This document discusses the financial opportunities of outsourcing human resources functions to a professional employer organization (PEO). It notes that outsourcing HR can save businesses significant time by reducing the 25% of a business owners' time spent on HR paperwork down to as little as 7-13 hours per week depending on company size. Outsourcing also provides access to top-tier benefits packages, integrated technology solutions, and risk avoidance as the PEO assumes liability for legal compliance.
Innovative Employee Solutions
9665 Granite Ridge Drive, #420
San Diego, CA 92123
(858) 715-5100
http://www.innovativeemployeesolutions.com/
Innovative Employee Solutions specializes in payrolling and outsourced HR administrative services as the employer of record for various industries including technology, engineering, medical, insurance, clerical, research companies and many more.
Bridge the Skills Gap by Connecting Generations: Here's How…ADP, LLC
This document discusses the skills gap facing many companies and offers suggestions for how to bridge generations to address it. There is a shortage of skilled workers, especially in STEM fields, despite high unemployment rates. Different generations have unique skills and strengths that companies can leverage. The document recommends focusing on compelling employment brands, cross-industry hiring, using talent analytics, improving hiring experiences, and creating positive onboarding and workplace experiences to attract and retain talent across generations.
Read seven success stories of businesses that
improved productivity, reduced
employment risks, and cut insurance and HR overhead outsourcing their human resource functions.
ROEI®: Return On Employee Investment® Increase Competitiveness Through Your ...Sage
Why are some companies thriving while others are struggling to stay in business? What is the distinctive difference between a good company and a truly great company? The answers to these questions can only be found when looking at what defines the company: its people. The people who make up a company are that organization’s unique and biggest asset. For most businesses, the workforce is also its largest expense, or better put, its largest investment.
At Sage, we believe that employees are the most important component in the quest to improve business results. It makes sense to treat employee-related expenses as an investment in the workforce. Like any other investment, this critical company investment must yield a healthy return. We call that the Return on Employee Investment® or ROEI®.
This white paper looks into investments that can help a company maximize the value of its workforce, and shows how technology can help improve ROEI and build a more profitable and successful business.
This webinar will provide an in-depth look at the benefits of outsourcing HR to a Professional Employer Organization (PEO). John W. Allen, President and COO of G&A Partners, will discuss how small and mid-size businesses can take advantage of outsourcing their human resources and administrative functions. He will also answer some common questions in regards to PEOs and their services.
This webinar will explore:
What kinds of companies are outsourcing their HR?
What types of organizations should be outsourcing their HR?
Why are they outsourcing?
What HR or administrative functions are they outsourcing?
How & when are they outsourcing?
To whom are they outsourcing?
The webinar will conclude with a Q&A session between John W. Allen and webinar participants.
This webinar was posted on October 20, 2011 and presented by President and COO John W.Allen.
Learn why accountants should leverage the power of a Payroll Business and how generational perspectives can influence your approach to business growth.
ADP offers a wide range of payroll, tax, HR, and insurance services for small businesses including:
- Payroll processing, tax filing and payment, new hire reporting, and labor law compliance.
- Time and attendance tracking, online timesheets, and payroll reports.
- HR outsourcing, pre-employment screening, and compliance services.
- Retirement services including 401(k) and SIMPLE IRA plans.
- Workers compensation and health insurance programs.
This document discusses payroll services for small businesses. It covers:
- Payroll is the process of compensating employees and includes tax withholding, reporting to governments, and ensuring compliance with labor laws.
- Outsourcing payroll services to a provider can help small businesses save time and avoid costly errors by leveraging specialized software, expertise, and support.
- When employees feel fairly compensated, it improves morale and reduces absenteeism and turnover, benefiting the business. Outsourcing payroll helps ensure accurate, compliant and fair compensation.
Innovative Employee Solutions
9665 Granite Ridge Drive, #420
San Diego, CA 92123
(858) 715-5100
http://www.innovativeemployeesolutions.com/
Innovative Employee Solutions specializes in payrolling and outsourced HR administrative services as the employer of record for various industries including technology, engineering, medical, insurance, clerical, research companies and many more.
Bridge the Skills Gap by Connecting Generations: Here's How…ADP, LLC
This document discusses the skills gap facing many companies and offers suggestions for how to bridge generations to address it. There is a shortage of skilled workers, especially in STEM fields, despite high unemployment rates. Different generations have unique skills and strengths that companies can leverage. The document recommends focusing on compelling employment brands, cross-industry hiring, using talent analytics, improving hiring experiences, and creating positive onboarding and workplace experiences to attract and retain talent across generations.
Read seven success stories of businesses that
improved productivity, reduced
employment risks, and cut insurance and HR overhead outsourcing their human resource functions.
ROEI®: Return On Employee Investment® Increase Competitiveness Through Your ...Sage
Why are some companies thriving while others are struggling to stay in business? What is the distinctive difference between a good company and a truly great company? The answers to these questions can only be found when looking at what defines the company: its people. The people who make up a company are that organization’s unique and biggest asset. For most businesses, the workforce is also its largest expense, or better put, its largest investment.
At Sage, we believe that employees are the most important component in the quest to improve business results. It makes sense to treat employee-related expenses as an investment in the workforce. Like any other investment, this critical company investment must yield a healthy return. We call that the Return on Employee Investment® or ROEI®.
This white paper looks into investments that can help a company maximize the value of its workforce, and shows how technology can help improve ROEI and build a more profitable and successful business.
This webinar will provide an in-depth look at the benefits of outsourcing HR to a Professional Employer Organization (PEO). John W. Allen, President and COO of G&A Partners, will discuss how small and mid-size businesses can take advantage of outsourcing their human resources and administrative functions. He will also answer some common questions in regards to PEOs and their services.
This webinar will explore:
What kinds of companies are outsourcing their HR?
What types of organizations should be outsourcing their HR?
Why are they outsourcing?
What HR or administrative functions are they outsourcing?
How & when are they outsourcing?
To whom are they outsourcing?
The webinar will conclude with a Q&A session between John W. Allen and webinar participants.
This webinar was posted on October 20, 2011 and presented by President and COO John W.Allen.
Learn why accountants should leverage the power of a Payroll Business and how generational perspectives can influence your approach to business growth.
ADP offers a wide range of payroll, tax, HR, and insurance services for small businesses including:
- Payroll processing, tax filing and payment, new hire reporting, and labor law compliance.
- Time and attendance tracking, online timesheets, and payroll reports.
