Currently viewing the category: "Human Resource Management Blog"

Do you want more engaged workers? You just need to help workers flourish. Derek Irvine, Vice President of Client Strategy and Consulting Service at Globoforce wrote on a post 3 Good Reasons Why Employee Engagement Surveys Fail. He talked about the reality of your most disengaged employees being so disengaged that they’re not bothering to take your survey, thereby skewing the results.

Laurie Ruettimann, a blogger and HR thought leader, added her thoughts to failed engagement surveys in a post over on Fistful of Talent.

Where Derek looked at failed surveys from the position of the DISengaged ignoring the survey, Laurie takes the opposite perspective, offering a strong argument for why the highly engaged ignore the survey, too. Bottom-line: they’re so happily busy and engaged, they don’t want to stop to bother with your survey.

So, if both the highly disengaged and highly engaged are ignoring your survey, where does that leave you?
Click HERE to find out….

The time is now to start communicating with your employees on the new Patient Protection Affordable Care Act (PPACA). There are a number of reasons to do so now. Foremost, it is the law that you communicate the act to your employees. You have until October 1, 2013 to tell your employees about healthcare exchanges. You can get information about the date that the Department of Labor has set, and additional information about the exchanges here.

There will be a lot of information disseminated over the course of the summer about healthcare exchanges, policies, pricing, and regulations. There will be commercials and news reports and social media information covering lots of parts of the PPACA. This information blitz will probably do more to confuse your employees than it will help them make informed decisions. Communication with your employees on the steps your company is taking will help eliminate concerns and confusion with your workforce.

Over the course of the summer, employers should communicate what is going on currently in the process of implementing the PPACA within their organization. You should also plan ongoing communication, so you do not overwhelm your employees with more information than they can digest. Using meetings, videos, power-points, emails, and social media is also a good idea to help spread the company message on what you are doing in regards to the PPACA.

Managepoint is the leader in outsourced human resources. Along with payroll services, training and administration, we are experts in benefits. We have the people, skills, and resources to help your company navigate the complexities of the PPACA. Call us today to learn more.

The Patient Protection and Affordable Care Act goes into effect at the end of this year. This sweeping healthcare reform will have large ramifications for small businesses. Companies with fewer than 50 employees do not have to take part in the ACA, but do have to inform their employees about the Act. The Act provides “affordable” insurance to all. Those working within a company with fewer than 50 employees will have options based on workers age, geography and smoking history as opposed to being based on employee’s medical history. Employees and individuals will be able to buy from state run “exchanges”, offering many different coverage’s.

Companies with more than 50 employees will have to provide affordable healthcare coverage that meets certain standards, or be subject to fines. Companies will have to make a decision on how they handle the PPACA. Some companies are taking a wait and see attitude. Probably not a bad idea, but some preliminary planning still must be done. The Hartford has suggested the following for companies to plan for the changes:

1) Updating your employee manual to include information on the ACA, based on your company size. It will be important for companies close to the 50 employee cut line to pay attention to employee count and ramifications of crossing over 50.
2) Plan seminars for employees and managers so that everyone is educated on the Act
3) Full time verses part time employees make a difference in the Act. Now is a good time to consider employee classifications.
4) The Department of Labor has released new information pertaining to Family and Medical Leave Act. It is imperative that your company is in compliance.
5) Give serious consideration to hiring a third party human resources company to do your payroll, benefits and training.

You can read more from the Hartford here.

Managepoint does human resources for hundreds of companies. We do payroll, benefits, administration and training, so you can focus on business. Call us today to learn how we can help you with your human resources needs, as well as guide you through the PPACA.

It seems more and more companies are moving to a high-deductable healthcare plan, and are coupling that with a healthcare savings account (HAS) in order to lower costs and increase benefits available to their employees. According to a recent Towers and Watson survey, 66% of companies 1000 employees or larger are offering at least one high-deductable plan and a HSA. The survey says that the number should grow to 80% next year. Small companies in the survey are expected to have an increase in these plans also.

It makes sense for small companies to look at high-deductable plans and couple them with healthcare savings accounts for a number of reasons. It is less expensive for employees to have a high-deductable plan, and they can put some money in a HSA (which the employer may put into also), and still spend less money per year, even with the higher deductable. It is also less expensive for the employer, and they can use the additional savings for other perks for their employees. Another reason for companies to look at these plans is the PPACA. Starting next year, companies have to offer insurance that is deemed “affordable” for employees. These high deductable plans fit that bill. HSA plans also help make these high deductable plans look better as they help drive spending down since most of the money is put in by the employee.

Companies using high-deductable plans coupled with HSA’s and encouraging a healthier lifestyle will find that they can keep expenses down and also end up with a healthier workforce. You can read additional information about high-deductable health plans in an article at tlnt.com by Michelle Andrews.

