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We know you don’t want to think about it, but it’s the middle of November. Now through the end of the year, employees will be renewing and changing their benefits packages. Are you offering the best plans possible? It can be hard to tell, but we can help get everyone through the process unscathed and well-insured.

The first part of offering comprehensive benefits is understanding the main things employees expect. Healthcare is the obvious one, but typical benefits also include a retirement savings plan, vacation and PTO, and dental and vision insurance. Not to mention the wide variety of other benefits like life insurance, disability insurance, or tuition assistance. Every company is different, and every employee is different, so make sure you talk to your employees and find out what kinds of benefits they expect and would like to have. Of course you can’t please everyone, but understanding your employees’ needs is always a good place to start.

Unfortunately, that is by far the easiest part of the task. Once, you’ve decided what benefits you would like to offer employees, you have to find the best plans and providers for each of those benefits. The world of benefits and insurance can be a wild jungle of terms and services that feel nearly impossible to navigate. We know that you aren’t healthcare professionals, and your employees shouldn’t expect you to be. That’s why working with an HR outsourcing company like Managepoint makes a lot of sense in this situation.

We will break down the different types of health insurance like PPO and HMO, explain common health insurance terms, and walk you through the process of comparing and choosing different options. We can help you find a handful of policies that might work well for your company and then help you choose the best of those. It can be a little more difficult to compare 401(k) policies and figure out a fair amount of vacation and PTO, but we also have experts in those fields too. We can offer advice on everything from dental insurance to college savings plans. Check out our full list of services we offer here.

When it all seems like too much, you can sit down with us and discuss the wide variety of options that exist. We are more than happy to help small businesses find the best employee benefits they can offer. No one should get stuck with poor coverage and a lot of stress simply because the benefits landscape can be difficult to navigate, so let us help find the right plan for you.

You’re a small company. Getting the word out about a new position can be hard. You don’t have the manpower to recruit at job fairs, posting on job boards like Monster and CareerBuilder is often expensive and ineffective, and the few people who do find your job posting are not exactly who you are looking for. So how do you use the few resources you have to attract the talent you need?

1. Utilize your website.

Post the job on your website, and make it easy to find. Have a clear tab or footer named “Jobs” or “Careers” or “Work for us!” Some of the strongest candidates are going to seek you out and not the other way around. Just think about it. Who would you rather hire? Someone who stumbled across your company on Monster and knows nothing about you, or someone who knows they want to work for you and has approached you about the possibility of working for you? The choice seems pretty obvious.

Your website also works like your virtual storefront. When a restaurant hangs a “Now Hiring” sign in their front window, they are hoping to hire people who eat at and like that restaurant. Your website gets a lot of online traffic from people who are interested in your business. They may be actively looking for a job or just thinking about a career change. When they see on your homepage that you are hiring, you may have found your newest employee by hardly lifting a finger.

2. Leave no room for confusion.

While we’re at it, make sure the job listing on your website is clear and detailed. The name of the position and a couple sentences about your company is not going to cut it. Sometimes fancy formal titles can scare off well-qualified individuals who don’t think they have the experience to be a manager (or whatever position you are trying to fill.) So make sure to write a paragraph or two describing the job with details about daily tasks and overall responsibilities. Include a list with 5-10 requirements you are looking for like any special computer program experience or licenses they need, level of education, and years of work experience. Writing a good job description will keep (some) under-qualified candidates from applying and will ensure that you don’t scare off the people you do want to apply.

3. Share! Share! Share!

Use your social media presence to get your job listing in front of potential candidates. Post it on LinkedIn where candidates are actively looking for new positions. But also share it on your Facebook and Twitter. Again, your social media acts like a virtual storefront, and people who are interested in your business and follow you on social media may also be interested in working for you. Encourage your followers to share the post with their friends, and don’t forget to use hashtags. (Think #jobs #indianajobs #[name your industry]jobs)

4. Get some help.

Even simple tactics like these can be time-consuming and complicated, and outsourcing your Human Resources to professionals may be your best option. Managepoint is your premier solution for convenient, cost-effective Human Resources consulting. We go beyond writing job descriptions and can help with employee training, policies and procedures, and more, making a happier workforce AND a more attractive bottom line.