- HR outsourcing, pre-employment screening, and compliance services.
- Retirement services including 401(k) and SIMPLE IRA plans.
- Workers compensation and health insurance programs.
This document discusses payroll services for small businesses. It covers:
- Payroll is the process of compensating employees and includes tax withholding, reporting to governments, and ensuring compliance with labor laws.
- Outsourcing payroll services to a provider can help small businesses save time and avoid costly errors by leveraging specialized software, expertise, and support.
- When employees feel fairly compensated, it improves morale and reduces absenteeism and turnover, benefiting the business. Outsourcing payroll helps ensure accurate, compliant and fair compensation.
The document discusses HCM Strategic Communications, a service provided by ADP that helps companies effectively communicate with employees. They can create communication strategies, execute multi-channel campaigns, and educate employees on topics like total compensation to boost engagement. Not communicating well can cost companies up to $26,000 per employee annually, while effective communicators see 47% higher returns. HCM Strategic Communications works with clients to determine their needs and goals and provide customized solutions to engage employees and benefit the business.
Find the time you need to tend to the business you love by shedding administrative tasks such as payroll processing, workers’ comp & safety, benefits reconciliation and state unemployment claims.
John Allen takes an in-depth look at HR Outsourcing and discusses who should be outsourcing to a and why, how small and mid-size businesses can take advantage of HR outsourcing administrative functions and common questions and answers in regards to PEO services.
The document discusses the history and trends of outsourcing human resource functions such as payroll, benefits administration, and recruiting to third party vendors. It examines the rationale for HR outsourcing including cost reduction and access to expertise, and also reviews frameworks for determining which HR functions to outsource. Several case studies of companies that have outsourced HR functions are presented along with both the benefits and disadvantages of such arrangements.
Outsourcing is when a firm contracts an independent contractor to perform certain tasks or activities. Common outsourced activities include IT, HR, manufacturing, and R&D. HR outsourcing involves an outside party performing some or all HR functions. While outsourcing can reduce costs and preserve culture, it can also result in loss of control and institutional knowledge. Managers generally outsource interactions and information gathering but not decision making. The type of outsourcing relationship depends on factors like asset specificity and uncertainty. HR outsourcing commonly includes payroll, benefits, workforce administration, and talent services like recruiting and training. Trust, confidentiality, commitment and flexibility are important factors in outsourcing relationships.
This document provides an overview of the services offered by ADP TotalSource, including talent acquisition, payroll and HR administration, talent management, health and welfare benefits, business insights, risk mitigation and compliance, employee communication, and retirement savings plans. It highlights statistics on the benefits of outsourcing HR administration and adopting data-driven decision making. The document promotes ADP TotalSource as a provider that can help power and protect businesses with HR expertise and solutions across the entire employee lifecycle and as companies grow.
An HR Solution for the Modern Agile BusinessADP, LLC
Running a business is complex and time-consuming. Add employees to the mix and it’s instantly trickier. What if you could have support exactly when you need it, how you need it and where you need it to manage the complexities of employing people? Modern businesses seek experts and solutions that adapt with their business.
The document discusses what a Professional Employer Organization (PEO) is and the benefits they provide. PEOs take over human resource responsibilities for small to medium businesses, such as payroll, benefits, and compliance. This allows business owners to focus on their core business instead of HR tasks. PEOs provide standardized, systematic HR processes and access to competitive benefits packages. Through a co-employment model, PEOs and their clients share employer responsibilities, with the PEO handling administrative functions. This arrangement benefits businesses by reducing costs and risks associated with HR.
This document introduces Professional Employer Organizations (PEOs) and their benefits for small and medium-sized businesses. PEOs provide outsourced HR services, taking over functions like payroll, benefits, and compliance to relieve business owners of those responsibilities. Using a PEO allows businesses to focus on their core operations while gaining access to comprehensive benefits packages and expert HR support. Through a co-employment model, PEOs assume some legal risks associated with the HR function. The document discusses how PEOs can help businesses operate more systematically and competitively while minimizing employment-related risks.
The document discusses HR outsourcing, including what functions are most suitable for outsourcing and the risks and challenges involved. It notes that about 1/3 of HR functions are being automated, 1/3 outsourced to focus on more strategic activities, and 1/3 are moving back to the business lines. Transactional and repetitive tasks like recruitment, training administration, and payroll are good candidates for outsourcing. However, strategic decision making should be kept in-house. Effective outsourcing requires careful planning, cost analysis, contract management and attention to potential impacts on employees.
Save Money and Enhance Productivity with HR OutsourcingInsideUp
Outsourcing HR functions can provide cost savings and allow companies to focus on core business processes. Common HR functions that are outsourced include payroll, benefits administration, and legal services. While outsourcing has advantages like reduced costs and increased productivity, disadvantages include potential loss of confidential employee data and lack of face-to-face communication with employees. Companies should research potential providers carefully to find one that can meet service level agreements and comply with regulations.
The document discusses trends in outsourcing human resources functions. It notes that HR roles have evolved from being more administrative to being more strategic. Leading companies are outsourcing non-core functions like benefits administration and payroll processing to focus internally on strategic priorities. The business process outsourcing market is growing rapidly, especially in areas like HR, finance, and administration. Companies determine what to outsource by analyzing what is core versus non-core to their business and what provides a competitive advantage.
Why are some companies thriving while others are struggling to stay in business? What is the distinctive difference between a good company and a truly great company? The answers to these questions can only be found when looking at what defines the company: its people. The people who make up a company are that organization’s unique and biggest asset. For most businesses, the workforce is also its largest expense, or better put, its largest investment.
At Sage, we believe that employees are the most important component in the quest to improve business results. It makes sense to treat employee-related expenses as an investment in the workforce. Like any other investment, this critical company investment must yield a healthy return.
We call that the Return on Employee Investment or ROEI. This white paper looks into investments that can help a company maximize the value of its workforce, and shows how technology can help improve ROEI and build a more profitable and successful business.
Case for outsourcing sales presentationguestf83ca45
The document discusses the challenges healthcare providers face with administrative tasks and the benefits of outsourcing these functions. It notes the inefficiencies, regulatory burdens, costs of employee turnover, and need to focus on patient care that outsourcing can help address. The document promotes MedHQ as a specialized provider of outsourced accounting, payroll, HR, benefits, and other back office services exclusively for healthcare businesses.