Managepoint is an outsourced human resources firm that helps hundreds of companies with payroll, benefits, training and administration. We can help your company with the coverages and benefits that fit your every need. Call us today to learn how we can do HR for you so you can do better business.

We are getting a lot of calls and questions about the Patient Protection and Affordable Care Act (PPACA). Quite frankly, we have a lot of questions about it also. So, we found an article from Kathleen Sebelius, the Secretary of Health and Human Services, that gives some general information about the Act, and some of the benefits we should all receive when the Act goes into effect on October 1, 2013. The article talks about some processes, and gives some links to sites that you can get additional information. The new Act is supposed to lower the price of healthcare insurance, lower the price of services from your healthcare provider, make sure that insurance companies are spending money on the right services, and make sure every American is covered. Read the article here.

Managepoint is the leader in outsourced human resources. We do payroll, training, administration and benefits, so you can concentrate on business. The ACA will be time consuming and confusing for a lot of people. Call us today and we can show you how we can be your HR department and take care of your benefits and guide you through the PPACA.

Why would you want your best employees to quit? You don’t, so don’t make these mistakes with your top performers. You spend lots of time, money and energy recruiting and hiring the best people you can, so don’t undo all that by managing poorly. TLNT.com has a list of things to do if you want your best employees to quit:

10. Treat everyone equally. It sounds good on paper, but treat your best performers like they are your best performers. Treat your employees fairly.

9. Tolerate mediocrity. Your best employees don’t, and you shouldn’t either.

8. Have dumb rules. Have guidelines that help your employees get things done, but don’t put roadblocks in their way.

7. Don’t recognize great performance by your employees. Good performances should be recognized quickly, to promote repeat performance.

6. Don’t have any fun at work. Work is serious, but never so much that you can’t have some fun.

5. Don’t keep your employees informed. If you don’t tell them about everything, someone else will.

4. Micromanage. Nothing will get a good employee to leave faster than watching over every little thing they do. They are your top performers…give them the task and the tools, and get out of the way.

3. Don’t develop an employee retention strategy. Employee retention should get a part of your time every day. You should always be thinking about how to keep your best employees.

2. Don’t do employee retention interviews. If you do lose a great employee, do an exit interview to find out why they are leaving, so you can make changes to keep your best employees moving forward.

1. Make your on-boarding program tedious. Employees are most impressionable when they start with your company. Make sure they feel like they made the right decision in going with your company by making your on-boarding program one in which let’s your new employee know that they were chosen over all others, are part of a great company, and that the job they were hired to do is valuable (and tell them why).

If you don’t do these things, you should be able to retain your best employees for a long time. At Managepoint, we do human resources for successful companies. We do payroll, benefits, training and administration, and we help these companies retain their top talent, at a cost that is less than they can do it themselves. Call us today to learn how we can help you be the most successful company you can be.

When an employee gets angry, there are typically justified reasons for them to do so. When that happens, you as a manager or HR professional (or even a co-worker), should take the opportunity to engage the employee, as your response to your employee’s outburst may be the best way to develop a long term employee, and gain trust from that employee. According to an article by Mel Kleiman in tlnt.com, employees who go out of their way to express their grievances are a great source of information on what is really happening in the company. An angry employee can voice their displeasure, keep it bottled up, or leave for another company. By expressing their displeasure, you can learn about and fix problems in your organization.

Mr. Kleiman suggests you do the following:

Thank them for letting you know about their issue, and how valuable the feedback is.

Show empathy for their frustration, and let them know you really do care.

Get all the details. Make sure that they have not left anything out.

Apologize for their frustration. Let them know that you are truly sorry they are experiencing problems.

Take action on the items of their frustration. This is where you can win back the employee and keep them as a trusted team player.

Follow up. Make sure you have completed what you are doing about the source of frustration and make time to discuss again with the employee.

An angry and frustrated employee can disrupt business and the office setting. Fixing the problem can help your business and in the long run, be a good thing for your organization.

Managepoint is the leader in outsourced human resources. We do payroll, benefits, administration and training. We can help your company by being your HR department, and help you handle all issues, including an angry employee. Call us today and we will show you the Managepoint difference.

Delegation may be one of the toughest things for a manager to learn, and maybe one of the most important traits of a great manager.  Some managers don’t delegate for a variety of reasons…easier to do the job themselves, they think that the employee will resent doing the job (especially if it is a mundane task), leading by example, or no one can do it as well as I can.  Those are not really reasons to not delegate, those are excuses.  There are many reasons to delegate, and more importantly, why a good manager has to delegate.  With only so many hours in a day, a manager cannot afford to do everything.

So, here are some good tips from mindtools.com   about how and when to delegate, as well as a survey you can take.