If you only have a handful of employees, evaluating your HR practices may seem cumbersome and unnecessary. You all work together so well, and having a bunch of HR policies would just make your work environment too stuffy and corporate, right? Wrong. If you want to save yourself time, money, and a lot of headaches, even the smallest business needs to take its human resource practices seriously.

Hire the best people.

The first step is starting with the right employees. Don’t hire a friend or family member simply because you know them or rush into a hire after one interview. Reading resumes and interviewing can be an arduous process, but putting in the time and effort will ensure you hire the right person for the job and save you hours of headache in the long run. And if you dislike the hiring process that much, make sure to do it right the first time so that you don’t have to do it twice.

Write clear job descriptions.

Speaking of hiring the best fit for the job, to find the best candidates, you need to make sure your job descriptions are thorough and accurate. Take a few minutes to sit down with any supervisors and employees who will be working with the new hiree. Talk about the specific tasks and roles this person will be fulfilling, and come up with a list of unique skills and experiences this person will need. Not only will this keep under qualified people from applying, but you are also more likely to appeal to candidates who do have the skill set you need.

Have a policy handbook.

Besides clear job descriptions and expectations, employees also need clear policies. What’s business casual to one person may appear sloppy and unprofessional to another, and it is a lot more difficult to ask an employee to change his habits when you don’t have a clear policy to back you up. From overtime and vacation days to dress code and lunch breaks, giving employees an actual physical handbook ensures that your employees don’t have to fret over their vacation time and you won’t have to deal with policy miscommunications.

Document any and all infractions.

Having a handbook will clear up any confusion your employees may have about policies, but don’t expect it to put a stop to any infractions or performance issues. Hopefully, you won’t have to deal with subpar performance, but if you do, don’t ignore it. Give out written warnings and document any infractions. Then, if it comes to the point that you need to fire someone, you have documented proof of failure to follow company policies.

Know your legal responsibility.

There are a plethora of state and federal laws dictating how, when, and where people can work. Minors, residents, and non-residents are all subject to different laws, and making sure you classify your employees correctly is of the utmost importance. Unless you want the IRS hounding your door, your employees should all be classified as either hourly, salaried overtime exempt, or salaried overtime non-exempt. These are legally binding classifications that dictate how you  pay overtime and report income among other things.

Almost all of this boils down to taking the time up front to do (sometimes unpleasant) jobs. If you don’t want an HR headache, do the work right the first time around. Trying to save time by cutting corners or expecting a problem to fix itself will only make the issue bigger and more difficult to deal with later. And don’t be embarrassed to get help when you need it. If you are like a lot of our clients, you’re best suited to concentrate on core business decisions, and the best solution could be outsourcing your Human Resources to professionals. That’s us. Managepoint is your premier outsourced Human Resources solution for convenient, cost-effective Human Resources consulting that, in more ways than one, makes for a happier workforce AND a more attractive bottom line.

In the freshly explored wilderness of social media and social recruiting, it sometimes feels like anything goes. Rules have yet to be established, and etiquette is an ever-transforming monster waiting to bite your head off. Don’t be a Percy Fawcett; use some common sense and these four tips to safely blaze through the jungle of social recruiting.

  1. Know your platforms’ pros and cons.

LinkedIn is the most obvious place to make unsolicited job offers. It is a professional networking site after all. But people who aren’t currently looking for a job may not be very active on LinkedIn and may not have email notifications set up. In that case, it’s time to turn to more social networks like Facebook and Twitter. While Facebook offers more space for longer messages, not everyone receives notifications for messages from strangers. On Twitter, you are nearly guaranteed they will see your message, but you are limited to 140 characters.

  1. Do some research.

LinkedIn is a powerful platform. If you have the right settings and format your profile well, it can be the ultimate recruiting tool, but first you have to figure out how to use it. Look through LinkedIn’s guide to learn all the ins and outs of using their site to recruit new hires.