This document discusses how investing in employees can increase a company's competitiveness and success. It argues that employees are a company's biggest asset and largest investment. While employees cost money in wages and benefits, treating these expenses as investments that yield returns can improve business results. The document outlines how engaged employees are more productive, innovative, and loyal, leading to higher customer satisfaction, revenue, and profits. It also discusses how high employee turnover is very expensive for companies and how investing in retention strategies like recognition, training, and work environment can significantly reduce these replacement costs and improve the bottom line. Overall, the document advocates for viewing employees as investments rather than just expenses in order to maximize return on employee investment (ROEI) and competit
The document discusses how outsourcing human resource functions, known as human resource outsourcing (HRO), is becoming a key trend that is reshaping the future of HR departments. HRO can help organizations reduce costs while improving HR's strategic impact by standardizing, centralizing, and automating administrative HR processes. The document outlines the benefits of HRO such as cost savings, increased efficiency, and allowing HR to focus on more strategic priorities. It also discusses challenges such as change management and the need for clear communication during the implementation of HRO.
This document discusses the financial opportunities of outsourcing human resources functions to a Professional Employer Organization (PEO). Key points include:
- Outsourcing HR to a PEO can save businesses significant time by consolidating transactional HR tasks and responsibilities with a single provider. Surveys found businesses saved an average of 23-48 hours per week depending on company size.
- This time savings provides opportunities to reduce operating costs by eliminating HR staff, or to generate additional revenue by redeploying staff to core business activities. One example found potential bottom line savings of $60,372 and top line gains of $112,320 annually for a company outsourcing to a PEO.
- PEO
Most business owners agree that their employees are their most precious assets. As such, managing human resources has become a critical role in the control of a business. Yet for some businesses, the various functions of the HR department are too comprehensive and complex to keep going in-house.
This document discusses the challenges of handling human resources internally for small businesses and outlines the benefits of outsourcing HR functions to a single vendor. It notes that doing HR internally is time consuming and involves managing many regulations, benefit plans, and vendor relationships. Outsourcing to a single HR vendor can save time and costs by providing HR expertise, technology, and a team to manage all functions, allowing the business to focus on its core mission. However, some control is lost, and changing from the status quo takes adjustment. Overall, outsourcing HR can help small businesses operate more efficiently and contain costs.
The document discusses HCM Strategic Communications, a service provided by ADP that helps companies effectively communicate with employees. They can create communication strategies, execute multi-channel campaigns, and educate employees on topics like total compensation to boost engagement. Not communicating well can cost companies up to $26,000 per employee annually, while effective communicators see 47% higher returns. HCM Strategic Communications works with clients to determine their needs and goals and provide customized solutions to engage employees and benefit the business.
Find the time you need to tend to the business you love by shedding administrative tasks such as payroll processing, workers’ comp & safety, benefits reconciliation and state unemployment claims.
John Allen takes an in-depth look at HR Outsourcing and discusses who should be outsourcing to a and why, how small and mid-size businesses can take advantage of HR outsourcing administrative functions and common questions and answers in regards to PEO services.
The document discusses the history and trends of outsourcing human resource functions such as payroll, benefits administration, and recruiting to third party vendors. It examines the rationale for HR outsourcing including cost reduction and access to expertise, and also reviews frameworks for determining which HR functions to outsource. Several case studies of companies that have outsourced HR functions are presented along with both the benefits and disadvantages of such arrangements.
Outsourcing is when a firm contracts an independent contractor to perform certain tasks or activities. Common outsourced activities include IT, HR, manufacturing, and R&D. HR outsourcing involves an outside party performing some or all HR functions. While outsourcing can reduce costs and preserve culture, it can also result in loss of control and institutional knowledge. Managers generally outsource interactions and information gathering but not decision making. The type of outsourcing relationship depends on factors like asset specificity and uncertainty. HR outsourcing commonly includes payroll, benefits, workforce administration, and talent services like recruiting and training. Trust, confidentiality, commitment and flexibility are important factors in outsourcing relationships.
This document provides an overview of the services offered by ADP TotalSource, including talent acquisition, payroll and HR administration, talent management, health and welfare benefits, business insights, risk mitigation and compliance, employee communication, and retirement savings plans. It highlights statistics on the benefits of outsourcing HR administration and adopting data-driven decision making. The document promotes ADP TotalSource as a provider that can help power and protect businesses with HR expertise and solutions across the entire employee lifecycle and as companies grow.
An HR Solution for the Modern Agile BusinessADP, LLC
Running a business is complex and time-consuming. Add employees to the mix and it’s instantly trickier. What if you could have support exactly when you need it, how you need it and where you need it to manage the complexities of employing people? Modern businesses seek experts and solutions that adapt with their business.
The document discusses what a Professional Employer Organization (PEO) is and the benefits they provide. PEOs take over human resource responsibilities for small to medium businesses, such as payroll, benefits, and compliance. This allows business owners to focus on their core business instead of HR tasks. PEOs provide standardized, systematic HR processes and access to competitive benefits packages. Through a co-employment model, PEOs and their clients share employer responsibilities, with the PEO handling administrative functions. This arrangement benefits businesses by reducing costs and risks associated with HR.
This document introduces Professional Employer Organizations (PEOs) and their benefits for small and medium-sized businesses. PEOs provide outsourced HR services, taking over functions like payroll, benefits, and compliance to relieve business owners of those responsibilities. Using a PEO allows businesses to focus on their core operations while gaining access to comprehensive benefits packages and expert HR support. Through a co-employment model, PEOs assume some legal risks associated with the HR function. The document discusses how PEOs can help businesses operate more systematically and competitively while minimizing employment-related risks.
The document discusses HR outsourcing, including what functions are most suitable for outsourcing and the risks and challenges involved. It notes that about 1/3 of HR functions are being automated, 1/3 outsourced to focus on more strategic activities, and 1/3 are moving back to the business lines. Transactional and repetitive tasks like recruitment, training administration, and payroll are good candidates for outsourcing. However, strategic decision making should be kept in-house. Effective outsourcing requires careful planning, cost analysis, contract management and attention to potential impacts on employees.
Save Money and Enhance Productivity with HR OutsourcingInsideUp
Outsourcing HR functions can provide cost savings and allow companies to focus on core business processes. Common HR functions that are outsourced include payroll, benefits administration, and legal services. While outsourcing has advantages like reduced costs and increased productivity, disadvantages include potential loss of confidential employee data and lack of face-to-face communication with employees. Companies should research potential providers carefully to find one that can meet service level agreements and comply with regulations.
