is to find skilled talent — especially in areas like IT and data science — and the cost to hire. They can encourage leaders to focus on developing and engaging current talent, which can be done by improving culture, training and benefits.

Training

As short-term skills gaps arise, maybe because of a new project, HR leaders are critical in helping organizations tap into the economy of talent-on-demand, another emerging HR trend. PricewaterhouseCoopers is already on this. The business recently launched the PwC Talent Exchange to connect independent professionals with its project teams, giving the organization a global talent pool to tap into as needed.

Retention

Workforce analytics gives HR leaders important insight and is becoming a valuable retention tool. “The mass of data now available allows companies to analyze which employees are most likely to leave and the suitability of job candidates in a more scientific manner,” the study reports. By using data analytics and benchmarking, HR leaders can engage and retain key talent before they leave a company.

Strategic workforce planning for HR will be critical to future growth in today’s evolving business landscape. Talent is more important than ever, and HR leaders have both the data and capabilities to be partners in any strategic workforce planning process.”

If this all sounds a little too much for the size of your company, we understand that, and we can scale many of these things to match your company’s needs and goals. The first step is to just make an appointment to come in and talk. Once We have an understanding of your goals and your management style, we can go from there.

Jennifer Comer

Complete Employee Solutions

Year End Close Out

December 28, 2016 by ces

It’s just another New Year’s Eve…I think those words are from a song. But soon they will ring true. We have worked ourselves through another year. For some it’s going to be the best year the have ever have. And now they need to decide how to sustain the same amount of business, or how to move on to the next level of their business. [Read more…]

Technology and Recruitment

December 7, 2016 by ces

Before we started backing up to the cloud, using sharing mobile apps, dropbox, HR was the home of paperwork. But with the evolution of HR technology recruitment has become incredibly simplified. [Read more…]

Technology and Recruiting

November 3, 2016 by ces

The use of technology has made the task of recruiting new employees much less cumbersome. In some ways, though, it has made the process much more impersonal. Either way, the tools available today to HR personnel are making a tough job a little easier.

Before we started backing up to the cloud, using sharing mobile apps, dropbox, HR was the home of paperwork. But with the evolution of HR technology recruitment has become incredibly simplified.

Jerome Gouvernel, Vice President for ADP’s Product Incubation Group explains how HR technology has grown from the dawn of the internet to today and gives us a look into the future.

“There was no single place where you could transmit information about a new hire. There were multiple systems or a mishmash of stuff. Usually, there wouldn’t even be anything recorded into the computer until the information hit payroll.”

Major company recruiters spend hours sifting through hundreds of candidates to find the elusive “perfect fit” – that precious needle in the talent haystack. The job takes tons of time and draws on expertise ranging from compensation to compliance. Well, scouting for talent just got easier, faster, more secure and more accurate now that ADP and LinkedIn® have integrated their recruiting solutions.

What used to be a paper intensive process now has linked itself to technology and the access to talent has taken on a new life. Screening, research and verification are now working hand in hand with the explosion of technology.

If you are preparing to expand your business in 2017, we have access to tools and information that can help your HR department, or you can hire us to serve as your HR Department.

Jennifer Comer

Complete Employee Solutions of Vero Beach