Category: Human Resource Management

Human Resource Management Content, Performance, and Productivity! HRM or HR is the management of human resources. It designing to maximize employee performance in service of an employer’s strategic objectives. HR primarily concerning with the management of people within organizations, focusing on policies and on systems.

HRM departments are responsible for overseeing employee-benefits design, employee recruitment, training and development, performance appraisal, and rewarding (e.g., managing pay and benefits systems). HR also concerns itself with organizational change and industrial relations, that is, the balancing of organizational practices with requirements arising from collective bargaining and from governmental laws.

Also learn, Human resources focus on maximizing employee productivity. HRM professionals manage the human capital of an organization and focus on implementing policies and processes. They can specialize in recruiting, training, employee relations, or benefits. Recruiting specialists find and hire top talent. Also, Training and development professionals ensure that employees train and have continuous development.

This is done through training programs, performance evaluations, and reward programs. Employee relations deals with concerns of employees when policies are defective, such as in cases involving harassment or discrimination. Someone in benefits develops compensation structures, family-leave programs, discounts, and other benefits that employees can get.

  • Training Development in Human Resource Management

    Training Development in Human Resource Management

    Explore the comprehensive guide to training development in Human Resource Management (HRM). Learn about the evolution of training methodologies, key components of effective training programs, and the impact of technological advancements like AI and VR. Understand how to measure the effectiveness of training initiatives and their contribution to organizational success. Discover the importance of aligning training with organizational goals to drive innovation, increase productivity, and support career growth.

    Exploring the Significance of Training Development in Human Resource Management

    Training development in Human Resource Management (HRM) refers to the systematic process of improving an organization’s workforce through educational programs and performance-enhancing initiatives. At its core, training development encompasses a range of activities designed to nurture employee skills, boost performance, and support career advancement. This concept has evolved significantly over time, reflecting changes in business landscapes, technological advancements, and organizational needs.

    Historically, training programs were often rudimentary, focusing on basic skill acquisition and job-specific knowledge. However, as the complexity of organizational roles increased, so did the sophistication of training methodologies. Modern training development now includes diverse approaches such as on-the-job training, e-learning modules, workshops, and leadership development programs. These methods aim to provide a comprehensive skillset that aligns with both individual aspirations and organizational objectives.

    Training development is crucial in HRM for several reasons. First, it enhances employee skills, ensuring that the workforce remains competent and competitive in a rapidly changing environment. Second, it directly impacts performance, as well-prepared employees are more likely to meet and exceed their job expectations. Third, it fosters career growth, offering employees clear pathways for advancement and professional development.

    Moreover, effective training development aligns closely with organizational goals and strategies. By investing in employee development, companies can drive innovation, increase productivity, and achieve long-term success. Training programs often tailored to support strategic initiatives, whether it be through cultivating leadership skills, adopting new technologies, or improving customer service. This alignment ensures that the benefits of training permeate throughout the organization, contributing to a culture of continuous improvement and excellence.

    In essence, training development in HRM is not merely a function of employee onboarding but a vital component of an organization’s strategic framework. It plays a pivotal role in equipping the workforce with the necessary tools to thrive, thereby supporting both individual and organizational growth.

    Key Components of Effective Training Programs

    Effective training programs are crucial in Human Resource Management, serving as a cornerstone for enhancing employee skills and driving organizational growth. The development of such programs involves several key components, each contributing to the overall success of the training initiative.

    The first step in crafting an effective training program is conducting a detailed needs assessment. This process involves identifying the skills and knowledge gaps within the workforce and aligning them with organizational goals. Through surveys, interviews, and performance data analysis, HR professionals can pinpoint the areas requiring development, ensuring that training efforts targeted and relevant.

    Once the needs assessment is complete, the next step is setting clear and measurable objectives. These objectives should be Specific, Measurable, Achievable, Relevant, and Time-bound (SMART). Well-defined objectives provide a roadmap for both trainers and trainees, ensuring that the training program remains focused and outcome-oriented.

    Designing the training curriculum is another critical component. The curriculum should be comprehensive yet flexible, incorporating various learning materials and activities that cater to different learning styles. This can include interactive modules, case studies, role-playing, and practical exercises that facilitate hands-on learning.

    Choosing the appropriate training methods is equally important. Organizations can opt for on-the-job training, workshops, seminars, e-learning modules, or a blend of these methods, depending on the nature of the skills to developed and the preferences of the employees. On-the-job training provides real-world experience, while e-learning offers flexibility and accessibility, allowing employees to learn at their own pace.

    Evaluating the effectiveness of training programs is essential to ensure that the desired outcomes achieved. This can be done through pre-and post-training assessments, feedback surveys, and performance metrics. Continuous evaluation helps in refining the training programs, making them more effective over time.

    The role of trainers cannot be overlooked. Trainers should be skilled, knowledgeable, and capable of engaging participants. They play a pivotal role in delivering the curriculum and ensuring that the learning objectives are met. Additionally, it is crucial to align training programs with organizational needs, ensuring that they support the overall strategic goals of the company.

    Lastly, inclusivity and accessibility are fundamental aspects of an effective training program. Training should be designed to accommodate all employees, regardless of their background or abilities. This includes providing materials in multiple formats, offering language support, and ensuring that physical and digital training environments are accessible to everyone.

    The landscape of training development in human resource management has been significantly transformed by technological advancements. Among the most impactful innovations are artificial intelligence (AI), virtual reality (VR), and augmented reality (AR). These technologies have revolutionized training programs by making them more interactive, personalized, and efficient.

    Artificial intelligence has paved the way for adaptive learning systems that tailor content to individual needs, enhancing the effectiveness of training programs. AI-driven analytics provide insights into employee performance, helping to identify skill gaps and recommend targeted training modules. This data-driven approach ensures that employees receive the most relevant and impactful training.

    Virtual reality and augmented reality have also made significant strides in training development. VR offers immersive, simulated environments where employees can practice skills and scenarios in a risk-free setting. For instance, VR is extensively used in sectors such as healthcare and aviation for training purposes. On the other hand, AR overlays digital information onto the physical world, allowing for real-time guidance and support during tasks. Both technologies foster an engaging learning experience, thus improving knowledge retention and application.

    The rise of mobile learning, or m-learning, has further expanded the accessibility of training programs. Employees can now engage with training content anytime and anywhere via their smartphones or tablets. This flexibility supports continuous learning and development, accommodating diverse learning styles and schedules. Additionally, mobile learning platforms often incorporate gamification elements, which can enhance motivation and engagement.

    Cloud-based training platforms have emerged as a crucial tool in modern training development. These platforms offer scalable and cost-effective solutions for delivering and managing training programs. They enable seamless updates and maintenance of content, ensuring that training materials remain current and relevant. Moreover, cloud-based systems facilitate collaborative learning and knowledge sharing among employees, fostering a culture of continuous improvement.

    However, integrating these advanced technologies into training programs is not without challenges. Organizations must address issues such as data security, technological infrastructure, and the need for ongoing technical support. Additionally, there may be resistance to change among employees, necessitating effective change management strategies. To maximize the benefits of these innovations, organizations must carefully plan and implement their technology integration efforts, considering both the opportunities and potential drawbacks.

    Measuring the Impact of Training Development on Organizational Success

    Assessing the effectiveness of training development programs is crucial for understanding their contribution to organizational success. Various methods and metrics can be employed to evaluate the impact of these programs. One prominent framework is the Kirkpatrick Model, which assesses training programs across four levels: reaction, learning, behavior, and results. This model helps organizations gauge immediate feedback, knowledge retention, behavioral changes, and the overall impact on business outcomes.

    Another critical method is Return on Investment (ROI) analysis. This technique calculates the financial return gained from training investments, comparing the monetary benefits derived from the training against its costs. ROI analysis offers a quantitative measure of training effectiveness, enabling organizations to make informed decisions about continuing or modifying their training initiatives.

    Employee feedback surveys are also a valuable tool in measuring the impact of training development. These surveys gather insights directly from participants, providing qualitative data on their training experiences, perceived value, and areas for improvement. Incorporating employee feedback ensures that training programs remain relevant and effective, fostering a culture of continuous improvement within the organization.

    Several case studies illustrate the positive outcomes of successful training programs. For instance, a leading technology firm implemented a comprehensive training development initiative aimed at enhancing technical skills and leadership capabilities. As a result, the organization observed significant improvements in employee performance, job satisfaction, and overall productivity. Another example is a healthcare provider that introduced specialized training for its staff, leading to better patient care and increased operational efficiency.

    Continuous improvement is essential for sustaining long-term benefits from training development. Organizations must regularly review and update their training programs to align with evolving business goals and industry trends. By fostering a culture of learning and development, companies can ensure that their workforce remains skilled, motivated, and adaptable, ultimately driving sustained organizational success.