The document discusses trends in outsourcing human resources functions. It notes that HR roles have evolved from being more administrative to being more strategic. Leading companies are outsourcing non-core functions like benefits administration and payroll processing to focus internally on strategic priorities. The business process outsourcing market is growing rapidly, especially in areas like HR, finance, and administration. Companies determine what to outsource by analyzing what is core versus non-core to their business and what provides a competitive advantage.
Why are some companies thriving while others are struggling to stay in business? What is the distinctive difference between a good company and a truly great company? The answers to these questions can only be found when looking at what defines the company: its people. The people who make up a company are that organization’s unique and biggest asset. For most businesses, the workforce is also its largest expense, or better put, its largest investment.
At Sage, we believe that employees are the most important component in the quest to improve business results. It makes sense to treat employee-related expenses as an investment in the workforce. Like any other investment, this critical company investment must yield a healthy return.
We call that the Return on Employee Investment or ROEI. This white paper looks into investments that can help a company maximize the value of its workforce, and shows how technology can help improve ROEI and build a more profitable and successful business.
Case for outsourcing sales presentationguestf83ca45
The document discusses the challenges healthcare providers face with administrative tasks and the benefits of outsourcing these functions. It notes the inefficiencies, regulatory burdens, costs of employee turnover, and need to focus on patient care that outsourcing can help address. The document promotes MedHQ as a specialized provider of outsourced accounting, payroll, HR, benefits, and other back office services exclusively for healthcare businesses.
This document discusses how investing in employees can increase a company's competitiveness and success. It argues that employees are a company's biggest asset and largest investment. While employees cost money in wages and benefits, treating these expenses as investments that yield returns can improve business results. The document outlines how engaged employees are more productive, innovative, and loyal, leading to higher customer satisfaction, revenue, and profits. It also discusses how high employee turnover is very expensive for companies and how investing in retention strategies like recognition, training, and work environment can significantly reduce these replacement costs and improve the bottom line. Overall, the document advocates for viewing employees as investments rather than just expenses in order to maximize return on employee investment (ROEI) and competit
The document discusses how outsourcing human resource functions, known as human resource outsourcing (HRO), is becoming a key trend that is reshaping the future of HR departments. HRO can help organizations reduce costs while improving HR's strategic impact by standardizing, centralizing, and automating administrative HR processes. The document outlines the benefits of HRO such as cost savings, increased efficiency, and allowing HR to focus on more strategic priorities. It also discusses challenges such as change management and the need for clear communication during the implementation of HRO.
This document discusses the financial opportunities of outsourcing human resources functions to a Professional Employer Organization (PEO). Key points include:
- Outsourcing HR to a PEO can save businesses significant time by consolidating transactional HR tasks and responsibilities with a single provider. Surveys found businesses saved an average of 23-48 hours per week depending on company size.
- This time savings provides opportunities to reduce operating costs by eliminating HR staff, or to generate additional revenue by redeploying staff to core business activities. One example found potential bottom line savings of $60,372 and top line gains of $112,320 annually for a company outsourcing to a PEO.
- PEO
Most business owners agree that their employees are their most precious assets. As such, managing human resources has become a critical role in the control of a business. Yet for some businesses, the various functions of the HR department are too comprehensive and complex to keep going in-house.
This document discusses the challenges of handling human resources internally for small businesses and outlines the benefits of outsourcing HR functions to a single vendor. It notes that doing HR internally is time consuming and involves managing many regulations, benefit plans, and vendor relationships. Outsourcing to a single HR vendor can save time and costs by providing HR expertise, technology, and a team to manage all functions, allowing the business to focus on its core mission. However, some control is lost, and changing from the status quo takes adjustment. Overall, outsourcing HR can help small businesses operate more efficiently and contain costs.
Tax saving reimbursements, the way India Inc perceives it.
Services:
Tax Saving Reimbursements
Fuel reimbursement
Rewards & Recognition
Petrol allowance
Contact for More Details...!! +91 8066905995
Mail: support@zeta.in
Website: www.zeta.in
This document provides an overview of outsourcing administrative processes like payroll and human resources for small businesses. It discusses how outsourcing can help businesses save time and focus on core operations by having experts handle tasks like payroll processing, tax compliance, and HR administration. The benefits of outsourcing include greater productivity, simplified payroll, ensuring compliance with regulations, and access to expertise. ADP is introduced as a provider of outsourced business administration solutions in Canada.
The Role of Outsourced Payroll in Cost Savings for Businesses.pptxpaysquare consultancy
Every business or company regardless of size needs to have a payroll system in place. Among other things, it entails managing employee salaries, benefits, and taxes. Payroll management, however, may be a time-consuming and challenging chore for organizations that diverts attention from other crucial business operations. Payroll requirements can cause businesses problems with their cash flow, costs, and compliance. Thus, Outsourcing payroll help in this situation.
Investing in employees through strategic programs and technology can help companies maximize workforce value and improve Return on Employee Investment (ROEI). Engaged employees are more productive, innovative, and loyal, leading to higher customer satisfaction and business results. However, employee turnover is expensive, with replacement costs averaging 20-213% of salaries. Companies can reduce costs by lowering turnover through effective communication, work environment, recognition programs, training, and benefits. Investments that improve employee retention and engagement can yield significant savings by preventing replacement expenses and boosting productivity.
In-house vs. Outsourced Payroll Processing: Separating Fact from FictionAdrian Boucek
By linking payroll, HR, talent, benefits and time & labor management, an integrated HCM solution can deliver all the perceived benefits of in-house processing with significant added advantages — including superior economies of scale, improved visibility, real-time processing, world-class security and protection against compliance risk.
White paper I developed on best practices when selecting an HR technology product suite. Includes an amazing checklist to help those in the market for a new human resources suite tech product.
The document discusses human resource management systems (HRMS) and the benefits they provide to organizations. It outlines how HRMS can help automate core HR functions like benefits administration, payroll processing, recruitment, and training. This increases efficiency, reduces costs associated with benefits and compliance, and improves strategic decision making by providing analytical reporting. HRMS solutions can help address challenges in areas like talent management, compliance, and retaining skilled employees. Overall, adopting an HRMS leads to increased productivity, lower costs, and a quicker return on investment for businesses.
- The Affordable Care Act employer mandate requires companies with 50+ full-time employees to provide affordable health insurance to at least 95% of employees or face penalties.