WHAT TO DELEGATE:

Let’s start with what not to delegate.  Things that are your words, such as speeches and executive briefings should not be delegated.  Things that are time sensitive that would take half the time allowable to explain to someone else.  Work that is appropriate for your level should not be delegated.  Using that as a guideline, you can get a sense of what you can delegate.  With that in mind, do you have enough time to delegate the task, and is someone available to delegate the task to?  How critical is the task?  The more critical to the success of the company, the less a mistake can be tolerated, the less the task should be delegated.

WHOM TO DELEGATE:

Once you have decided to delegate a task or job function, you have to decide who to give it to.  The rule of thumb is start with the people that report to you.  Delegating to another department is hard on everyone, and only should be done when you don’t have the resources within your department.  The person you delegate to do the task should have team buy in, meaning that everyone on the team has to be committed to the company and the team to be able to support that person.  You also have to think about whether a job should be delegated to a team member or the team as a whole.

HOW TO DELEGATE:

This may be the most important part.  How you turn over a job has a lot to do with the success of the project.  Make sure you clarify your expectations, establish checkpoints to make sure the progress of the project is on time and in the right direction.  Make sure you delegate the project results, and don’t delegate the detail (unless it is imperative to the project, then maybe you should not have delegated it), define your role in the project, and finally talk about how the outcome effects the organization.

If a manager can learn to effectively delegate, the organization can run more smoothly, and the manager can use the additional time in their schedule to think strategically instead of tactically.

At Managepoint, we are the leader in outsourced human resources.  We do more than payroll and benefits (although we do those very well), we do training and administration and can help your company think more strategically, and at a lower cost than you can do it yourself.  Call us today to learn how we can make your company more successful.

The Patient Protection and Affordable Care Act (PPACA) goes into effect at the end of this year.  This sweeping healthcare reform will have large ramifications for small businesses.  Companies with fewer than 50 employees do not have to take part in the PPACA, but do have to inform their employees about the Act.  The Act provides “affordable” insurance to all.  Those working within a company with fewer than 50 employees will have options based on workers age, geography and smoking history as opposed to being based on employee’s medical history.  Employees and individuals will be able to buy from state run “exchanges”, offering many different types of coverage’s.

Companies with more than 50 employees will have to provide affordable healthcare coverage that meets certain standards, or be subject to fines.  Companies will have to make a decision on how they handle the PPACA.  Whether they will hire more full time employees, part time employees or even reduce their staff.  Some companies are not even sure where to start.  Regardless of where your company is currently, some preliminary planning still must be done.  The Hartford has suggested the following for companies to plan for the changes:

1)      Updating your employee manual to include information on the ACA, based on your company size.  It will be important for companies close to the 50 employee cut line to pay attention to employee count and ramifications of crossing over 50.

2)      Plan seminars for employees and managers so that everyone is educated on the Act

3)      Full time verses part time employees make a difference in the Act.  Now is a good time to consider employee classifications.

4)      The Department of Labor has released new information pertaining to Family and Medical Leave Act.  It is imperative that your company is in compliance.

5)      Give serious consideration to hiring a third party human resources company to do your payroll, benefits and training.  WE HIGHLY RECOMMEND THIS!!

You can read more from the Hartford here. 

There is going to be a great deal of confusion and misunderstanding moving forward in regards to the PPACA.  Managepoint will help you through the clutter to give you the best coverage you can get and to keep you in compliance.  Call us today to learn more about how we can help your company with the PPACA, Payroll, Benefits, Training and Human Resources Administration.

In businesses today, every facet of the company has to be moving in the same direction in order for the company to be successful.  Traditionally, Human Resources was not included in the direction of a company.  They did payroll, benefits, scheduled interviews and helped with terminations.  If that is what your HR department does today, you need to keep reading, and then call us.

What your HR department should be doing is being your partner.  Whether your HR department is internal, or outsourced to someone like us, it has to be your partner.  According to Tim Sackett in tlnt.com, there are five things that make a great HR partner.  Each of these are extremely important to the health and well being and growth of your company.

A great HR Partner knows your business.  Not just business, but your business.

A HR Partner isn’t afraid to try new things.

A great HR Partner will allow risks to be taken.  It is HR’s job to point out risk, not eliminate it.

HR Partners don’t pass the blame.  They share responsibility.

And finally, great HR Partners take initiative.  They don’t sit around waiting for direction.

Managepoint helps hundreds of companies as their HR department, and as their HR Partner.  We do payroll, benefits, training and administration.  We are helping our clients move their business forward by being innovators, always searching for new ways to help our clients get the most out of their biggest investment…their people.  Call us today to find out how Managepoint can help you.

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.

Contact Us

Address: 9119 Otis Avenue Indianapolis, IN 46216
Phone: 317.377.3100
Fax: 317.543.2020

Find Us On:

Contact Form

Your Name (required)

Your Email (required)

Company Name

Your Message