  • Apply for ERC Tax Credit: How to be Know

    Apply for ERC Tax Credit: How to be Know

    Are You Ready to Apply for ERC Tax Credit? First, you need to know What is an ERC Tax Credit? As of my knowledge cutoff in September 2021, there is no specific information available regarding an “ERC Tax Credit.” However, it is important to note that tax policies and regulations can change over time. So new developments may have occurred since then.

    How Can We Apply for ERC Tax Credit? Exploring the Advantages, Disadvantages, and Objectives

    However, based on the existing information, I can explain the term “ERC” and “tax credit” separately. Which may help you understand the concept.

    Employee Retention Credit (ERC):

    The Employee Retention Credit is a provision introduced under the Coronavirus Aid, Relief, and Economic Security (CARES) Act in the United States in response to the COVID-19 pandemic. It was designed to provide financial assistance to eligible employers. Who were adversely affected by the pandemic and aimed to retain their employees on the payroll.

    The ERC allows eligible employers to claim a refundable tax credit against their employment taxes. The credit amount is equal to a percentage of qualified wages paid to employees during a specific period, generally ranging from March 12, 2020, to December 31, 2020. The Consolidated Appropriations Act, 2021, and the American Rescue Plan Act, 2021, extended and expanded the ERC to cover additional periods and made it available to more businesses.

    Tax Credit:

    A tax credit is a specific amount that taxpayers can subtract from the total amount of tax they owe to the government. It differs from a tax deduction, which reduces the taxpayer’s taxable income. Tax credits are generally more beneficial as they directly reduce the tax liability dollar-for-dollar.

    Tax credits can be available for various purposes, such as promoting certain behaviors or activities, supporting specific industries, or providing relief during times of economic hardship.

    Please note that the information provided above is based on the knowledge available up until September 2021. To get the most accurate and up-to-date information about any specific tax credit. It is recommended to consult the relevant tax authorities or a qualified tax professional in your jurisdiction.

    Advantages of ERC Tax Credit

    The Employee Retention Credit (ERC) offers several advantages to eligible employers. Here are some potential benefits of the ERC tax credit:

    Financial assistance during economic hardships:

    The ERC was introduced as part of COVID-19 relief measures to provide financial support to businesses impacted by the pandemic. It helps eligible employers retain their employees on payroll during challenging times.

    Refundable tax credit:

    The ERC is a refundable tax credit, meaning that if the credit exceeds the employer’s tax liability. They can receive a refund for the difference. This allows businesses to receive direct financial assistance even if they have little or no tax liability.

    Credit against employment taxes:

    The ERC can claim against certain employment taxes. Such as the employer’s share of Social Security and Medicare taxes (FICA taxes) and federal income tax withholding. This helps reduce the employer’s tax burden and provides additional funds for operations, employee wages, or other business needs.

    Retroactive application:

    Initially, the ERC applied to qualified wages paid from March 12, 2020, to December 31, 2020. However, subsequent legislation extended and expanded the credit, allowing eligible employers to claim it for additional periods. Retroactive application means that businesses may be able to claim credit for previous quarters or years. Providing them with potential refunds for those periods.

    Flexibility in credit usage:

    The ERC does not restrict to specific uses. Once an eligible employer receives the credit, they have the flexibility to utilize it for various business purposes. Such as covering payroll costs, operating expenses, or investments for growth and recovery.

    It’s important to note that specific eligibility criteria, wage thresholds, and other requirements apply to claim the ERC tax credit. The availability and terms of the ERC may have changed since my knowledge cutoff in September 2021. It is always advisable to consult the latest guidelines and regulations from the relevant tax authorities or seek advice from a qualified tax professional to understand the current advantages and requirements of the ERC tax credit.

    Disadvantages of ERC Tax Credit

    While the Employee Retention Credit (ERC) provides several advantages to eligible employers, there are a few potential disadvantages to consider. Here are some possible drawbacks of the ERC tax credit:

    Complex eligibility requirements:

    The ERC has specific eligibility criteria that employers must meet to claim the credit. These requirements include factors such as the impact of the pandemic on the business. Business closures or suspensions, the decline in gross receipts, and more. Understanding and navigating these requirements can be complex, especially for businesses with unique circumstances or complex organizational structures.

    Administrative burden:

    Applying for and claiming the ERC involves gathering and documenting relevant information, calculating eligible wages, and complying with reporting requirements. The administrative burden of ensuring compliance with the ERC regulations and providing the necessary documentation can be time-consuming and may require additional resources or professional assistance.

    Interaction with other relief programs:

    The ERC may interact with other relief programs and tax incentives. Such as the Paycheck Protection Program (PPP) loans or other tax credits. It’s important to understand how these programs interact and the potential impact on eligibility or benefit calculations. For example, some employers may need to carefully consider whether claiming the ERC would affect their ability to receive forgiveness for PPP loans.

    Future tax implications:

    While the ERC provides immediate financial assistance, it’s important to consider the potential tax implications in the future. For instance, claiming the ERC may affect the calculation of other tax credits or deductions, such as the Research and Development (R&D) tax credit or the deduction for wages. Employers should carefully assess the long-term tax impact and consult with tax professionals to make informed decisions.

    Limited availability:

    The ERC was introduced as a temporary relief measure in response to the COVID-19 pandemic. The eligibility periods and availability of the credit have been subject to legislative changes and updates. It’s essential to stay updated on the latest regulations and deadlines to determine. If the ERC is still available and applicable to your specific situation.

    Remember that the information provided here is based on the ERC as of my knowledge cutoff in September 2021, and the program details may have changed since then. It is advisable to consult the most recent guidelines and regulations from the relevant tax authorities or seek advice from a qualified tax professional to understand the current disadvantages and implications of the ERC tax credit.

    Objectives of ERC Tax Credit

    The primary objectives of the Employee Retention Credit (ERC) are to provide financial assistance to eligible employers and support employee retention during challenging economic times, particularly during the COVID-19 pandemic. Here are the key objectives of the ERC tax credit:

    Support businesses affected by the pandemic:

    The ERC was introduced as part of the COVID-19 relief measures to provide support to businesses that were adversely impacted by the pandemic. Its objective is to help businesses overcome financial difficulties and maintain their operations, preserving jobs and promoting economic stability.

    Retain employees on payroll:

    A key goal of the ERC is to incentivize eligible employers to retain their employees rather than resort to layoffs or furloughs. By offering a tax credit for qualified wages paid to employees, the ERC encourages businesses to keep their workforce intact and avoid significant disruptions that can occur from employee separations.

    Mitigate financial burdens for employers:

    The ERC aims to alleviate the financial burdens faced by eligible employers during economic downturns. By providing a refundable tax credit against certain employment taxes, the ERC helps reduce the overall tax liability of businesses and provides them with additional funds that can be used for various purposes, including meeting payroll obligations and covering operational costs.

    Promote business recovery and continuity:

    By supporting eligible employers with the ERC, the objective is to facilitate business recovery and ensure the continuity of operations. By providing financial relief, the ERC helps businesses stabilize their operations, retain skilled workers, and contribute to the overall economic recovery and growth.

    Provide targeted assistance to affected industries:

    The ERC was designed to apply to businesses across various industries that experienced significant disruptions due to the pandemic. The objective is to provide targeted assistance to industries hit hardest by restrictions, closures, or reduced consumer demand, helping them navigate the challenges and maintain their workforce.

    It’s important to note that the specific objectives and details of the ERC may have evolved since my knowledge cutoff in September 2021. To obtain the most up-to-date and accurate information about the ERC tax credit. It is recommended to refer to the latest guidelines and regulations from the relevant tax authorities or consult with a qualified tax professional.

    How to Apply for ERC Tax Credit

    Are You Ready to Apply for ERC Tax Credit Image
    Are You Ready to Apply for ERC Tax Credit? Photo by Sora Shimazaki.

    To apply for the Employee Retention Credit (ERC) tax credit, eligible employers need to follow certain steps and provide the necessary information to the appropriate authorities. While the specific application process may vary based on the jurisdiction and the period for which you are claiming the credit, here is a general outline of the steps involved:

    Determine eligibility:

    Review the eligibility criteria for the ERC. As of my knowledge cutoff in September 2021, eligible employers include those who experienced either a full or partial suspension of operations due to a government order related to COVID-19 or a significant decline in gross receipts compared to a prior period. Additionally, the eligibility criteria may have been expanded or modified through subsequent legislation. So it’s crucial to refer to the most up-to-date guidelines.

    Gather necessary documentation:

    Collect the documentation required to support your eligibility and calculate the credit amount. This may include records of the government orders that impacted your operations, financial statements, payroll records, and other relevant documents. Ensure you maintain proper documentation to substantiate your eligibility and credit calculation.

    Consult with a tax professional:

    Due to the complexity of the ERC and its interaction with other relief programs. It is advisable to consult with a qualified tax professional. They can guide you through the application process, help assess your eligibility, and ensure you maximize your credit while complying with all requirements.