  1. Put yourself in the candidate’s shoes.

Remember, unless this person is actively seeking a job, they are not expecting to hear from you, especially not via one of the social networks they use to kill time and connect with friends. Take this into account when crafting your first message. Mention something that shows you have taken personal interest in them and looked through their account. You’re not a robot. Don’t talk like one!

  1. Keep it short and sweet.

Social networking is not a different platform for corporate emails. It’s a completely new beast, and the way you communicate must reflect that. Social media is all about conversation, so instead of propositioning them with a three-paragraph pitch, start with a sentence or two. Try something like, “I don’t mean to be a stalker, but I just love your work on Project XYZ! I think you’d be a great fit with us.”

After safely navigating the jungle of social media seething with opportunities for social faux pas, you’ll still need help managing your employees, payroll, insurance plans, and other HR needs. Managepoint is your HR Outsourced partner ready to help you conquer the next adventure.

How will the following impact your group rates, and your
company’s benefits plan?

1. Are you a “grandmothered” group – 50 employees or less? If so, your rates will no longer be based on the history of your group. On the contrary, fully insured group plans will be forced to convert to community-rated plans.

What does this mean?
The claims of the entire region of the state in which you live will now determine the plan rates for your organization. Imagine the impact this will have on your premiums.

2. IMPORTANT: Companies are being faced with abrupt ACA changes right now, and if your business is next, you should be prepared to deal with the new outcomes:

• Minimum Essential Coverage Reporting are becoming due now and throughout 2016 plan year for Grandfathered, Grandmothered and Fully Insured companies.

  Employer Mandate Reporting for employers with 50 or more full-time workers are becoming due now and throughout 2016 plan year for Grandfathered, Grandmothered and Fully Insured companies.

Do not let yourself be blindsided by this. Contact Managepoint, your professional HR Outsourced Partner to help guide you through these changes in Health Care Reform. An HR professional is ready to help…

There’s a growing trend among small and medium-sized businesses that takes all of the complexities, legal risks, administrative and even people management responsibilities out of the office. That trend is called Human Resources Outsourcing. In the past, HR was much less complex requiring only more common operations like hiring, firing, payroll and minor issues around the office with personnel. Unfortunately, businesses today are finding that Human Resources has become a very complicated and time consuming set of responsibilities that often take key decision makers away from running their core business. With FMLA, ADA, ACA plus ERISA and FLSA…our world of business, managing employees and everything related has become an ever-changing compliance concern.

So, thanks to the Society for Human Resources Management (SHRM), here are the results form their hundreds-of-companies-survey about their outsourcing habits, and for a quick and easy reference, here are 6 reasons you should contact Managepoint, Your Source for Employee Management:

1)  26% of companies outsource to save money – this isn’t terribly surprising – what company doesn’t want to pinch pennies where they can?
2)  23% of companies outsource to focus on strategy – spreading yourself too thin with all of the administrative tasks doesn’t leave a lot of time for planning, so this makes sense.
3)  22% of companies outsource to improve compliance – it is increasingly challenging to stay in compliance and increasingly risky to not meet requirements so outsourcing this risk is beyond smart.
4)  18% of companies outsource to improve accuracy – if you’ve got too much on your plate (and who doesn’t?) accuracy may fall by the wayside, so this also makes sense.
5)  18% of companies outsource due to a lack of experience in-house – knowing your weaknesses is as important as knowing your strengths, so handing off a task you know you can’t handle properly to someone with expertise is a great business decision.
6)  18% of companies outsource to take advantage of technological advances – with big data worth tapping into, but costly technology needed to really delve into strategic analytics, outsourcing can offer solutions without a significant investment.

Our HR staff of professionals at Managepoint has the experience, the knowledge and the drive to assist your business with federal and local compliance, employee training, policies & procedures, job descriptions, and more! Managepoint is Your Source for Employee Management…

Small business owners, and their employees understand the benefits of having fewer layers, and less distractions when making decisions that impact their bottom line. However, they also understand that when people management, benefits and many of the other HR-related topics come into play, the benefits of being a smaller business are overshadowed.

