Human Resource Management: Tips for Engaging with Different Work Styles

In today’s diverse and dynamic workplace, effective human resource management involves understanding and engaging with employees with different work styles. Human resource (HR) professionals can foster a harmonious and productive work environment by recognizing and appreciating these numerous styles. In this article, we will explore tips for engaging with different work styles and managing your employees’ varied approaches to work.

Managing Your Employees’ Different Work Styles

1. Recognize and Embrace Diversity: Embrace the diversity of work styles within your team. Recognize that each employee brings unique strengths, preferences, and ways of approaching tasks. Appreciating these differences contributes to a more inclusive and productive workplace.
2. Flexibility in Work Environment: Provide a flexible work environment when you can. Some employees may thrive in quiet, independent settings, while others prefer collaboration and social interaction. Accommodating these preferences whenever possible can enhance employee satisfaction and productivity.
3. Effective Communication: Communication is critical when managing different work styles. Adjust your communication approach to meet the needs of each employee. Some may prefer face-to-face meetings, while others may prefer written communication. Adapt your style to ensure clarity and understanding among team members.
4. Individualized Approach: Adopt an individualized approach to managing your employees’ work styles. Understand their strengths, preferences, and motivations, and tailor your management strategies accordingly. Offer support, resources, and guidance to help employees thrive based on their unique work style.
5. Encourage Collaboration: Foster a collaborative work environment where employees with different work styles can collaborate. Encourage teamwork and provide opportunities for cross-functional collaboration. You can promote innovation, problem-solving, and a sense of shared purpose by leveraging diverse perspectives.
6. Provide Clear Expectations: Communicate your expectations and set achievable goals for each employee. Be specific about desired outcomes, deadlines, and performance standards. By providing clarity, you can ensure that employees with different work styles understand your expectations and can deliver accordingly.
7. Flexibility in Task Assignment: Assign tasks to accommodate different work styles. Capitalize on each employee’s strengths and preferences when distributing assignments. This personalization boosts productivity and allows employees to contribute their best work in areas where they excel.
8. Continuous Feedback and Recognition: Provide regular feedback and recognition. Offer constructive feedback to help them improve and develop their skills. Recognize and acknowledge their contributions to help foster a positive and motivating work environment.
9. Promote Learning and Development: Encourage employees to enhance their skills and knowledge through learning and development opportunities. Offer training programs that cater to different work styles, allowing employees to grow and expand their abilities. This investment in their professional development benefits both the individuals and the organization.
10. Lead by Example: Lead by example in embracing and respecting different work styles. Demonstrate adaptability, open-mindedness, and inclusivity in your work style and interactions. By modeling these behaviors, you set a positive tone and encourage others to do the same.

Conclusion

Engaging with different work styles is crucial to effective human resource management. By recognizing and embracing diversity, providing a flexible work environment, promoting effective communication, adopting an individualized approach, encouraging collaboration, setting clear expectations, offering flexibility in task assignments, providing continuous feedback and recognition, promoting learning and development, and leading by example, HR professionals can successfully manage employees’ different work styles and create a thriving and cohesive team. Do you need assistance with human resources management? Reach out to us today.

PEO Cost Savings to Consider

As businesses strive to streamline operations and optimize resources, many turn to Professional Employer Organizations (PEOs) to handle their human resources needs. PEOs provide various services, including payroll administration, employee benefits management, compliance assistance, and risk management. One of the key advantages of partnering with a PEO is the potential for cost savings. This article will explore essential cost savings when outsourcing your human resources functions to a PEO.