    File the appropriate forms:

    Depending on your jurisdiction and the period for which you are claiming the credit. You will need to file the necessary forms. In the United States, eligible employers generally need to report the ERC on their employment tax returns. Such as Form 941, Employer’s Quarterly Federal Tax Return. Ensure that you use the correct forms and comply with the specified reporting deadlines.

    Keep up with legislative updates:

    Stay informed about any changes or updates to the ERC program. Legislation and guidance related to the ERC may evolve, and it’s important to stay current with the latest regulations, eligibility criteria, and filing requirements. Regularly check the official websites of the relevant tax authorities or consult with a tax professional to ensure you have the most up-to-date information.

    Remember, the application process for the ERC may vary depending on your jurisdiction and the specific period for which you are claiming the credit. Therefore, it is important to refer to the official guidelines and consult with a qualified tax professional to ensure compliance with all requirements and to obtain accurate instructions for your particular situation.

    When is the Best Time to Apply for ERC Tax Credit?

    The best time to apply for the Employee Retention Credit (ERC) tax credit depends on several factors, including the specific eligibility periods and deadlines set by the tax authorities in your jurisdiction. Here are some general considerations to help you determine the ideal timing for applying:

    Eligibility periods:

    The ERC has specific eligibility periods during which qualified wages are eligible for the credit. These periods may vary based on legislative updates or extensions. It is essential to review the eligibility periods established by the tax authorities to determine when your business qualifies for the credit. In the United States, for example, the eligibility periods have been extended multiple times, covering different quarters and years. Applying within the eligible periods ensures you can claim credit for the wages paid during that time.

    Filing deadlines:

    Pay attention to the filing deadlines for claiming the ERC. Missing the deadlines may result in the loss of the opportunity to receive the credit. Stay updated on the specific deadlines provided by the tax authorities. Such as the due date for filing employment tax returns or any special filing deadlines related to COVID-19 relief programs. Filing promptly ensures that your application considers and process within the designated period.

    Documentation readiness:

    Before applying for the ERC, ensure that you have gathered all the necessary documentation and supporting records. This includes documents related to the impact of the pandemic on your business, payroll records, financial statements, and any other required documentation to substantiate your eligibility and calculate the credit amount. Being well-prepared with the required documentation ensures a smooth application process and minimizes the potential for delays or rejections.

    Professional guidance:

    Consider seeking advice from a qualified tax professional who can assess your eligibility and guide you through the application process. They can help determine the best time to apply based on your specific circumstances, stay updated on legislative changes, and ensure compliance with all requirements. Consulting with a professional early in the process allows you to plan and prepare for the application effectively.

    Continuous monitoring:

    As the ERC program evolves and new legislation introduces, it is important to continuously monitor updates from the tax authorities. Changes in eligibility periods, filing deadlines, or other program details may impact the optimal timing for applying. Stay informed through official sources, such as tax authority websites or reputable tax professionals, to ensure you have the most up-to-date information.

    To determine the best time to apply for the ERC tax credit, it is crucial to consider the eligibility periods, filing deadlines, and the specific requirements set by the tax authorities in your jurisdiction. Consulting with a qualified tax professional will help you navigate these considerations and make informed decisions based on your unique circumstances.

  • Things to know about an ERC Employee Retention Credit

    Things to know about an ERC Employee Retention Credit

    ERC Employee Retention Credit, The pandemic changed lives in many ways and drastically affected many businesses. The shutdown of the economy was particularly tough on smaller employers and their employees.

    What do you Things to Know about the ERC Employee Retention Credit?

    In response to this and other overall effects of the pandemic, the federal government rolled out the Coronavirus Aid, Relief, and Economic Security Act.

    The ERC Program of the CARES Act

    The employee retention tax credit provides incentives to qualifying companies in the form of a refundable tax credit. In 2020, Congress hoped to support employers in continuing to employ workers through the pandemic.

    From 2020 through the end of 2021, the ERC offered employers tax credits up to 50 percent of qualifying employees’ wages with a cap of $5000 for individual employees. More recent updates increased the qualifying percentage to 70 percent, and the wage limit existed also increased. Limitations were added in 2021 that made the credit available to only small businesses.

    Qualification Requirements for Businesses

    So, which businesses qualify to take this credit? Although there are different rules for businesses of different sizes at various points in the timeline, qualification for the credit is consistently based on whether part of the business’s regular operations stood suspended.

    The suspension of operations was to have stood caused by limits put into place by relevant government officials. Or the company must have suffered from a serious loss of gross receipts within the specified periods. To qualify, the business operations didn’t need to completely suspend; partial suspension. Such as closing in-house operations while maintaining a carry-out service, would qualify the business for credit.

    The Complex Calculations Involved

    If a business met the eligibility and qualifying requirements in 2020 and 2021. It is still possible to calculate the amount of the credit and file a claim. For the qualifying months in 2021 and beyond, the credit could be equal to 70 percent of the yearly wages, and wages limit to $10,000 per quarter. This cap includes expenses spent toward healthcare plans.

    To claim the credit, companies use Form 941 for wages paid during each qualifying quarter during 2020 and 2021. The rules for the distinct periods are different, so it’s important to research the appropriate set of regulations. In some situations, the credit can use against social security taxes, as well as railroad retirement tax.

    Employers could also decrease their employment tax deposits in anticipation of the quarterly credit amount. If the retained deposits fell below the qualifying credit amount, a Form 7200 could use to get a payment of the remaining amount.

    Determining eligibility and wage qualifications can be tricky. Fortunately, there are many online tools available to businesses. Additionally, consultations with tax accountants could clear up much of the mystery.

    Retroactive Credits and Refunds

    If employers didn’t claim the employee retention credit during 2020 and 2021, they can file amended returns for qualifying quarters. However, the refundable tax credit only pertains to specific quarters of 2020 and 2021. Each qualifying quarter has its requirements, restrictions, and limits. Forms 943-X and 944-X may use to claim the credits retroactively. While the ERC did expire, some employers may still have a chance to file based on their history.

    Ongoing Scams Directed at Business Owners

    The Internal Revenue Service recently issued a warning regarding baseless promises made by third parties to business owners. Beware of organizations charging upfront fees and fees based on the tax refund. These parties may encourage employers who don’t meet any of the qualifications to file claims for the tax credit. The business may then suffer financial losses to the third party as well as wasting time and effort working on the tax documentation.

    While the effects of the pandemic are still felt by businesses across the country. There may be a bit of possible relief through the ERC. Business owners who believe they might qualify should carefully review information directly from the IRS and contact reputable agencies to avoid being targeted by scammers.

    What do you Things to Know about the ERC Employee Retention Credit Image
    What do you Things to Know about the ERC Employee Retention Credit? Photo by Andrea Piacquadio.
  • HR for Small Business Owners Help: How to be Know

    HR for Small Business Owners Help: How to be Know

    How Can HR Help Small Business Owners? Whether you’re just starting as an entrepreneur or a business owner, there’s a lot of information out there about starting and running a business. The good news is there’s plenty of good information out there, but the hard part is knowing where to look for it. It’s good news that anyone can create a business. It’s also bad news that creating a business that grows and thrives is not as simple as it seems. There are a few things you need to have to create a business that will last.

    How to Get the Most Out of HR for New Small Business Owners

    That’s where HR comes in. We’ve done the hard work for you by scouring the internet and curating a list of low-cost, free online resources that will help you get started. From blogs and courses to books and podcasts, we’ve got you covered. Keep bookmarking this list and come back to it as your business grows.

    The first thing you need is business knowledge. But the other few elements are just as important. If you want to turn a startup idea into a thriving business, you need to be able to follow through on it as well as acquire business knowledge and skills.

    If you’re considering delegating HR responsibilities to your small business. You’ll want to make sure you’re as well-informed as possible, more to know about BoostFrontline. Here are some other resources for small businesses that can help you out:

    • For small businesses, SHRM has a great selection of helpful articles.
    • For US-based small businesses, the Department of Labor has a great set of resources, especially if you’re looking for information on compliance issues.
    • For U.S.-based small businesses, the U.S. Chamber of Commerce has a great series of resources, including blogs, podcasts, guides, case studies, and more.
    • For small businesses looking to learn more about HR, AIHR offers several free online resources.
    • For small business HR topics, check out our Connecteam blog.

    HR for every small business owner or entrepreneur needs

    When you run a small business, you have a lot on your plate. From sales to marketing to product development, there’s no denying the importance of making a profit and staying in business.

    That’s why it’s no surprise that HR work can sometimes fall by the wayside. But don’t worry, there are some essential HR basics every small business owner should be aware of.

    • Are you aware of all employment laws that apply to your business?
    • Do you take the time to understand your staff’s training needs?
    • Have you evaluated your compensation to ensure it’s fair and competitive?
    • Are you doing all you can to ensure the safety of your employees, effective conflict resolution, a diverse and inclusive work environment, and more?

    If you haven’t, you’re not the only one. According to a Paychex survey, 21 percent of small business owners said they didn’t feel confident managing the HR function. Another 21 percent said they weren’t aware of or weren’t enforcing important employment laws that affect their business.