Staffing an HR department is out of the question for small- to mid-sized businesses.   The cost to support a staff devoted solely to HR makes this solution one that is cost prohibitive and unnecessary. So the question is, with the Patient Protection and Affordable Care Act, and with the different personnel needs for a multigenerational workforce, not to mention, group health plans, compliance with employee laws, and even payroll…what is the answer?

The answer for small- to mid-size businesses is outsourcing. Human Resources Outsourcing is the more affordable complete HR solution that provides everything an internal HR department will deliver, and more. With a highly trained staff of professionals who keep abreast of changes in employee laws, compliance and advice for employee management plus continuous monitoring of benefits plans and best-fit comprehensive group solutions, the advantages of working with an HRO are endless.

For more on this, take a look at this interesting article written by Sherrie Scott and featured on Chron…

http://smallbusiness.chron.com/advantages-outsourcing-hr-functions-21169.html

With the federal government shutdown becoming a reality, several agencies have issued their contingency plans, explaining which operations would continue, and which functions would come to a halt during the shutdown period.

According to these plans, most non-essential tasks carried out by the U.S. Department of Labor (DOL), Equal Employment Opportunity Commission (EEOC), and National Labor Relations Board (NLRB) will cease. The following outlines how a government shutdown will affect these agencies and their operations: Read the article here.

Most entrepreneurs hate giving their employees feedback on how they’re doing. As a result, they do this once a year in the form of employee performance reviews, or, at worst, they avoid the process entirely.

That’s because people often equate feedback, especially the negative kind, with confrontation. Most of us are usually never taught how to give feedback in a welcoming way, yet we know how to receive constructive criticism in other areas of our lives and actually appreciate it.

Take sports, for example. No matter what sport you played growing up, you had a coach who told you what you were doing right and wrong, so that you could improve upon it. A good coach constantly gave you feedback and you appreciated it because you wanted to get better in order to win. But while most of us have had such positive experiences at some point in our lives, this kind of coaching is rarely used in business.

Here are three steps that Victor Cheng, a former McKinsey consultant, author and co-founder of Entrepreneur-to-CEO Mastermind, says will help you turn cricitism into coaching so that employees welcome your feedback: (Click HERE for more)

When it comes to your company culture, is it non-existent? Ashley Lee, an entertainment, business and culture reporter in New York City explains a lot of companies have a mission and values written down in their business plan, but rarely implement them. In order to be a successful company on the outside, as well as within the inner workings of your business, you need to have a solid and exciting work culture. Take Google, for example. It is constantly voted as one of the best companies to work for because of its stellar culture. Here are a few tips from Young Entrepreneur on how to build a culture like Google:

Don’t skimp on the office décor – Bland walls and cubicles do nothing for your employees. You don’t have to break the bank to build an inspiring workspace. Paint the walls vibrant colors, have board games set up in certain areas, allow employees to work at large tables and couches as opposed to cubicles and desks.

Make your new-hire orientation a celebration – You want your new hires to be excited to work for your company. Orientations littered with nothing but filling out paperwork and listening to rules aren’t exciting.

Create team challenges to motivate employees – Incorporating team challenges into your work environment will not only motivate employees but it will allow them to bond with each other as well. It doesn’t have to be something related to work either. A company softball league, for example, would be a great idea.

Engage employees with learning initiatives – Give employees opportunities to learn through seminars or mentorship programs.

Sound like your kind of work space? Read more HERE…

The Managepoint Difference

All it takes is one call to alleviate the daunting task of managing your workforce. Managepoint can be your outsourced human resources partner that provides a single custom solution for health benefits, workers’ compensation, payroll, and all of your HR functions.

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Address: 9119 Otis Avenue Indianapolis, IN 46216

Phone: 317.377.3100
Fax: 317.543.2020

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