- Complying with complex ACA reporting requirements, like analyzing workforce data and filing IRS forms, is challenging without outsourced support.
- Bundling outsourced payroll administration and benefits administration helps employers streamline reporting, reduce costs, and ensure compliance with evolving regulations.
- Payroll is a critical function that manages large expenses but is often seen as low risk. However, lack of improvement and changing regulations can increase risks.
- Technological advancements provide opportunities to improve efficiency and access valuable employee data, but many organizations have outdated systems.
- A strong governance framework is needed to manage risks like fraud, errors and non-compliance with changing regulations. Regular reviews of capabilities are important.
- Interpreting varying industrial agreements adds complexity, so payroll teams need support and training. Globalization further increases these challenges.
This document discusses the business case and readiness for implementing a Managed Service Provider (MSP) program. There are four main benefits to an MSP program: 1) Increased access to talent through faster hiring processes. 2) Reduced costs and improved efficiency through rate benchmarking, supplier management, and process standardization. 3) Reduced risks around compliance, workforce continuity, and supplier quality. 4) Increased visibility into the contingent workforce for better decision making. The document provides examples and research to support each benefit. It also provides questions to help determine an organization's readiness for an MSP program in areas like compliance, risk exposure, and contingent workforce management.
The document discusses return on investment (ROI) from adopting a good recruitment system. It states that ROI from recruitment systems is often overwhelming, with quantifiable paybacks within 3 months. It notes that compiling an ROI case can be difficult without hard data on current hiring costs and performance. The ROI case contains quantifiable benefits like reducing newspaper advertising costs and improving recruiter efficiency, as well as unquantifiable opportunity costs like attracting and retaining top talent. It provides examples of quantifiable benefits and unquantifiable opportunity costs from implementing a new recruitment system.
1. HR outsourcing provides key resources like professionals experienced in employee management, better benefits, and reduced costs.
2. Working with a professional employer organization (PEO) through co-employment can comprehensively meet HR needs, offering services beyond just one or two areas.
3. Finding the right PEO requires considering factors like costs, services offered, reputation, and ensuring a good fit for business needs.
The document provides information to help businesses assess their needs for a payroll and HR solution and guides them through the process of beginning their search for a provider. It outlines the three most important things to look for in a provider: usability, reporting and compliance, and a trusted partner. Specifically, it emphasizes the importance of ease of use, intuitive reporting capabilities, strong tax filing and compliance services, and a provider that will listen to feedback and grow with the business over time.
Sample Business Analysis and Benchmark Report Dalton Shahan
ADP's Benchmarking capabilities allow us to give business owners a detailed look into how their company stacks up within their industry. With this data and ADP's expertise, we are able to provide solutions and programs that help the business excel within their field, often times becoming a preferred employer among their peers.
This software proposal summarizes a user-friendly software that can assist companies by reducing workloads and operational costs. The software has capabilities to help reduce the number of employees needed. SRRK IT Limited aims to help companies go digital and make their work easier through this new software. The proposal describes the software's features and demonstrates its functions.
The human resource planning process is one of the main responsibilities of the HR Manager. But at present this responsibility does not solely come under the HR Managers context since it directly affects the profitability of the company consequently.
Chapter 13 Staffing System Evaluation and TechnologyStaffing Metri.docxchristinemaritza
Chapter 13 Staffing System Evaluation and Technology
Staffing Metrics
Because people pay attention to what gets measured, carefully selecting key metrics to track can help focus employees on key behaviors and outcomes. But too much information makes it difficult to focus attention on the metrics and outcomes that are the most important. To evaluate its staffing success, telecommunication company Avaya sets goals for how many experienced employees it intends to acquire from its competitors. The company also measures the performance of individuals who move internally from one business to another compared with the average performance of employees in that division. One company representative says, “Most companies will say their recruitment is successful if they retain the people that they hire. We look beyond that and set very specific goals for ourselves.”14
Southwest Airlines measures key metrics including cost per hire, new hire quality, compensation, time to productivity, and retention and promotion rates of high-potential employees and uses these measurements to continually improve its staffing and talent management process. If Southwest notices that an operational group is logging above average overtime, for example, it works with that group to reduce overtime by decreasing turnover or increasing staffing.15
Staffing metrics can be thought of as long term or short term, and can be efficiency or effectiveness oriented. Next, we discuss these different types of metrics and how they are best used.
Long-Term and Short-Term Metrics
Metrics can be tracked over many different time periods. Short-term metrics help a firm evaluate the success of its staffing system in terms of the recruiting and new hire outcomes achieved. These metrics include:
· The percentage of hires for each job or job family coming from each recruiting source and recruiter
· The number of high-quality new hires coming from each recruiting source and recruiter
· The number of diverse hires coming from each recruiting source and recruiter
· The average time to start (by position, source, and recruiter)
· The average time to contribution (by position, source, and recruiter)
Long-term metrics help a firm evaluate the success of its staffing system in terms of the outcomes that occur some time after employees are hired. These metrics include:
· Employee job success by recruiting source and by recruiter
· Employee tenure by recruiting source and by recruiter
· Promotion rates by recruiting source and by recruiter
Short-term metrics are useful as leading indicators of a company’s ability to have the right people in the right jobs at the right time to execute its business strategy and to meet its immediate staffing goals. Long-term metrics are useful as lagging indicators. They are best used for evaluating the effectiveness of the firm’s long-term staffing system—for example, the long-term, on-the-job success of employees and their turnover and promotion rates.
Staffing Ef ...
Zodiac Signs and Food Preferences_ What Your Sign Says About Your Tastemy Pandit
Know what your zodiac sign says about your taste in food! Explore how the 12 zodiac signs influence your culinary preferences with insights from MyPandit. Dive into astrology and flavors!
The 10 Most Influential Leaders Guiding Corporate Evolution, 2024.pdfthesiliconleaders
In the recent edition, The 10 Most Influential Leaders Guiding Corporate Evolution, 2024, The Silicon Leaders magazine gladly features Dejan Štancer, President of the Global Chamber of Business Leaders (GCBL), along with other leaders.
Storytelling is an incredibly valuable tool to share data and information. To get the most impact from stories there are a number of key ingredients. These are based on science and human nature. Using these elements in a story you can deliver information impactfully, ensure action and drive change.
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2. www.trinet.comFinancial Opportunities of Human Resources Outsourcing
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In an effort to realize
greater efficiencies,
a growing number
of companies are
consolidating HR
outsourcing functions
into an integrated
solution offered by a
single provider.