    In this article, I’m going to walk you through a few key HR functions every small business owner needs to know about. Since this is a short article, I will only give a brief overview of each of these functions. I’ll also link to more resources if you’re looking for more information.

    If you’re interested in learning more about HR topics for small businesses, check out our complete Small Business HR Guide, on opsite.biz. It covers everything from hiring to firing and everything in between.

    HR Hire and Recruitment the Best People

    No matter how well your business idea, your marketing strategy, or your planning, it’s your employees who have to put it all together. Without the right people to design your products and represent your company to customers, you’re in trouble. According to a Career Builder survey, 70% of employers hire the wrong person to fill a position. On average, a bad hire leads to lost productivity, time, and cost to hire and train a replacement, etc.

    The first step to effective hiring is to create a job description that speaks for itself, doesn’t exclude good candidates from the job, and is published in the right place. Then, you’ll need to prepare for the interview. You’ll need to know what to ask of your candidate and what to avoid. You’ll also need to create a competitive salary and benefits package for your candidate. Finally, you’ll have to go through important legal hoops.

    Recruiting and retaining high-quality candidates is one of the top HR responsibilities for small businesses. However, it comes at a price. High-quality recruitment and retention practices require time and resources to develop and implement.

    The recruitment process includes:

    • Preparing job descriptions
    • Framework for hiring decisions
    • Managing the recruitment process, including interviews
    • Completing compliance paperwork, such as employment contracts or work eligibility documents
    • Designing an onboarding process

    Improving Employee Satisfaction and Engagement: Diversity, Equity, and Inclusion (DEI) must be more than just a “nice to have”; it must permeate every department and function within your organization. DEI is a key factor in attracting high-quality candidates; nearly 80% of employees say they want to work for a company that values diversity and equity.

    Retention: In addition to recruiting and retaining candidates, HR is responsible for.

    Employee engagement – HR Get your new staff up to speed quickly

    Employee engagement is all about how connected an employee is to your business and what you’re trying to achieve. It’s a key factor in how successful your business is, and it can have a direct impact on your bottom line. Employees who are engaged are more productive and don’t miss work as much. 

    On the flip side, 74% of employees who are actively disengaged are looking for new jobs or looking for other opportunities. Human Resources creates strategies and processes to address any issues that could be causing employee engagement, like improving morale, which can help with retention and your business’s bottom line.

    When you’ve put in the time and effort to hire the best employees, the last thing on earth you want is to lose them. Unfortunately, according to a current survey, 40% of employees quit their jobs within the first year due to poor job internships.

    When you’re just starting, you can train your first few employees on your own. But as your business grows, you’ll need to create an orientation training plan that covers at least the following:

    • An Intro to the business history and Values
    • Practical information about pay and benefits
    • Company policies and vacation time
    • Business structure and key personnel
    • Who are your clients and what do they like
    • What behavior is expected of employees
    • Tools and software the new employee needs to learn

    Compensation Benchmarking

    If you’re a small business owner, HR is usually in charge of figuring out your compensation philosophy, how you want to pay your employees, and how you want to structure your pay structure. You need to know if there are any minimum wages in place and what your competitors are offering. 

    Employee benefits are also a big part of the compensation package, and it’s important to remember that benefits are what employees care about. Payroll and taxes are also important, but they can get complicated and take up a lot of time. Most small business owners don’t realize how long it can take to pay their employees – it can take almost five hours every pay period!

    They offer competitive pay and benefits: How can you determine the right amount of compensation for your employees? Once you know the right amount, how do you adjust your compensation to keep up with changing market conditions and the ever-changing skills and experience of your employees?

    Offer attractive benefits: Employees who are attracted to your company by attractive benefits, such as health insurance and parental leave, as well as retirement plans, are more likely to stay with your company long-term.

    Communicate clearly: 

    It’s at the core of every successful business. But the flip side of that coin is that poor communication can be catastrophic. According to a survey by Fierce Inc, 86% of employees said that workplace failures were due to lack of collaboration, or ineffective communication.

    It’s no secret that small businesses have the advantage of being able to communicate with just a handful of employees, but you still need to be careful how you set things up. In the next tutorial, you’ll learn everything you need to know about keeping people informed, communicating the company’s values, getting feedback from employees, and more.

    Provide effective training and development:

    Providing continuous professional development opportunities is a key factor in boosting employee motivation and engagement. Employees are eager to learn new things. A Deloitte study found that nearly 80% of Gen X and Gen Y employees cited formal workplace training (CT), on-site training (OT), and professional development (P&D) as essential for their performance. 

    A well-thought-out T&D program also prepares employees for internal promotion, saving you time and money when it comes to hiring from within. HR’s T&D responsibilities include creating an Employee Handbook that outlines your company’s mission, key values, employee expectations, company policies, and procedures, as well as disciplinary and termination policies.

    While we’ve already talked about onboarding new employees, training is a constant necessity. In an ever-changing and competitive business environment, you need employees who are up-to-date and learn new skills all the time.

    Good training is also a great way to increase employee happiness and loyalty. Don’t think you can afford a corporate training program? Don’t worry, there are lots of free and low-cost options out there.

    HR Get the Right Help:

    If you’re running a small business, you’ve probably got a lot on your plate. Planning for the future, coming up with great sales and marketing plans, keeping an eye on your accounts, and so much more. That’s why it’s important to get the right help with HR. We’ve covered a lot in this article, but if you do everything we’ve recommended, it can get pretty overwhelming. 

    So, if you’re looking for help with HR, you’ll probably need to hire someone, but if you’re a small business, it’s more likely that you’ll need to hire an outsourcing service or use HR software. We’ve got a tutorial coming up on HR software soon, but before that, you can check out the following tutorial to learn more about HR outsourcing and get profiles from some of the top providers.

    The advantages of delegating HR: Human Resources (HR) plays a critical role in the overall success of a company, whether it’s a small or large one. HR establishes the tone of internal communication and has a direct impact on your company’s culture and financial performance.

    Your employees are the most valuable asset you have in your organization, and ensuring their health and well-being is a top priority through the implementation of HR policies and processes.

    Real-life practice is the best small business resource:

    • Whether you’re just starting or looking to scale your startup venture or side hustle, we’ve got you covered.
    • We’ve shared some of the best small business resources we’ve found to help you get started, manage, and scale your business.
    • But in the end, it’s real-life experience that’s the best resource.
    • So get out there and get started! Or continue scaling your business for success.

    No matter what stage you’re at in your business journey, you can count on us to help you. Whether you’re looking to create a stunning landing page for your small business or plan and optimize your social media posts, we have the tools to help.

    How to Get the Most Out of HR for New Small Business Owners Image
    How to Get the Most Out of HR for New Small Business Owners; Photo by Edmond Dantès.

    When is the right time to delegate HR in your Small Business Owners’ Help? 

    If you’re like most small business owners, you spend most of your time managing the day-to-day HR functions of your small business. However, this can quickly get out of hand, especially as you grow your business and the number of employees you have. 

    • Handing over the HR responsibilities of your small business to an HR person or team can save you time and money in the long term. 
    • It also ensures that your organization is compliant with all relevant labor laws. 
    • In addition, it builds an internal team that understands the HR needs of your organization. 

    So, what are you waiting for?

    By the end of this article, you should have a clear understanding of the key HR basics that small business owners need to know. Is HR the Right Choice for Small Business Owners? Now that you have a better understanding of what it means to be a small business HR manager, let’s take a closer look at each of these areas of HR basics.

    If you’re interested in taking action on each of these areas, I encourage you to take a look at the linked resources below when you have the time. Or, if you’re more interested in learning more about HR for small businesses, you can check out the entire series on small business HR basics.

  • Employee Disciplinary Laws and Action: How to be Know

    Employee Disciplinary Laws and Action: How to be Know

    Disciplinary laws and actions are actions taken by an employer to address and correct an employee’s misconduct or performance issues. These actions may include a verbal or written warning, a performance improvement plan, a suspension, a demotion, or even termination of employment.

    Employee Disciplinary Laws And Action: What You Need To Know

    The HR department of your organization is responsible for initiating disciplinary action proceedings against your employees. This can be for a variety of reasons, such as poor behavior or poor performance. Understanding why organizations take corrective or punitive actions can help you understand how important they are in maintaining internal discipline and avoiding larger issues that can disrupt business operations and damage your organization’s reputation.

    In this article, we’ll answer the question, What are disciplinary laws and actions? and why your workforce needs to take them. We’ll also look at what are proper disciplinary actions, what are their goals, and when you should take them.

    Meaning of Disciplinary Laws and Action

    It may be helpful to know the answer to the question “What are Disciplinary actions?”.

    Disciplinary actions are corrective measures that an organization may take against an employee through its human resources department. These actions take when an employee’s work performance is poor. When an employee has engaged in unacceptable workplace behavior, or when an employee has violated workplace policies.