Crucial Cost Savings when Outsourcing Human Resources

When you outsource your human resources functions to a PEO like TANDIUM, you can unlock several cost-saving opportunities that positively impact your bottom line. Let’s take a closer look at some of these:

1. Calendar Space: By entrusting your HR tasks to a PEO, you can free up valuable calendar space for your internal team. Instead of dedicating time and resources to administrative HR functions, your employees can focus on core business activities, boosting productivity and efficiency.
2. Energy: HR functions require considerable energy and attention to detail. You can redirect your energy toward strategic initiatives and business growth by outsourcing these tasks. This renewed focus can lead to improved innovation, increased competitiveness, and, ultimately, higher revenue generation.
3. Onboarding Time and Resources: Onboarding new employees can be time-consuming and resource intensive. A PEO can simplify the onboarding process by completing paperwork, benefits enrollment, and setting payroll. This support saves you time and resources while ensuring a smooth transition for new hires.
4. Employee Coaching – Employee Relations: Strong employee relations are necessary for a positive work environment and employee satisfaction. PEOs offer valuable expertise in employee coaching and relationship management. Their experience handling various HR issues can help prevent conflicts, reduce turnover, and create a harmonious work culture, resulting in cost savings for hiring and training new employees.
5. HR Adherence: Staying compliant with ever-changing HR laws and regulations is a complex and ongoing challenge. Non-compliance can lead to hefty fines and legal complications. When you partner with a PEO, they assume a shared responsibility for HR compliance, staying up-to-date with the latest regulations and ensuring adherence. This service helps mitigate the risk of penalties and legal fees, resulting in substantial cost savings.
6. Mental Health: Experts increasingly recognize employee mental health as critical to workplace productivity and overall organizational success. PEOs often provide access to employee assistance programs (EAPs) that offer counseling, mental health support, and resources. By promoting employee well-being and addressing mental health concerns, PEOs can contribute to higher employee retention rates, reduced absenteeism, and improved productivity.

In addition to these specific cost savings, partnering with a PEO also brings the benefit of economies of scale. PEOs serve multiple clients, allowing them to negotiate better rates for employee benefits, insurance, and other HR-related services. These savings are passed on to you, helping you achieve cost efficiencies that may not be attainable on your own.

Conclusion

Outsourcing your human resources functions to a PEO can result in important cost savings for your business. From freeing up calendar space and redirecting energy to streamlining onboarding processes and accessing expert HR support, the advantages of partnering with a PEO like TANDIUM are evident. By leveraging the expertise and resources of a PEO, you can optimize your HR operations, reduce costs, and focus on driving your business forward. Learn more today.

How to Avoid Low Morale at Work

Low morale in the workplace can have a detrimental impact on both individuals and the overall productivity of an organization. Employees experiencing low morale may become disengaged and less motivated, and their job satisfaction may decline. TANDIUM Corporation understands the significance of maintaining high confidence within a workforce and offers valuable insights and strategies to avoid low morale at work.

6 Tips For Preventing Low Employee Morale

1. Foster a Positive Work Environment: Creating a positive work environment is crucial. Encourage open communication, collaboration, and respect among team members. Promote a culture of appreciation and recognition for individual and team achievements. Employees who feel valued and supported are likelier to remain engaged.
2. Provide Opportunities for Growth and Development: Employees are more likely to be engaged when they feel their professional growth and development are supported. Offer training programs, workshops, and opportunities for skill enhancement. Invest in employees’ career progression by providing mentorship programs and encouraging them to take on new challenges. Employees who see a clear path to advancement are motivated to perform at their best.
3. Establish Clear Expectations: Ambiguity and confusion about roles, responsibilities, and expectations can lead to low morale. Ensure that employees clearly understand their roles and what the employer expects. Set realistic goals and provide regular feedback to keep employees on track. Clear communication about performance expectations helps employees feel confident in their work and reduces frustration.
4. Promote Maintaining a Balanced Schedule: Encourage employees to take breaks, use vacation time, and prioritize self-care. Flexible work arrangements, such as remote work or flexible hours, can improve work-life balance. Employees who feel supported in managing their personal lives are more likely to feel satisfied and engaged at work.