Introduction
There are many challenges to running a business. However, the up side, the one you
value most, is that you get to be in charge. The product is your brainchild. How and
when it hits the market is also up to you. Whom you hire is also your decision. You
have just enough resources to hire the best and the brightest, provided you contain
your operating expenses.
What you did not expect is the rate hike from your healthcare provider and the
news that your workforce is too small to qualify for a high-end benefits package.
You will have to spend more of your time finding a new provider because your HR
administrator can barely keep up with the paperwork as it is. Administrative overload
is growing in direct relation to the accumulating Excel spreadsheets containing your
HR data.
If your company is running HR software, you may find the program just can’t scale
to handle your expanding workforce. You’ve needed a more powerful program for
a while, but you’ve been putting off the purchase because it would also entail a
hardware upgrade and bringing back the IT consultants to implement and manage it.
Your resources and your time are your most value assets. Yet, every year, they are
being consumed by the growing complexities of HR administration. Neither the
evolution of technology nor the laws demanding mountains of paperwork are under
your control. And you are in no position to stop, or even slow, the escalating costs of
healthcare.
What you can do is take action to contain the overall costs of HR. Outsourcing human
resources to a Professional Employer Organization (PEO) has been the most effective
way for thousands of companies across the U.S. to continually provide high-quality
HR services while saving time and protecting their bottom line over the lifespan of
their business.
This white paper will explore the financial benefits from contracting with a PEO
based on industry best practices and TriNet’s experience as a leading PEO for small
businesses since 1988.
Time Sink of Transactional HR: Adding Up
Administrative Tasks
Administrative HR involves the day-to-day transactional tasks included in a variety
of activities — from processing payroll and benefits claims to updating employee
records and paying into 401(k) plans. According to a recent Small Business
Association study, the average small business owner spends up to 25 percent of his
or her time handling employee-related paperwork. This range can easily shoot up to
the 35 to 45 percent range when time spent on other HR tasks, such as recruiting,
hiring, and training is added to the mix.
3. www.trinet.comFinancial Opportunities of Human Resources Outsourcing
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The transactional tasks of administrative HR are inextricable components of running
a business. Inextricable, however, is not synonymous with in-house. Because
administrative HR tasks have nothing to do with your core business objectives, a
reputable PEO can seamlessly take responsibility for them. By outsourcing mundane
and labor intensive HR, you will not only keep control of your business, you will have
more time to devote to improving your bottom line.
Saving Hours by Outsourcing
The time you save by outsourcing HR can vary greatly, depending on how many
providers you use and how much of the administration you choose to keep in-
house. If you choose the multi-provider approach — using a different vendor for
each of your administrative tasks — you’ll need to factor in the time required for
soliciting, reviewing, and comparing different vendor proposals. Then add to the
list, the ongoing management of a multi-provider network with the associated IT
integrations and you’ll find that time saved by outsourcing may fall far short of its
potential target.
In an effort to realize greater efficiencies, a growing number of companies are
consolidating HR outsourcing functions into an integrated solution offered by a
single provider. These companies have found that their PEOs are professionally and
technologically equipped to handle the full range of HR services, provide a single
point of contact, and ensure full customer service — all the efficiencies that result in
true time savings for your company.
In a national survey supported by the National Association of Professional
Employment Organizations (NAPEO) and the Society of Human Resource
Management (SHRM), 89 percent of PEO customers reported that PEOs significantly
reduced the time it took to perform HR transactions.
The survey reported the following savings based on company size:
Hours Per Week Saved
Number of Employees
1-9 10-19 20-49 100+50-99
7
13
23
34
48
4. www.trinet.comFinancial Opportunities of Human Resources Outsourcing
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In a national survey
supported by NAPEO
and SHRM, 89 percent
of PEO customers
reported that PEOs
significantly reduced
their time demands.
Zeroing In on Time Saved
A closer look at a typical TriNet customer reveals how a small business accrues time
savings:
* The U.S. Chamber of Commerce estimates that 3-7% of a company’s payroll hours are spent on administrative,
non-core activities.
** The figure reached for bottom line savings assumes that the employer leverages the outsourcing arrangement
to reduce staff. It’s important to note that this step is not a requisite of the outsourcing arrangement; the
employer could choose to retain current staff and focus on top-line savings.
About this Chart:
This chart represents a conceptual financial opportunity that a TriNet customer, fitting
specific salary and workforce requirements, may encounter as a result its outsourcing
arrangement. It demonstrates that HR outsourcing presents the customer with the
opportunity to realize bottom-line savings, resulting in a reduction of administrative
headcount, or top-line savings, in which current staff are redeployed to revenue-
generating activities. The customer could also choose to simply incorporate the time
savings as part of a standard “lifestyle” business in which recreational or leisure hours
are prioritized over revenue. The chart is only intended as a conceptual illustration;
factors unique to a particular business may affect the outcome of its outsourcing
arrangement. You should consult with legal, financial, and HR professionals regarding
the potential benefits of HR outsourcing for your own firm.
Company Profile
Employees: 30
Average Salary: $90,000
Annual Payroll: $2,700,000 ($90,000 x 30)
Total Payroll Hours: 62,400 (30 x 2080 hrs/yr)
Average Hourly Pay Rate: $43/hr ($2.7 million/62,400)
Annual Revenue: $5 million
Average Revenue Per Payroll Hour: $80 per payroll hour ($5 million/62,400)
Time Saved
In-house HR Administration Before Outsourcing: 1,872 hrs/yr (62,450 x 3%)*
After Outsourcing: 468 hrs/yr (or 75% reduction)
Hours Saved: 1,404 hrs/yr
Financial Opportunity in Dollars and Days:
Bottom Line: -$60,372 (1,404 hrs x $43/hr)**
Top Line: +$112,320 (1,404 hrs x $80/hr)
Days Free for Bottom Line Business Activities: +175
5. www.trinet.comFinancial Opportunities of Human Resources Outsourcing
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The highest quality
benefits packages are
those that are easily
customized to meet
the individual’s needs
because they offer
the widest range of
carriers and options
for medical, dental,
and flexible spending
accounts.
Long-Term Cost Containment: Leveraging
Economies of Scale
Holding down long-term HR costs can only be achieved through economies of scale
— the more people requiring the same service, the less the service costs per person.
The most significant HR areas of cost containment are benefits and technology
support, which is why the goal of all companies is to offer the best possible benefits
options for the right cost.