    Most organizations have a disciplinary policy in place, and they communicate these guidelines to their employees in a way that is clear and understandable. They take reasonable and consistent action that is proportional to the violation, and they may follow a particular order of progression.

    The initial action may be to issue a verbal or written warning to the employee to stop or rectify the issue.

    The HR department may then suspend the employee with/without pay, demote the employee, create a performance plan for the underperforming employee, and monitor the employer who has received a warning for aggressive or inappropriate behavior.

    If no improvement or correction is made, the employee may fire. Most organizations maintain a record of their disciplinary actions as evidence in the event of a lawsuit.

    Definition of Disciplinary Laws and Action

    According to Society for Human Resource Management (SHRM);

    It is a management tool used to ensure compliance with company policies and procedures. It is the process of enforcing the rules and measures of behavior expected of employees and dealing with the consequences of non-compliance.

    According to Gary Dessler, author of HRM;

    They refer to the process of reworking or enforcing certain behavior or actions by employees that deem improper or harmful to others in the workplace. It involves a range of corrective actions, including verbal and written warnings, suspension, demotion, or termination of employment.

    Types of Disciplinary Laws and Action

    Disciplinary action primarily see as a corrective measure to prevent future misconduct or poor performance

    Warning

    This is the least intense form of disciplinary law and action. It usually gives for a minor offense. It is very lenient and can give orally or written. Verbal warnings give when a minor offense commit. If a verbal warning does not result in the desired result, the organization will resort to a written warning for more severe action. These warnings have no impact on the employee’s status or wages within the organization.

    Written Notice

    When a warning doesn’t work and the employee continues to engage in the same misconduct, a written notice is issued, which implies a certain level of punishment.

    Suspension

    This type of disciplinary action is temporary. An employee suspends from performing their duties for a specified period, which may range from a few days to several months depending on the type of misconduct.

    Demotion

    This type of action only uses when an employee fails to meet his current job requirements and standards. If he is unable to provide good performance on the job, he demotes one rank below his current rank within the organization.

    Fines

    This type of punishment is where the amount of the fine deducts from an employee’s remuneration. If an employee repeatedly breaks any rule, a penalty imposes on the employee.

    Pay Cuts

    If an employee causes any loss or damage to the organization’s property or takes leave without permission. They will not pay their full compensation and the amount of the loss or damage will deduct from their pay.

    Holding Increments

    This is a major punishment. An employee is close to receiving their increment but because of disciplinary action, their annual increment is held for some time.

    Termination of Services

    This is the severe punishment that disqualifies an employee from their job. This is the final stage of disciplinary action where there is no other way for an employer to punish an employee.

    Stages in Disciplinary Laws and Action

    Preliminary Investigation

    The first step in the process is to conduct a preliminary investigation into the allegations of misconduct. This involves gathering information from various sources, such as witnesses to the alleged incidents, and preparing an investigation report.

    Issue of charge sheet

    If misconduct alleges, the management will then issue a written charge sheet. This charge sheet is the formal statement of accusation and is legally binding on the employee accused.

    Meet with accused

    Once the charge sheet has been issued, a meeting with the accused should schedule. The accused should allow explaining the reasons for the misconduct. There may be something else going on that does not being disclosed in the investigation.

    Notice of Inquiry

    If the employee responds to the charge sheet in the affirmative, the employer will immediately punish him without further investigation. If he denies the charges, the employer will proceed with a full-blown inquiry.

    Full-blown inquiries

    When an employee denies the charges, a full-blown investigation is conducted in which all the details examine by the investigator. Various witnesses interview and the timeline was monitored.

    Findings of the Inquiry

    The investigator should, after a thorough investigation, determine whether the allegations made against the employee are correct or not.

    The final decision of punishment

    If the investigator finds that the employee has been charged with a crime, the employer or legal authority may punish him or her. The punishment may vary depending on the seriousness of the misconduct. The punishment may be a temporary one, such as suspension or a monetary fine. Or if the misconduct warrants a severe punishment, the employee’s service may terminate.

    The punishment should be notified to the employee in the form of a letter. The letter should include the charge sheet, details of the investigation, findings of the investigation, decisions are taken, and the effective date of the punishment. However, if the employee believes that the investigation was inadequate or that the action taken was unreasonable, he may file an appeal to have his case reconsidered.

    Characteristics of Effective Disciplinary Laws and Action

    Corrective rather than punishing

    Rather than punishing employees, the primary goal of a discipline system is to correct behavior and keep employees performing at their best. Employees will feel more at home in the organization and will motivate to comply with the organization’s rules and regulations.

    A progressive disciplinary approach

    The goal of a progressive disciplinary approach is to provide employees with the opportunity to correct their behavior. This approach begins with a moderate corrective action taken at the beginning and escalates in severity as the employee’s behavior continues to be inappropriate. Employees give enough time to fix their behavior and they don’t take it lightly.

    Follow: The Red Hot Stove Rule

    The “Red hot stove rule” states that any delay in taking disciplinary action defeats the purpose of taking disciplinary action. Disciplinary action must have the same characteristics and effects as touching a hot stove

    The hot stove rule draws a connection between touching a hot stove and breaking the rules of discipline. If someone touches a hot stove, the following are the consequences that can result from disciplinary action.

    1. Disciplinary action must take immediately: Delayed disciplinary action ruins the whole purpose of taking it. It leaves the accused wondering why they are being disciplined. It also lowers the morale of other employees. Who is always following the organization’s rules and regulations?
    2. It serves as a warning: Because the person can feel the heat if they come close to the hot stove, it serves as a warning to them that if they come closer and touch the hot stove, they may burn themselves.
    3. It provides uniform discipline: The hot stove burns everyone who comes near it. So it provides uniform results without any exceptions.
    4. It burns people without bias: Disciplinary actions are impersonal, just like a hot stove burns anyone who comes near it without any bias.

    Supervisory training

    When and how disciplinary action needs to use, supervisors and managers must train. It requires a certain level of judgment and communication skills when dealing with disruptive employees.

    In addition, disciplinary decisions made by trained supervisors will see as fair by employees and managers, as they will follow fair and well-informed practices when taking disciplinary action

    Disciplinary action should be equitable

    All employees should punish equally for the same offense. There should be no bias or favoritism when deciding on disciplinary action against an offender. If there are different punishments for the same offense, it would be partiality.

    Disciplinary action must be immediate

    Effective discipline must be immediate. The longer it takes for an employee to discipline for a misconduct offense, the more likely they are to take it lightly and move on.

    Follow-up

    Employees must make aware of what constitutes good conduct and the consequences of their misconduct.

    Once disciplinary action has been taken, follow-up should conduct to see if there is any change in the employee’s behavior and if there is any improvement.

    What are the goals of Disciplinary laws and action policies?

    The main goals of disciplinary laws and action policies are to:

    • Set and maintain uniform, fair, and appropriate standards of work-related behaviors and performance.
    • Educate employees about these established standards and how they relate to the organization’s mission, values, and vision.
    • Recommend disciplinary measures and remedial actions that can take by the organization. If employees fail to comply with the established standards of behavior and performance.
    • Monitor employees with a record and determine if they are taking warnings seriously and are changing their behavior or performance to meet the standards.

    What are the conditions for taking disciplinary laws and actions?

    The organization may take disciplinary actions against its employees in the following circumstances:

    • An organization has clearly stated its expectations for workplace behavior and performance in the employee handbook
    • An organization has provided training workshops on appropriate workplace conduct
    • The organization posted posters about its workplace policies on its premises
    • An organization has created a workplace culture and environment that encourages appropriate behavior and work performance
    • An organization ensures that all employees have access to, and are aware of, workplace rules and regulations
    • The organization’s competent authority documents cases of misconduct or poor work performance, and refers these records for disciplinary action to the department head or the human resources department
    Employee Disciplinary Laws and Action How to be Know Image
    Employee Disciplinary Laws and Action: How to be Know; Photo by Andrea Piacquadio.
  • How to know International Compensation and Benefits

    How to know International Compensation and Benefits

    Where Can I Find Information on International Compensation and Benefits? Compensation can define as financial and non-financial rewards, such as basic salary, benefits, perks, and long-term and short-term benefits, valued by employees based on their relative contribution to the performance of an MNC.

    Why are International Compensation and Benefits Important?

    Compensation is a critical economic issue that continues to account for an increasing proportion of its operating costs. HR executives of global firms put a lot of time and effort into the design and management of compensation programs due to their high cost and their effect on corporate performance, employee commitment, and retention.

    The objectives of international compensation are: To attract qualified, experienced, and interested employees for international assignments. To facilitate the relocation of expatriates from home to the subsidiary and back from home to the subsidiary. Also, To provide a consistent and reasonable ratio between the pay levels at headquarters, home affiliates, and foreign subsidiaries; to be cost-effective by reducing unnecessary expenses; and to be easy to understand and administer.

    What are the components of international compensation?