1. Encourage Employee Feedback and Involvement: Empowering employees to share their ideas, concerns, and suggestions is vital for maintaining high morale. Establish channels for open feedback, such as suggestion boxes, regular team meetings, or anonymous surveys. Actively listen to employee feedback and involve them in decision-making processes whenever possible. When employees feel heard, and their opinions are valued, they are more likely to have a sense of ownership and higher morale.
2. Address Conflict and Concerns Promptly: Unresolved conflicts and concerns can significantly impact employee morale. Encourage open and respectful communication to address disputes and concerns promptly. Provide conflict resolution training for managers and employees. Implement a fair and transparent grievance procedure to ensure employee concerns are taken seriously and resolved promptly. Addressing issues early on can prevent them from escalating and negatively affecting morale.

Conclusion

Low employee morale can have far-reaching consequences for both individuals and organizations. TANDIUM Corporation recognizes the importance of maintaining high morale. Remember, a positive and motivated workforce is the foundation for long-term success.

Reach out to us today to learn more about how we can assist with your Human Resources, Payroll, and Benefits needs, so you can focus more on maintaining a positive work culture.

Tips for Avoiding Employee Burnout

Employee burnout is growing in today’s fast-paced and demanding work environments. As companies strive for increased productivity and efficiency, it is essential to prioritize the well-being of employees. TANDIUM Corporation recognizes the importance of addressing this issue and offers valuable tips for avoiding employee burnout.

Be Mindful of 5 Key Burnout Signs

Recognizing the signs of burnout is crucial for both employees and employers. Identifying these signs early on can help prevent further deterioration of employees’ well-being and productivity. Here are some key burnout signs to be mindful of:

1. Chronic Exhaustion: Constant feelings of exhaustion, both physically and emotionally, are common signs of burnout. Employees who seem consistently drained and lack the energy to perform their tasks may indicate burnout.
2. Decreased Motivation: A noticeable decline in motivation and enthusiasm for work can be a sign of burnout. When employees lose interest in their job and struggle to find meaning in their work, it’s essential to address the underlying causes.
3. Increased Irritability: Burnout can lead to heightened levels of frustration and irritability. Employees may become more short-tempered, easily agitated, or display signs of impatience. These mood changes can impact team dynamics and overall workplace morale.
4. Reduced Productivity: When employees feel overwhelmed and emotionally drained, their ability to focus and complete tasks efficiently is compromised. A noticeable decline in output and missed deadlines may indicate burnout.
5. Physical Symptoms: Burnout can manifest in various physical symptoms, such as headaches, insomnia, muscle tension, and frequent illness. Pay attention to employees who frequently report these symptoms.

Now that we understand the signs of burnout, let’s explore some practical strategies to avoid it:

1. Encourage Work-Life Balance: Employees should prioritize their personal lives and take regular breaks. Flexible work arrangements and vacation policies can help employees recharge and avoid burnout.
2. Foster a Supportive Work Culture: Create a work environment that promotes open communication, collaboration, and support among colleagues. Encourage employees to share their concerns and provide avenues for seeking help, such as mentoring or employee assistance programs.
3. Set Realistic Expectations: Unrealistic workloads and expectations can contribute to burnout. Ensure that employees have manageable workloads and clearly defined goals. Regularly review and adjust workload distribution to prevent excessive stress on individuals.
4. Provide Professional Development Opportunities: Offering opportunities for growth and development can help employees feel engaged and motivated. Invest in training programs, workshops, and conferences that align with employees’ interests and career goals.
5. Encourage Self-Care: Educate employees about self-care and stress management techniques. Promote exercise, meditation, and hobbies to help employees relax and recharge outside of work.
6. Recognize and Reward Achievements: Acknowledge employees’ hard work and accomplishments regularly. Recognize their contributions and celebrate milestones. Feeling valued and appreciated boosts morale and reduces the risk of burnout.
7. Lead by Example: Managers and leaders are critical in preventing burnout. Set an example by maintaining a healthy work-life balance, practicing self-care, and prioritizing employee well-being. Encourage open dialogue about burnout and provide resources for support.