Pooling Employees for Competitive Advantage
Health benefits are key to attracting top talent — the people with the skills and drive
to help place your company on the competitive edge and keep it there. Yet, small
and medium businesses simply don’t have the critical mass to negotiate affordable,
top-drawer benefits packages. PEOs can offer their customers the best benefits
options by simply leveraging their larger employee pool.
TriNet’s total customer base is large enough to qualify for access to premium
insurance packages. This is good news, especially for the smaller businesses intent
on securing a competitive advantage. A company of three staff people, for example,
can enjoy the same health benefits as a larger company. This means that those same
three people will get the choice and flexibility in their benefits plans that employees
of Hewlett-Packard or Citigroup have come to expect.
The highest quality benefits packages are those that are easily customized to meet
the individual’s needs because they offer the widest range of carriers and options
for medical, dental, and flexible spending accounts. TriNet, for example, offers its
customers access to medical carriers nationwide who provide dental, vision, and
medical insurance, and a powerful mix of plans and services that carry no waiting
period. Such benefits plans not only attract a higher caliber of employee; they
also result in higher employee satisfaction and retention, according to the Small
Business Association.
Personalizing Customer Service
Most employees will rest easier knowing they have access to customer service
representatives who can troubleshoot benefits issues and get answers to their
questions immediately. With a PEO, you won’t need in-house, on-call HR specialists
to field emergency calls, enrollment issues with new hires, or routine administration
snags. PEO staff have all the answers because their entire focus is on HR.
TriNet’s own call center offers toll-free access to subject matter experts, plus an HR
Consultant Hot Line for your managers who need instant assistance with HR-related
matters. About 80 percent of employee issues are resolved by TriNet within the first
call; the remaining are escalated and resolved within an average response time of
two hours. For non-urgent issues, employees can contact TriNet’s Solution Center
via email or online “instant chats” for comprehensive answers to all their questions.
6. www.trinet.comFinancial Opportunities of Human Resources Outsourcing
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Your Account Management team provides the same level of day-to-day support to
your managers as TriNet’s customer service representatives offer to your employees.
They’re available to help walk you through our online Customer Set Up process,
assist with special requests such as payroll needs, and generally ensure that you
and your managers are comfortable and satisfied with every aspect of TriNet’s HR
services.
Accessing an Integrated Technology Solution
The world is now web-enabled and most professionals, especially those in the
technology and finance field, have come to expect anytime, anywhere access to their
HR information and the ability to update their data with a simple click of the mouse.
But the cost of implementing and maintaining a state-of-the-art HR information
system (HRIS) is simply out of reach for the average small and medium business.
With a PEO, this is no longer a problem.
PEOs license and maintain their own enterprise-level platforms that can handle all
their customers’ HR administrative processes.
P O R T A L S E L F - S E R V I C E
PHONE
E M A I L I N P E R S O N
CHAT
EMPLOYEE
HR SERVICES
EMPLOYEE EMPLOYER
EMPLOYER
HR SERVICES
401(k) Benefit
Services
Benefits
Purchasing &
Administration
Flexible Spending
Accounts
Payroll
Processing and
Administration
Cafeteria Plan
Administration
Workers
Compensation
Insurance
Unemployment
Insurance Claims
Policies and
Procedures
Human Resources
Assistance
Employee
Relations
Business
Management
Reporting Tools
EEO Reporting
Labor and
Benefit Law
Compliance
COBRA and HIPAA
EEO Reporting
Compliance
Payroll Tax
Compliance
Online Benefits
Enrollment
Online Employee
Handbook
Payroll Direct
Deposit
Comprehensive
Health and Welfare
Benefits
COBRA and HIPAA
Administration
Self-Service
Transactions
Toll-Free Solution
Center
7. www.trinet.comFinancial Opportunities of Human Resources Outsourcing
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TriNet’s customer portal, HR Passport, is integrated on the back end with powerful
Oracle and PeopleSoft™ platform to deliver the industry’s fastest and most accurate
service. On the front end, users enjoy access to a portal that is easy to use and highly
customizable, allowing managers and employees to access and administer HR
transactions from any desktop computer.
Your staff can access their HR information online from their own computers, change
options during open enrollment, set up direct deposit, update personal information,
change withholding on their W2s, and perform manager-level transactions such as
hiring and submitting payroll — all without losing productivity in the work day.
A wide range of additional information can be posted online to help your employees
make the right choices, including handbooks and FAQs on benefits offerings, and
online chat and customer service. Managers will also find that PEO online services
streamline access to company data and reports.
The prospect of transferring your company’s personnel data off site may give you
pause. Yet, using a PEO will provide you with more control over processes and
improve the quality of information. With a dedicated, highly trained IT staff, a PEO’s
HRIS system suffers fewer data errors and offers greater timeliness of reports, more
consistency in delivery, and tighter security.
Leveraging the power of online HR doesn’t mean compromising security. TriNet,
for example, protects its Internet-based services with SSL encryption, individual
passwords, leading edge firewalls, and intrusion detection systems.
Going for Integration
Our state-of-the-art HRIS offers the maximum efficiency for processing transactional
HR, mainly because it is comprised of a single platform. The system integrates the
latest personal data into all HR services applying to a particular individual. Seamless
data integration is what makes payroll and benefits process faster, cheaper, more
accurately, and securely. Integration is what drives your ROI.
How TriNet’s Payroll Services Running PeopleSoft HRIS Work:
EMPLOYEEEMPLOYER
Authorized payroll contacts at your
company use TriNet’s secure portal to
enter department based payroll hours.
Employees access electronic copies of their paychecks,
set up and maintain direct deposit accounts, adjust tax
withholdings, and review paid time off information.
Employees print their paychecks
at any time for use with loans
and financial planning.
A designated manager or department
head approves the payroll data and
submits it to TriNet each payroll cycle.
Online payroll
reports are available to
authorized users.
8. www.trinet.comFinancial Opportunities of Human Resources Outsourcing
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Risk Avoidance: Share the Liability, Focus on Your Business
In this litigious climate there is little room for administrative error. If a company
incorrectly handles any of its numerous HR functions, it is at risk for a lawsuit. If filing
deadlines are missed, the resulting fines and penalties can erode the bottom line of
any small or medium business. As the complexities of compliance multiply each year,
companies are forced to spend more time on avoiding risk and less time on revenue-
and profit-generating activities.