    The international compensation and benefits program is complex and requires a high level of expertise to achieve all the objectives. Also, The main components are base pay, incentives, and total compensation package trends.

    What is base pay?

    The basic component of an international compensation package is the base salary. It can be paid in home currency or local currency. Also, It is the foundation of the compensation structure and determines the employee’s status, rank, or grade. It is the basis upon which all other components are constructed and retirement benefits are calculated in both domestic and international compensation.

    What are incentives?

    The incentives are used to encourage employees to perform better and take on foreign assignments.

    What are Employee retention and referral bonuses?

    Employee retention is one of the most common challenges an organization faces at some point in time. Referral bonuses are used to reward employees who bring in qualified new employees that meet the selection criteria. This helps to reduce recruitment costs and time for the organization.

    Besides money, many other factors influence employee retention. These include quality of life, flexibility in working hours, difficult tasks, benefits, and career progression.

    What are Allowances?

    1. Allowances include foreign service premiums. These are most common for employees who are on a long-term assignment (more than one year). These premiums are more often paid to PCNs than TCNs.
    2. Hardship allowances are based on government data that takes into account factors. Such as isolation, crime and natural hazards, and political violence. These rates can be found in consulting organizations like International SOS.
    3. Relocation allowances are for costs associated with relocating to the host country. Such as transport costs, storage costs, temporary accommodation, appliance, and vehicle costs, etc.
    4. Education allowances are for the children of the assignee. These may include language classes, books, school fees, home country boarding school fees, etc.
    5. Home leave is a provision that allows the assignee and their family to return home regularly during the duration of the assignment.

    What are the Benefits?

    These are also known as indirect compensation. The purpose of these benefits is to reduce the payments and improve the quality of life. Examples of benefits include the use of health clubs, medical treatment for the family, upkeep of the house, servants, etc.

    What are the Taxes?

    Taxes are a major portion of the salary to the governments of both the home country and the host country. MNCs follow a tax equalization policy. This means that the expatriate pays only the taxes required in the home country. While the host country pays what requires in the host country.

    What are the Long-term Benefits?

    • Employee stock purchase plan (ESPP): The company sells shares to employees at a discounted price. The purchase price of the shares deducts from the employee’s salary every month.
    • Employees’ stock option plan (ESOP): A limited number of shares issued to key employees.
    • Restricted stock unit (RSU): The company provides restricted stock units with restrictions on when the shares can exercise.

    What are the Approaches to International Compensation?

    When it comes to international compensation, there are two main approaches:

    The Going Rate Approach

    The main features of this approach are:

    • It is based on local market trends & rates
    • It relies on survey comparisons of local nationals (HCN) / expatriates of the same nationality/ex-pats of all nationalities (compensation based on selected survey)
    • The base pay and benefits of the international transfer may supplement with additional payments for low-pay countries
    • The base salary of the international transfer connect to the salary system of the host country
    • If the location is located in a low-pay country, the multinational typically supplements base pay with benefits and payments

    The Balance Sheet Approach

    Multinational companies often use the balance-sheet approach to determine expatriate compensation. The balance-sheet approach gives an expatriate a compensation package that tries to equalize or balance their purchasing power in their home country.

    Multinational companies typically offer an additional salary to compensate for the difference between the compensation received for an international assignment and the compensation received in their home country. The additional salary includes adjustments for taxes, housing costs, and the cost of essential goods and services.

    Essential goods and services include:

    • Food
    • Recreation
    • Personal care
    • Clothing
    • Education
    • Home furnishing
    • Transportation
    • Medicare

    Categories of Balance Sheet Approach

    There are four categories of Balance Sheet approach:

    1. Goods and Services – Expenses incurred in the home country for goods and services such as food and personal care; clothing; household furnishings; recreation; transportation; and medical care;
    2. Housing – the main expenses incurred in the host country for housing;
    3. Income tax – income taxes in the parent country and host country;
    4. Reserve – contributions to protection, payments for benefits, pension contributions, investments, education costs, and social security taxes;

    In addition to the basic costs of relocating a family to an overseas assignment, some of these additional benefits and perks include:

    1. Multinational Service Premiums: These typically amount to 10% to 20% of base pay and use to compensate for accepting the personal and family difficulties that come with overseas assignments.
    2. Foreign Service Hardness Allowances: These are extra money that pays for particularly difficult postings due to issues like high risk and poor living conditions.
    3. Relocation Allowance: Many companies will pay a flat sum of one month’s salary at the start and end of an assignment to cover various costs associated with relocating a family.
    4. Home-Leave Allowances: These reimburse expatriates and expatriates’ families for transportation costs to return to their home country once or twice per year.

    What is the Taxation?

    Tax Equalization:

    • A company deducts an amount equivalent to the expatriate’s home country tax obligation and pays all taxes owed in the host country.
    • On assignment, the employee pays no more tax and no less tax than they would have paid if they had stayed in their home country.
    • The company pays all the actual tax due in both the home country and the host country.

    Tax Protection:

    • 80% of companies use this approach.
    • The employee pays up to the same amount of taxes as they would pay on his or her home country’s remuneration.
    • If the host country’s tax burden is less than the home country’s, the employee may end up paying less tax.
    • The company reimburses the employee for excess tax due to higher tax rates

    International Employee Benefits and Compensation

    Before you start recruiting your first international employees, it’s important to have a plan in place to help you stay on track and compliant.

    Here are some questions you might want to ask yourself to help you create your international employee benefit and compensation structure:

    What are the requirements in the nation where you’re hiring?

    The first thing you need to do is research the requirements of the country you’re planning to hire employees. Do your due diligence and make sure you’re up-to-date on the local payment methods and employment laws, as well as any other obligations as an employer.

    What are the laws and rules in your nation?

    For example, if you’re looking to hire employees in a country, you need to know the local collective bargaining laws, equal employment laws, discrimination protection laws, etc.

    What’s the talent pool?

    You’ll also need to have a working knowledge of your local job market, including:

    Skill pool; economy; procedures; culture; worker readiness; worker capability status; typical recruiting process; and so on.

    Do you need to hire experts for support?

    As you embark on your international research & strategy development journey, you’ll need to decide whether you and your staff are ready to go it alone or if you need help from experts in all areas or specific areas. Compensation & benefits structuring in any country is complex, so hiring experts to help with the process is a good idea even if you don’t have expertise in any area. Hiring experts not only helps you stay compliant but also takes a lot of the burden off of you & your team so you can focus on the basics of your business strategy where you have expertise.

    You can hire a wide range of local experts for your strategy, including local consultants & benefits experts, as well as local legal counsel & recruiting experts & market research firms.

    What are your competitors doing?

    The first step in your international analysis is to look at your competitors. If you can, take a look at your domestic competitors that are also operating in your target country. What kind of internal benefits do they offer in the country you want to do business in? What kind of compensation do they offer? Your goal is to have a better structure of benefits and compensation or at least one that’s at least similar to theirs. If you don’t, you will have a hard time attracting top talent.

    What are your budget and compensation requirements?

    To figure out how much you will need to operate in your target country, you will need to know how many employees you will need, what the cost of living in that country is, what the exchange rate is, and what the typical workload is in that country. This will give you an idea of how many full-time equivalent employees you will need in a given day or week.

    How Will Your Employees Be Classified?

    To determine how your employees will be classified, you will need to look at the labor laws of the country in which you have employees. For instance, in the United States, freelance workers are often paid differently than regular employees, and the eligibility for benefits will also vary between these two groups. The more clearly you define how your employees are classified, the fewer compliance issues you will face.

    What will your benefit and compensation terminology be?

    Different countries have different definitions of “wage,” “travel allowance,” “stipend,” “employee,” “full-time,” “part-time,” and “bonus,” so you will need to define them for each country you have employees.

    How to know International Compensation and Benefits Image
    How to know International Compensation and Benefits; Photo by Andrea Piacquadio.
  • What is HR Automation? Examples & Benefits

    What is HR Automation? Examples & Benefits

    HR automation systems help the HR department focus on strategic tasks. Let us try to learn the benefits in the following article. HR or human resources is one of the most important areas in the present business. They oversee the training, recruiting work, and welcoming the new employees in an organization. Other than this, they also look at the training, recruiting, and welcoming of new employees, sick days, vacations, and other things.

    Here are the articles to explain, HR Automation Examples & Benefits

    HR also looks at the strategic areas within the organizations and employee management. The tasks are filled with their complexities. HR automation software and tools help them manage these activities and increase their efficacy within the organization. Do you want to pursue a future in Human Resources and development? The article discusses the concepts in detail.

    What is Hr Automation? 

    HR automation is a digitized software that can help you automate some of the crucial but repetitive tasks like:

    • Onboarding automation.
    • Sick Leave.
    • Payroll.
    • Administrative Expenses. 

    Automation boosts the performance of the HR departments, and they can focus on the strategic ends of human resources and development. Do you want to introduce such solutions within your office, you can take the help of artificial intelligence solutions to solve your problems in the office. 

