Payroll Service Sebastian Archives | Page 2 of 7

Failing Up !

March 15, 2017 by ces

Failing up. Nope, that isn’t a typo. I am talking about failing and using that failure to help you move up in the world. Inventors do it all the time. They get an idea for an invention, refine, patent it, and along they way they find a whole new invention.Not letting a temporary setback set you back.

That’s more like what I am addressing here. The kind of failure I am writing about today isn’t the kind where you show up two hours late for an appointment, or don’t ever manage to complete your work assignments. That’s a different kind of failure. I am talking about the situations where you accept a position within a company, and realize it’s just not a good fit for you. While you’re there you make the most of the opportunity, learn everything you can, and then hone the skills, take the parts of the job you did like, and turn it into opportunity. I call that failing up. [Read more…]

Workplace Do’s and Don’ts

February 15, 2017 by ces

complete employee solutions human resrouce consulting, payroll processing, employee leasing — Successful business team portrait.

Complete Employee Solutions offers several different types of services to our clients . We process Payroll, provide Human Resource Consulting, create Employee manuals and we help with Employee Leasing. Sometimes we even have to counsel companies on certain issues they may have with their employees. You would think most of the issues we address were simply common sense. But they aren’t.
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Payday!!

February 9, 2017 by ces

Employees look forward to pay day. In some companies that is all they have to look forward to, and we feel for those employees. In most of the companies we work with, even though the work can be difficult, or stressful, their employees seem to like their jobs. So they still look forward to payday, but they have more than just payday to look forward to. The look forward to the teamwork, the pride of doing their jobs well. [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…]