Sharing Legal Responsibility
When you contract with a PEO, you can focus on a marketing campaign or signing
on a new client knowing that all the mounting transactional HR tasks and the risks
associated with them are shared by a partner. You can even go ahead and build a
distributed workforce — tap into talent anywhere in the country — without keeping
track of payroll withholding and workers compensation requirements of other states.
The PEO takes responsibility for the HR tasks and shares the risks — you take back
the focus on your business.
How does this work? Some states regard PEOs as co-employers and the IRS
recognizes PEOs as employers because they assume certain legal rights and duties
for their customers’ employees, such as paying wages and related withholdings
taxes. This means the PEO is liable for paying these taxes whether or not the PEO
is paid by the client. The PEO must also provide the employees with workers
compensation, state and federal unemployment, and statutory disability coverage.
Moreover, when the PEO administers any employee benefits programs related to
retirement plans, health plans, life and disability insurance, or credit unions, it leads
the way to benefit plan compliance with applicable state and federal laws. This also
includes the plan’s testing, filing, and other obligations.
When the PEO
administers any
employee benefits
programs related
to retirement plans,
health plans, life and
disability insurance, or
credit unions, it leads
the way to benefit
plan compliance with
applicable state and
federal laws. This also
includes the plan’s
testing, filing, and other
obligations.
9. www.trinet.comFinancial Opportunities of Human Resources Outsourcing
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In most circumstances, the PEO also contractually agrees to assist with compliance
with the regulations of Fair Labor Standards Act, COBRA, the Family Medical & Leave
Act, the Health Insurance Portability & Accountability Act (HIPPA), and many others.
PEOs are legally obligated to stay on top of all employment laws and regulations
so they can provide their co-employees with compliant worksites. This is no small
task given the explosion of employment laws in the last 25 years. According to the
U.S. Small Business Administration, the number of employment-related laws and
regulations grew by 60 percent between 1980 and 2000 alone. But the PEO provides
a back office team that boosts your ability to identify and resolve risk-related issues –
before they consume your business.
Keeping Track of Records
Since 2000, a new legal emphasis on records’ retention has compelled businesses to
invest more heavily in records’ management technology and practices that prepare
them at all times to produce claim forms, W2s, reimbursement invoices, and a wide
range of other documents — all at a moment’s notice. Whether the information is
five weeks old or five years old, PEOs shoulder all the responsibility for storage and
retrieval of HR-related data. Records are typically backed up to off-site devices to
insure against data loss from on-site technical failure or disaster.
In the event of an audit, inquiry, or claims dispute, your PEO is always equipped
to rapidly locate and produce the record in question. In short, they assume many
HR responsibilities, which include recordkeeping and documentation as well as
explanation. Because shouldering burden of proof is a key component of their
services, PEO staff has the regulatory expertise and technological tools to handle the
growing volumes of a company’s HR records as the business matures.
10. www.trinet.comFinancial Opportunities of Human Resources Outsourcing
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Positioned for Tomorrow: Designing a Lean & Efficient HR
The time and costs savings from outsourcing HR are hard to pass up. Yet these
benefits are merely part of a much more significant return on investment from your
company’s relationship with a PEO. Once you’re relieved of the HR administrative
burden, you can refocus your attention on sustainable, revenue-generating
activities. A key component of this strategy is revving up lean and efficient HR
processes to develop your most valuable asset — your employees.
Launching Employee Productivity
For small businesses, especially startups, it’s crucial to attract the type of highly
skilled and motivated professionals who can hit the ground running. In these
types of businesses, there’s the undeniable charge that results when strong
entrepreneurial vision, market forces, and investment dollars come together. In the
excitement, it’s all too easy to miss the signs of chaos and dissatisfaction growing
daily in the work environment and threatening to undermine worker productivity.
PEOs take care of the HR administration to leave you and your employees to focus on
what you do best.
With a PEO, you have the time to deliver the full range of support and direction your
workforce requires to sustain high performance. It’s essential to get your business
on solid footing with all HR administrative processes up and running painlessly and
in record time. Regardless of how fast a business grows, its new hires should always
expect to receive their first paycheck and their health coverage to kick in exactly on
schedule.
Sustaining Satisfaction
Recruiting, training, fine tuning policies and procedures, and creating a company
culture are the building blocks of workforce development. Thanks to outsourced HR
administration, your HR managers can devote more quality time to all of the above
and turn to their PEO for additional expertise. PEOs like TriNet are staffed with HR
professionals who can be called upon to perform a wide range of HR services, from
trainings on team building and stress reduction to answering employee questions on
benefits and screening recruits.
The value of TriNet’s services is not merely that they are available, but that they are
truly flexible and tailored to suit your particular budget and business requirements.
At TriNet, one size does not fit all. Wireless device leader, Socket Communications,
has tapped frequently into TriNet’s extended services menu since becoming a
customer ten years ago. TriNet “gives us guidance on everything from 401(k)
providers to employee ergonomics to workers compensation,” says Socket CFO
David Dunlap. “As Socket grows we can add additional layers of on-site support as
needed. For us, the ability to gain increments of support personnel is invaluable.”
Regardless of how
extensively you use a
PEO, its representatives
— whether they are
customer account
managers, customer
service representatives,
trainers, or recruiters
— will work closely with
your workforce over the
long-term.
11. www.trinet.comFinancial Opportunities of Human Resources Outsourcing
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Recognizing the Power of Partnership
Regardless of how extensively you use a PEO, its representatives — whether they
are customer account managers, customer service representatives, trainers,
or recruiters — will work closely with your workforce over the long-term. That’s
why compatible corporate culture is one of the top criteria companies look for
when choosing a PEO. And that’s why companies with professional and technical
workforces are a natural fit for TriNet.
With its own lean and efficient professional staff of 450, TriNet doesn’t have to
work at communicating with a customer. It already speaks the same language and
shares the same commitment to high-level performance and sustaining competitive
advantage. State-of-the-art technology and cost containment may be the key
features of TriNet’s services, but TriNet’s main priority is developing relationships
with the people who use those services. Their professional satisfaction and success
means their business wins, and so does TriNet.
Disclaimer
The contents of this white paper have been prepared for educational and information purposes only. The content does not provide legal advice or legal
opinions on any specific matters. Transmission of this information is not intended to create, and receipt does not constitute, a lawyer-client relationship
between TriNet, the author(s), or the publishers and you. You should not act or refrain from acting on any legal matter based on the content without
seeking professional counsel.