Conclusion

Avoiding employee burnout is a pressing issue that can have severe consequences for individuals and organizations. Companies can create a healthier and more supportive work environment by being mindful of key burnout signs and implementing effective strategies.

Reach out to us today to learn more about how we can assist with your Human Resources, Payroll, and Benefits needs, so you can focus more on fostering an encouraging and healthy work culture.

Mastering Remote Team Leadership: Strategies for Success in the Modern Workplace

Many firms seek innovative solutions and tips for leading a remote team while fostering human connection. Effective leaders know how to create relationships with employees that are mutually beneficial and successful. A growing consensus is that the modern workplace flourishes when there is a shift from older management styles toward a new leadership style. According to McKinsey, modern leaders:

1. Can communicate vision, purpose, and impact.
2. Move beyond planning to create new levels of value.
3. Are catalysts for collaboration and foster communication and transparency.
4. Move from control to coaching in an environment of continuous learning.
5. Demonstrate high levels of empathy and engage on an authentic level.

In an onsite workplace, connections and trust are built, in part, by access and proximity. We work together, meet for lunch, pop in for a quick answer to our question, or sit down for a deeper discussion. This kind of connection and intimacy is made easier by physical presence. Remote workplaces present challenges in building trust and effective collaboration, but these challenges are not insurmountable. In fact, with intentionality, many remote and hybrid teams are thriving.

Leading and Managing Remote Teams: Insights from HR and Leadership Experts

During the COVID-19 Pandemic, Barbara Larson, Susan Vroman, and Erin Makarius looked closely at remote workers’ challenges. They recommended strategies to address these challenges, such as difficulty accessing information, lack of supervision, and loneliness. They published their findings in Harvard Business Review. While there have been innovations in cloud-based platforms for sharing knowledge and resources, the authors’ tips on good leadership practices that keep people connected are essential. One of the widely adopted effective practices is planned daily contact. They also recommended setting clear expectations and multiple communication channels.

Simon Sinek, a leadership expert who shares insights on the value of trust and relationships in the workplace, emphasizes connection. He shares that belief is integral in leadership, and that building trust in a remote workspace must be intentional. In this YouTube video, he shares practices that can build human connection. He recommends leaders carve out time for employees to connect personally before jumping onto the business agenda. Trust is reinforced by sharing and listening to what is going on in each other’s lives. Leaders should also encourage team members to work communally on independent projects while connected to Zoom. This approach replicates the experience of shared office space. A bonded team will have frequent check-ins. He also shares that one surprising change can make a big difference in intimacy: making phone calls for deeper connections.

Shelby Wolpa shares insights on better work-life integration and authenticity as leaders and workers invite each other into their homes. One strategy she employed at InVision was a deliberate effort to seek out empathic leaders in the recruitment process. She feels remote work can foster deep personal bonds as people see the real you, not your work persona.

While there is a strong consensus that an empathic and authentic leadership style is essential to build trust, all the experts agree that solid processes are also crucial. The team must clearly define goals, and each employee must know their roles, responsibilities, and performance targets. They must understand how their work supports shared goals. Resources to do the work must be readily available. With effective leaders, employee engagement and effectiveness are at their absolute best in this environment.

Contact Us Today

With over 30 years of experience, TANDIUM Corporation specializes in serving the Human Resources, Payroll, and Benefits needs of small and medium-sized businesses and non-profit organizations.

We offer many HR services and can customize a Human Resources, Payroll, and Benefits program to support your needs. Contact us today to schedule a free initial consultation.

Effective Strategies for Onboarding Employees Remotely

Remote work is growing, incentivizing firms to think strategically about how to onboard an employee remotely. Human resources professionals have been agile in developing processes to hire, retain, train, and support employees, whether onsite, remote, or in a hybrid position.

