人力资源

不管你是刚开始创业还是刚开始创业, you may want a refresher about all the HR-related tasks and policies that need to be implemented. We’ve created this helpful checklist so you can walk through each HR need to ensure you’ve handled it. 因为人力资源涵盖了企业的很多方面, 这个工具可以帮助你确定你的人力资源基础的覆盖范围 你需要找个搭档吗.

雇佣和解雇的标准书面政策

It’s important to have a clearly spelled out protocol for both bringing on new employees and letting employees go.

新员工入职培训包和入职程序

欢迎新团队成员是创造健康职场文化的重要组成部分. 确保所有新的雇佣税表、保密协议和联系代码都已签署并保存.

骚扰政策和调查程序

保护你的员工不受骚扰是至关重要的. Make sure you have a strong anti-harassment policy that is written in accordance with all local and national laws, 以及调查投诉的计划.

医疗保险政策和管理

因为医疗立法瞬息万变, you need to be able to respond to those changes with a robust healthcare plan that offers a bevy of options to employees. Make sure you can answer any and all questions that come up or can point your employees to someone who can answer them.

退休方案的选择和管理

对于这个, you’ll need to compare available retirement plans and decide on your company’s matching contribution, 如果有任何. 退休供款应从雇员工资中存入.

医疗假，长期残疾假，或家庭医疗假政策

事故和危机确实会发生, 作为雇主, 你必须为不可想象的事情准备一个计划. Serve your employees by establishing parameters and supports around unplanned and unexpected leave.

带薪休假，无薪休假和休假政策

优秀的员工需要休息, 他们需要知道如何要求时间来放松和恢复活力. 假期政策因行业而异, 因此，进行非正式的调查，看看你的专利商标局是否符合你的行业标准.

育儿假政策

当一个新孩子加入家庭时, 你的员工需要从工作中抽出时间来照顾孩子. 清晰、大方 育儿假政策 你会像员工支持新员工一样帮助他们吗.

员工岗位培训

所有的职位都需要特定的技能, 技术, 或者是为了做好工作而必须教授和掌握的协议. 为常用技能设置一套课程将对员工非常有益.

失业救济申请管理局

首先，您需要确保满足所有SUTA和FUTA要求. 在那之后, 如果前雇员提出雇佣索赔, 你必须能够核实他们的雇佣情况，并解释他们被解雇的原因.

员工手册开发

一旦你制定了人力资源政策，你需要确保这些政策是有效的 可供工人使用. They should be carefully vetted by an HR professional and an attorney to ensure they follow all relevant legislation.

工作表现检讨及评估

Documenting employee performance and keeping excellent records about the underlying evidence for those reviews will pay dividends in the future. This information can provide data about hiring, termination, employee progress, and promotions.

冲突解决策略

在一个群体中，不是每个人都能和睦相处，这是人的本性. You need to have clear steps to help two parties who are at odds reach a mutually beneficial solution. 如果冲突继续升级, 您需要对所采取的步骤进行文档记录，以促进有效的解决方案.

You’ve probably realized that a homegrown HR solution might not be the most effective for your small business. 而不是, 也许你正在寻求与外包人力资源公司合作，以更好地为员工服务. 作为一家公司，你可以在人力资源主管和首席运营官之间做出选择.

对于任何一家公司，无论规模大小，一个好的人力资源部门都是必不可少的. 但, 因为人力资源工作既耗时又昂贵, 许多公司决定将这些服务外包给a 专业雇主组织(PEO) 或者一个 人力资源外包(HRO) 机构. 这两类公司都提供重要的人力资源服务, but there are a few differences that employers should be aware of before choosing the right service provider.

什么是PEO?

peo适用于那些想要外包整个人力资源部门的公司. 最好的peo 提供从薪资管理和员工入职到福利谈判的一切服务, 他们可以完全消除对内部人力资源部门的需求. peo最适合那些寻找现成解决方案来满足所有人力资源需求的公司.

因为peo通常代表多个组织, 他们通常可以为小企业提供更好的福利待遇议价能力. Since employees are part of a larger pool, this also lowers the cost of HR services per employee. These 好处 make PEOs a great solution for small businesses or new businesses that don’t already have in-house HR departments.

什么是人力资源主管?

While the best PEOs provide an all-in-one HR solution, HRO provides more of an à la carte option. 而不是承担公司所有的人力资源任务, 人力资源经理可以承担特定的角色, 为每个单独的业务定制. 许多企业使用人力资源管理来完成特别复杂的任务, 像工资, 或者帮助组织进行重大变革. A HRO provider can be the perfect solution for companies who need assistance with compromising situations or employee recruiting and onboarding. 他们还可以帮助完成诸如创建员工手册之类的任务, 制定培训计划, 或者起草职位描述.

HRO services are good for businesses with existing HR departments that aren’t ready 或者一个ble to relinquish total control of all HR tasks to a PEO. Many businesses today manage sensitive data and are unable to turn all their employees’ data over to an outsourced HR 机构 due to cybersecurity concerns. HRO允许公司保持对其数据系统的控制, 同时还能从人力资源外包中获得行政效益.

那么，如何在PEO和HRO之间做出选择呢? The experts at LBMC就业伙伴 are happy to assess your needs and help you decide which solution is best. 请立即明升体育app下载，了解我们如何提供帮助!

1. 不知所措的员工

如果有明显的迹象表明你或你现在的团队被繁重的工作量压垮了, it’s likely that adding HR or payroll tasks to the list of responsibilities will only make things more challenging. Not only can an HR outsourcing company ease the burden of managing employee needs 像工资 and 好处, but they can also help employers to improve company culture through development and training activities, 回答员工的保险和福利问题, 并为 让员工充满挑战，热爱自己的工作.

2. 缺乏时间、知识或资源

简单地说, 如果你没有时间, 知识, 或者你作为雇主处理工资和人力资源的可用资源, 是时候外包或升级你的薪资和人力资源需求了. 你的投资回报是非常值得的, 你不仅会从管理的角度感到轻松, 但是你的员工也会注意到不同, as important company responsibilities will not only be handled promptly but also in an organized and efficient manner.

3. 裁减人员

任何时候公司裁员，不管是有人离职, 被解雇了, 甚至休假——这给其他工作人员带来了额外的负担, 特别是雇主. 因为员工离开后，其他人只能收拾残局, it’s essential that there’s a plan in place for keeping important tasks 像工资 management and human 资源 moving along without error. 这是一个很好的例子，说明人力资源外包合作伙伴可以介入并挽救局面, 减轻裁员带来的负担.

4. 代价高昂的错误历史

行政错误的代价是高昂的，尤其是在工资方面， 工资税甚至是雇佣和解雇. That’s why it’s essential to partner with an experienced HR or payroll services provider to avoid serious errors. 没有什么比外包人力资源需求更让人安心的了, 特别是工资税或工资税.

5. 同时使用多个软件程序

Let’s face it—no employer wants to juggle between a handful of software systems when it comes to employee management. Enlisting an HR outsourcing partner can help you merge your human capital management into one easy-to-use software system like UKG准备好了，这可以 精简工作流程 从招聘过程一直到退休, 使用强大的数据分析工具来帮助人力资源部门做出更多的战略决策.

今天为你而来，明天与你一起成长

LBMC就业合作伙伴不仅配备指导您与您当前的需求, 但我们有经验, 资源, 以及随着薪资和人力资源需求的增长而灵活发展的能力. 明升体育app下载 today to learn how we can help you focus on your business while we handle the details of often complicated employment challenges and human 资源 issues.

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