    Examples of Hr Automation 

    Here we put in some of the most common HR examples of HR automation. These examples can help you get a grasp on their activities with clarity. HR management can automate the processes. 

    Form fill-ups 

    Administration and paperwork (standardized forms) are common with recruitment. Also, This repetitive task can be automated using HR Automation. 

    Leave Processing 

    If the employees apply for leaves due to various reasons, they can use the automation tool to do it. The Hr head just has to accept the request.

    Admission  

    The HR automation software can manage the inner process of recruitment by documenting the information on the candidate. 

    Training

    The employee onboarding includes setting up access to the training program. Also, This can be managed automatically using the training software. 

    Tracking Training 

    Employees go through rigorous training and development. The management software records every detail of the training and skill management. 

    The other organizational stakeholders can track down the training and also skillset management. Apart from this, some other notable examples of HR automation include government regulations that ensure that the employees follow them here, classifications of job titles, restructuring of the organization, approval of expense reports, and tracking of employee bonuses to that termination. 

    The Benefits of Hr Automation

    Do you know why the HR departments invest in automation? There are some obvious benefits that they reap. Let’s discuss their benefits here.

    Efficiency Improvement

    Some human resource tasks are quite time-consuming, and they are repetitive. When the work is repetitive, it is human nature to make errors. Instead of using HR automation, they can digitize time-consuming tasks. At the same time, automation brings efficiency to work. 

    Insight And Overview 

    Data plays a crucial role in managing the organization. They can be used to bring about change and reforms within the organization. Let’s give an example to explain the point. 

    For instance, with the help of the HR automation software, you can observe that employees are regularly irregular in beginning their daily work. 

    You can raise your concerns at the management level based on the data and insights developed. Also, They can make some hard decisions with the help of insights and overviews. Thus the company can benefit from HR automation.

    Error Reduction

    Manually inputting data can bring in human error. But with the engagement of HR automation, you can do things much quicker, and that too error-free. Also, This is the benefit that you get with the help of HR automation. 

    Communication And Teamwork 

    The present offices are run by creating liaisons between different departments. With the help of HR automation, every stage of progress can be monitored, and the teams can collaborate and finish the projects within the stipulated time frame. 

    Better teamwork can manage things with time. Thus, HR automation helps increase the organization’s productivity.

    Bringing the Discussion to a Close

    The success of corporate offices depends on good hiring, and the human resource plays an all-important role in ensuring this. They ensure that the employees increase their capacities and become more productive. Also, The software system helps them in this regard. They do the organization’s essential repetitive tasks and help it grow to its potential.

    What is HR Automation Examples & Benefits Image
    What is HR Automation? Examples & Benefits; Image by Leonardo Alvarado from Pixabay.
  • Meaning and Characteristics of Flexible Working

    Meaning and Characteristics of Flexible Working

    Flexible working is a new type of employment mode that is popular today. Also, they can increase the flexibility of workers’ employment and increase the efficiency of employers’ employment. Especially when enterprises are facing business adjustments and organizational structure adjustments, they can assist enterprises to complete transformation quickly and effectively, avoiding unnecessary legal and labor costs, Tax risks.

    Here are the articles to explain, What are the meaning and characteristics of flexible working?

    This article will take you to understand what is meant by flexible employment. What are the characteristics of flexible working? Also, the advantages of flexible working for enterprises.

    What does flexible working mean?

    They itself is a mode of employment. To save labor costs or conduct tax planning, employers will adopt this temporary, short-term, and flexible mode. If you haven’t understood the concept of flexible employment. Also, you can think of freelancers and part-time jobs.

    What are the characteristics of flexible working?

    Freedom and flexibility

    For employers, flexible employees can hire on demand according to business conditions and seasons. The working time and location can freely allocate to improve the flexibility of employment and reduce the cost of employment. For flexible employees, flexible employment has no restrictions on working hours and work locations. Also, They can freely pick up and arrange work according to their actual situation. For both, a “win-win” can achieve through them.

    Changes in the relationship between employers and flexible workers

    Under the model, the relationship between the employer and the flexible employee changes from the employment relationship of the labor contract to the cooperative relationship of the labor contract. Employers no longer “possess” talents, but “use” talents flexibly, reducing employment risks and labor costs, and reducing legal liabilities for employees’ work-related injuries and accidents. And employment people no longer “kill a job” or “take dead wages”. Also, it means that they can flexibly choose employment according to their career planning, time, and place, from “wage earners” to “self-employed”, how many kinds of like being your boss.

    Various forms of employment

    Compared with traditional employment models, its forms are rich and diverse, and employment industries are diverse. Also, it broadens the employment channels of enterprises, reduces labor costs and risks, and breaks the limitations of time, place, and deadline for employment.

    The above is a brief introduction to flexible employment. I don’t know if you have any understanding of what flexible employment means and its characteristics through the explanation of the editor. If you have any questions, please contact us online, and we will provide timely assistance You answer.

    What are the advantages of flexible working for enterprises?

    The advantages of flexible employment are obvious, and it is mainly manifested in the following eight aspects.

    Flexible Attendance Management

    The traditional attendance management mode is based on the relevant regulations of my country’s working hours management, and the management mode is relatively fixed and rigid. For example, under standard working hours, most companies adopt the attendance method of working 9-6 hours a day, 8 hours a day and clocking in at least twice a day. As we all know, Internet companies have more flexible working hours and attendance management methods.

    The first benefit of flexible employment is the flexibility of attendance management. Businesses no longer limit employees’ commutes, work hours, and clock-outs. The change in the attendance method derives from the change in the working hour system. The change in the working hour system will also have a certain impact on the attendance method. At present, in our country’s currently working hours, only when enterprises implement the irregular working hours system. The comprehensive working hours system can realize the flexibility of partial attendance management.

    Flexible work content

    Human resources practitioners know that one of the basic elements of labor contracts is job content. But most labor contracts weaken job content and focus on positions and departments. This has a lot to do with the traditional concept of human resource management. The traditional human resource management theory describes more about the job than the content of the job. Job description includes “job description”, “job changes with salary”, “personnel job matching”, “job value” and so on.

    The content of the job is more important than the job itself. The core of human resource management should be the content of the work, not the work itself. Flexible employment follows this logic very well, weakening job attributes and strengthening work content. So that the company’s own work needs and employees’ technical expertise can perfectly match, and the flexibility of work content realize.

    Flexible Access Mechanism

    Today, when the law popularizes by the whole people. It is no longer possible for enterprises to simply and rudely terminate the labor relationship of employees as in the past. Transparent information and free arbitration make it harder for employees to leave a company than to enter it. Due to the different laws applicable to flexible employment, not only are employees very flexible when they “enter the company”. But also when companies and employees “leave the company”. They can also choose a reasonable way to leave according to the agreement. Flexible employment makes the enterprise more flexible in the mechanism of employee entry and exit.

    Flexible Payroll Settlement

    In traditional labor relations, wage settlement methods are relatively fixed, generally divided into a monthly wage system and an annual wage system. Monthly salary system or annual salary system, the company should pay employees at least once a month. The salary payment standard should comply with the relevant laws and regulations of our country. Such as minimum wage standards, probationary salary standards, and so on. At the same time, it is not easy to change the time when the company pays employees’ wages every month.

    In addition, in traditional labor relations, the salary structure includes different items. Such as salary, performance, commission, bonus, subsidy, etc., and there are great differences in actual payment. When resolving matters such as overtime pay, sick leave pay, and economic compensation, companies, and employees often have disputes over determining the salary structure. When adopting a flexible employment model, enterprises can freely agree with employees on the amount of salary settlement, settlement rules, settlement frequency, etc., to meet the needs of both parties to the greatest extent and reflect the true wishes of both parties.

    Flexible Positioning Results

    Traditional employment methods focus on the labor process. The reason why many business managers are keen to implement the “996” and “007” working hours system is that they feel that as long as they work long hours, employees can achieve something. Working overtime may not get the benefits that managers want, and much overtime work is even futile because everyone’s energy has been exhausted in the 8-hour workday.

    Flexible employment is a result-oriented way of working, which does not emphasize hard work, but only advantages. Since work results can be directly quantified, the flexibility and effectiveness of flexible employment result orientation are obvious.

    Flexible Employment

    Since the implementation of the “Labor Contract Law of the People’s Republic of China” in 2008. When enterprises establish labor relations with employees, they will sign labor contracts with employees. Many enterprises and individuals ignore diversified employment methods and only focus on labor relations. Labor relations are only one of the diversified employment relations in our country.

    The emergence of flexible employment breaks the inherent labor relations of enterprises and realizes the flexibility and diversification of employment methods. Relevant data show that many companies that adopt flexible employment models feel the benefits of this flexibility.