As of 2022, 26% of employees work remotely at least some of the time—and experts predict that 36.2 million American employees will work remotely by 2025. Small and medium-sized companies benefit from drawing from a pool of remote workers, reducing the need for expensive office space and relocation expenses. Remote recruiting allows employers to cast a wide net, finding talent in different geographical areas than the human resources team. Recruiters can successfully identify, screen, interview, and hire candidates without them ever stepping into a corporate office.

The COVID pandemic transformed human resources operations, producing innovations vital for successfully recruiting remote employees. Human resources professionals have adapted well to the technologies and platforms to recruit and hire new employees.

Effective onboarding for remote employees requires some modifications to the traditional onboarding process. Here are a few strategies for how to onboard an employee remotely and successfully integrating your new hires into the company.

Remote Employee Onboarding Tips

1. Have onboarding on your mind when you post the vacancy. In a sense, onboarding starts with the job announcement. Work with hiring managers to describe the job responsibilities and share the culture and values of the organization and department.
2. Provide a pre-onboarding checklist for new hires containing information on the technology needed to start their job. This resource will ensure new hires are ready to start onboarding.
3. Design a consistent onboarding process. Optimizing your onboarding workflow ensures your HR team and new hires follow the best practices and that new hires have what they need.
4. Make sure to maximize the use of your human resources information systems, allowing employees to complete routine essential paperwork independently and at their own pace. Firms often build onboarding workflows into HRIS platforms to allow for benefit enrollment, tax paperwork, and more. These workflows are streamlined and organized.
5. Design your remote employee onboarding process to prevent Zoom fatigue. Research shows that at around 20 minutes of passive viewing, attention decreases. Design the onboarding program to include active tasks as well as passive viewing.
6. Design engaging onboarding content that defines your company culture and values. Video content sharing stories from other employees can be a compelling means to help employees align with your company’s culture, mission, vision, and goals.
7. Schedule meetings with managers and coworkers early and often during the onboarding process to facilitate connections between new hires and the team that they will be working with.
8. Consider providing each new hire with a mentor on their team. Mentorship provides valuable one-on-one time with a colleague. It is an effective way to establish connections between the new employee and the team. When employees have a go-to person they trust, they can get guidance on questions they would not bring up to supervisors or human resources.
9. Think big picture. Onboarding isn’t a one-day meeting with human resources. Onboarding is a process that includes the employee, human resources, and the team that they are joining.

Contact Us Today

With over 30 years of experience, TANDIUM Corporation specializes in serving the Human Resources, Payroll, and Benefits needs of small and medium-sized businesses and non-profit organizations.

We offer many HR services and can customize a Human Resources, Payroll, and Benefits program to support your needs. Contact us today to schedule a free initial consultation.

What Makes an HR Outsourcing Company Great?

Finding the best HR outsourcing companies can be challenging when there are so many options. A quick internet search will bring up thousands of options, from HR and payroll software as a service (SaaS) platforms to payroll and benefits administration to full-service professional employer organizations (PEO). The companies offering these services range from large-scale multinational corporations with name recognition to small sole proprietors, independent contractors, and everything in between.

Contracting with an HR outsourcing company is a big step. It can give your company the competitive advantage to recruit and retain the most talented employees. It can reduce the risks of noncompliance in the ever-changing federal and state regulatory landscape, where errors can result in hefty fines, lawsuits, and loss of reputation. The most significant advantage is that outsourcing can free up your organization so that you and your employees can focus on the core business that makes your company great.

The best Human Resources organizations will strengthen your company and reduce your risks. Finding the right partner is essential. Fortunately, there are some telltale signs of what to look for in the best Human Resources outsourcing companies. Look for these markers of excellence.

