Emplicity - Employee Management Made Simple
 
 
 PEO, HR Outsourcing.
 employee management made simple.
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What's the point of HR?
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4 Goals Of HR

What is Human Resources?

Some say its personnel-related paperwork. Others see it as managing people. Business owners languish about HR as the bastion of employee complaints and issues. Your staff sees HR as the room down the hall that answers your questions on medical insurance and leaves of absence.

Which definition of HR is right?

These processes and activities are all inclusive of the scope of human resources management. Just like we need resources of capital, land, equipment, and yes, even our everyday office supplies, we need people to run our business. Even a vending machine company needs the best people. Yet HR is what we make of it, and any limited or comprehensive viewpoint of what we do to manage our employees defines our approach and value of this often oversimplified and overlooked company resources.

Consider this: if all we do is screen and interview candidates, then HR is recruitment. Or if our staff is only exposed to our actions as employee benefits administrators, then we are reduced to paper pushers. If the only time they see us is during the employee safety training or harassment workshops, then we are labor cops.

The fact is, HR is all of the above, and limited experience with it defines the understanding of the HR function and its priority in our own companies.

What's the point of HR, anyway?

With a means-to-end approach, its clearer to see just what we're supposed to do. So lets forget about the endless list of HR functions, duties and responsibilities. To get results, the human resources function at your company should address four key priorities:

  1. Cost: Managing your labor expenses (wages, taxes, insurance, hiring accuracy)
    Examples:
    • Implementing a TOTAL PAY program to enhance perception on pay
    • Safety incentive plans to keep workers' compensation costs down
    • Augmentation of your group medical choices to balance increases
    • Improving your hiring accuracy with a sourcing and screening process

  2. Liability: Eliminating the risk and damage of employment litigation
    Examples:
    • Conducting a labor law audit
    • First line of defense: A thorough employee handbook
    • Employment Practices Liability (EPL) insurance policy
    • Training your managers proactively on managing and firing

  3. Administration: Streamlining your people and paper systems to achieve efficiency
    Examples:
    • Employee vendor consolidation
    • Human Resources Information System (HRIS) infrastructure
    • Allowing employees to do the work
    • Outsourcing employee benefits and personnel administration

  4. Productivity: Driving consistent performance levels organization-wide
    Examples:
    • Identifying Key Performance accountabilities (KPa)
    • Establishing daily, weekly and monthly KPa huddles
    • A hiring process that doubles your hiring accuracy
    • An effective Pay-for-Performance compensation model
Are your wheels turning? As a full-service provider of Outsourced HR solutions, Emplicity provides the services, systems and coaches to getting your organization to the next level. With a flexible approach to customize solutions to what you need, when you need it, Emplicity's a simple decision. Call us today and discover how efficient, profitable and fun your business can be.

Take our "5-minute HR Assessment" to see how your firm ranks in the four HR priorities of Cost, Liability, Administration and Productivity.

 

  NAPEO