    Flexible location

    Under traditional labor relations, to facilitate the management of employees and provide employees with corresponding working conditions, the company will set up office space according to the actual situation, so that employees can work in the designated office space. Centralized offices not only cause employees to spend a lot of time commuting to and from get off work, but may also pose a risk of work-related injuries.

    Flexible employment options are a good way to avoid this risk. As long as there is a computer and the Internet, employees can choose to work from home, in coffee shops, libraries, and other places.

    Flexible payment of social security

    After the promulgation of the “Social Insurance Law of the People’s Republic of China”, labor relations and social security payments have been closely linked. According to the law, when an enterprise establishes a labor relationship with its employees. It must pay social insurance for the employees. The practice of bundling with social insurance does provide employees with certain protection. But it also increases the labor cost of enterprises.

    Flexible employment reflects the flexibility of social security payments. When adopting flexible employment, traditional labor relations no longer exist between enterprises and employees, and social security payments are no longer mandatory. Enterprises can pay different insurance for employees according to different employment relationships. Such as social insurance, commercial insurance, employer liability insurance, work-related injury insurance, etc.

    What are the meaning and characteristics of flexible working Image
    What are the meaning and characteristics of flexible working? Image by StockSnap from Pixabay.
  • Improve Employee Experience for Software

    Improve Employee Experience for Software

    In the hospitality industry, employee experience has never been more critical. With Brexit and Covid-19 continuing to impact the availability of staff, managers are struggling to fill their rotas and recruit enough team members to meet demand. However, there is a solution; staff scheduling software can help create an improved employee experience for your business.

    Here are the articles to explain, Leveraging Staff Scheduling Software to Improve Employee Experience

    Let’s explore how!

    Streamlining Schedules & Rosters

    Staff scheduling software such as Electronic Rostering platforms allows managers to quickly build rosters. And define the number of employees needed to meet business demands. By taking into account skill mix, availability, and preferences, it can be used to create rosters that meet operational needs. While also ensuring that employees have access to flexible working hours that suit their schedules. This helps eliminate manual processes, reduce no-shows and minimize mistakes in the rostering process. Ultimately leading to improved productivity and savings for businesses.

    Engaging & Empowering Employees

    Another key way in which staff scheduling software can improve employee experience is by creating a more engaged workforce. By giving employees access to their roster directly from their mobile devices. They are empowered with greater control over their working hours. This also means they can see when shifts become available and request additional work if desired. Allowing them to take ownership of their career progression within the business.  Furthermore, this system also allows managers to easily communicate with their team members. Through push notifications and messages, enable them to quickly respond if any changes or issues arise in shift times or availability.

    Improving Retention Rates

    Finally, staff scheduling software can drastically improve retention rates in hospitality businesses by allowing employers and employees visibility into future shift patterns and availability. This helps ensure that employees have consistent hours each week so they feel secure in the knowledge that. They will always receive regular paychecks—increasing morale overall as well as job satisfaction levels across all team members. Additionally, this also allows employers visibility into which areas require additional staffing. So they can plan for future recruitment needs accordingly—reducing turnover rates even further!

    In summary

    Staff scheduling software like Electronic Rostering platforms offers numerous benefits for hospitality businesses looking for ways to improve the employee experience. From streamlining schedules & rosters and engaging & empowering employees through improved communication with managers, right through to improving retention rates – electronic rostering systems provide a comprehensive solution for any organization looking for ways to boost job satisfaction amongst its team members!

    Leveraging Staff Scheduling Software to Improve Employee Experience Image
    Leveraging Staff Scheduling Software to Improve Employee Experience; Image by CUsai from Pixabay.
  • Impact of wage garnishment on the business

    Impact of wage garnishment on the business

    Wage garnishment is a legal process when a court issues an order to an employer to withhold a specific amount of an employee’s salary. It is then sent to creditors or whomever the employee owes until the debt fully pay. Payroll garnishments often organize within payroll software.

    Here are the articles to explain, What is wage garnishment? What is the impact on the business?

    Garnishment allows a plaintiff to take a debtor’s money or property from the person or institution that holds the property. Wage garnishment refers to the exercise of an employee having a certain amount of his or her paycheck deducted to cover precise charges. A court order desires to obtain for a person to garnish a person else’s wages.

    Generally, garnishments need so that a worker has to pay baby help, unpaid court prices, defaulted pupil loans, or different debts. The garnishment will remain till the entire debt pay off. There are exemptions to this exercise. If garnishment obtains under a federal court docket, then no greater than 25 percent of someone’s weekly earnings can garnish. Regarding salary garnishment laws, guidelines do not view worker earnings.

    How does wage garnishment work?

    The most common wage garnishment begins when a creditor (usually a bank or credit card company) sues a debtor for an unpaid debt and wins in court. This includes banks that can sue homeowners after foreclosure.

    If the creditor wins in court, they will get a judgment against the customer who owes the debt. No decision will issue unless creditors prevail. The judgment made it possible for them to obtain a third-party order, which stood sent to that person’s employer.

    Types of garnishment of wages

    Wage garnishments typically affect employees every pay period, i.e. their disposable income affects by a creditor garnishment. The two main types of decoration include:

    • Wage garnishment: Employees require by law to give some of their earnings to creditors to pay off debts.
    • Non-wage garnishment: Sometimes called a bank levy, this is when a creditor can legally use a bank account to access funds.

    Who is worried about Wage Garnishment?

    The salary garnishment manner includes a creditor, a debtor, and a garnishee.

    • The creditor is the court, kingdom, or federal business enterprise that orders debt reimbursement. It can also be a private entity that acquires the writ of garnishment to ease debt repayment.
    • The debtor is the man or woman or birthday party that owes the debt. In this example, that’s the worker.
    • A garnishee is a third birthday party that gets the order or writ of garnishment and holds the debtor’s assets. The organization acts as the garnishee because they “hold” wages ultimately paid to employees.

    How Much Can Be Withheld for Garnishment?

    Federal law — Title III of the Consumer Credit Protection Act — mandates how a good deal an organization can withhold from a worker’s earned wages.

    The quantity situation to withholding carried out to a worker’s disposable income, that is the quantity closing after legally required deductions, together with earnings taxes. The maximum weekly quantity decided by one among two figures, whichever results in the lowest amount:

    • 25% of a worker’s disposable income, or
    • The difference between their weekly disposable earnings and 30 times the federal minimum salary (as of writing, $7.25 x 30 = $217.50). Example: $250 (weekly earnings) – $217.50 = $32.50 (most withholding).
    • The 25% parent is the most commonplace calculation, with the second one simplest coming into play with earnings much less than $290 per week ($290 is the factor at which the second determinant is no longer decreased). Note that a total income much less than $217.50 can’t garnish.

    The impact of wage deductions on the business

    As an employer, wage garnishment needs to handle appropriately and accurately, while also remaining compliant. If a court order receives involving a wage garnishment, the employer must withhold a portion of the employee’s wages and forward them to a third party. These orders are usually issued by government agencies, such as the IRS, the U.S. Department of Education, or state tax agencies.

    It is the employer’s responsibility to comply with laws relating to wage garnishment and to ensure that all orders process quickly and correctly. If done incorrectly, employers face financial and legal risks. Any mishandling of wage garnishment could result in an employer judgment for the entire employee’s debt. A lawsuit by the creditor or the employee, and other costs or penalties that the business may not have budgeted for.

    This primarily affects businesses if they need employees to travel abroad or hire drivers. Companies across industries advise using Electronic Funds Transfer (EFT) not only to save time. But also to improve efficiency, streamline processes, and reduce costs. Additionally, under the CCPA, it is illegal for an employer to discipline or fire an employee whose wages garnish for a separate debt.

    What Are Employer Responsibilities for Wage Garnishments?

    Besides knowledge of your felony responsibility to follow through on salary garnishment orders, employers must understand their responsibilities at some stage in the system.

    Notify the Employee

    First, you should notify your employee immediately in writing that you’ve acquired a wage garnishment order. Some garnishments might also have a wide shape that serves this cause. In the case of a federal levy, shape 668 can cowl this communique together with your employee. It’s excellent to talk about these statistics to your employee within one week of receiving the order.

    Update your Payroll System

    Employers should prioritize notifying HR or payroll departments of the garnishment so applicable facts may enter into payroll and make sure bills are sent to the appropriate corporation or entity.

    Familiarize Yourself with State Requirements

    Make certain you are aware of your country’s necessities, as they dictate how quickly employers have to take motion with the salary garnishment order to stay compliant.

    Cease Garnishments whilst Appropriate

    How garnishments give up varies from kingdom to nation and by way of debt kind. Certain salary garnishments might also define the date of termination within the preliminary order. Otherwise, an organization might also acquire a Notice of Termination for a wage garnishment order.

    It’s also possible a worker may also repay their debt via the route of employment. If any of those conditions show up, the agency can forestall wage garnishment and resume well-known payroll processing for that worker.

    What is the impact of wage garnishment on the business Image
    What is the impact of wage garnishment on the business? Photo by Icons8 Team on Unsplash.