8 Characteristics of the Best HR Outsourcing Companies

1. Look for experience. The best HR companies have a team of experienced Human Resources professionals equipped to meet your general and specialized Human Resources needs.
2. Find a partner with expertise and a commitment to staying on top of changing laws, employment trends, and even the unexpected. The best Human Resources professionals are well-trained in the field and stay informed. Their expertise keeps your business agile and ready to respond to trends and emerging needs – like the Covid-19 pandemic.
3. Look for a diverse set of services. Every business is unique. One type of service does not fit all. The best Human Resources outsourcing companies have a flexible suite of offerings, from payroll processing to ASO and PEO services, to strategic Human Resources consulting. With diverse services, your HR outsourcing partner can tailor the services to meet your company’s current and future needs.
4. Find a well-managed company that has passed the test of time. Labor markets and trends shift through time. When entrusting your most critical resource, your employees, to another business, you must know that your partner will be there through the easy and challenging times.
5. Reputation is important. Look for an HR outsourcing company that is willing to share testimonials and provide references for clients in similar industries. If their businesses are thriving and they have positive things to say about the partnership, that’s a great sign that you have found a top-notch HR outsourcing company.
6. Select an HR outsourcing company with experience in your region. In addition to federal requirements, there are local and state regulations. Health insurance offerings vary from state to state. Local expertise is essential.
7. Look for an outsourcing company that is big enough to leverage economy-of-scale savings for you in HRIS systems, training programs, and benefits. This capability allows you to access state-of-the-art systems and world-class benefits at a saving.
8. Ensure the HR outsourcing company provides you and your employees with personalized attention. Human Resources is all about relationships. Employee satisfaction increases when they know they can contact a friendly professional.

Contact Us Today

TANDIUM Corporation specializes in serving the Human Resources, Payroll, and Benefits needs of small and medium-sized businesses and non-profit organizations.

We offer various HR services and can customize a Human Resources, Payroll, and Benefits program to support your needs. Contact us today to schedule a free initial consultation.

Six Advantages of HR Outsourcing

There are many benefits of HR outsourcing for small and medium-sized businesses. Human resources outsourcing can include outsourcing functions such as payroll, calling in a specialist for a specific project or issue, or working with a professional employer organization (PEO).

On the one hand, HR outsourcing can allow small businesses to compete with much larger organizations for talent. On the other, it can protect them from risks.

Human Resources is a complex and specialized field that requires a wide range of skills, talent, and expertise. Too often, small businesses must break up these essential functions and embed them in the jobs of managers and executives. Everything can seem like it’s running fine until regulation changes, noncompliance, or growth stops your business in its tracks.

Small and medium-sized businesses that outsource their human resources operations often perform better than those choosing a 100 percent in-house HR solution.

According to the National Association of Professional Employer Organizations (NAPEO), businesses that partner with a PEO are fifty percent less likely to go out of business. In this article, we will explore why HR outsourcing may be so advantageous to a small business.

Reasons Why Outsourcing HR Functions Strengthens Your Business

HR outsourcing gives your business access to HR experts. Some small businesses are fortunate enough to have designated staff. Others have spread HR tasks and functions to their back office, managers, and supervisors. Even with a designated HR staff, small businesses usually rely on generalists that handle every aspect of human resources, from recruiting potential candidates, hiring and onboarding, benefits enrollment, and payroll processing to ensuring compliance with all federal, state, and local requirements. Each of these different Human Resources functions requires competencies: excellent communication, technical expertise, deep knowledge of labor laws and regulations, data analysis, and attention to detail. The list goes on. When you outsource human resources, you have access to HR professionals who are specialists with deep knowledge and a passion for excellence in human resources.

With the support of HR professionals, your business can respond to the unexpected. Even small companies with HR teams can find they are stretched beyond capacity when the unexpected arises. When the Covid-19 pandemic hit, small businesses that outsourced human resources found they could better respond to changing demands and regulations than organizations that handled everything in-house. Firms with HR outsourced to PEOs were 58% less likely to close than comparable businesses.

HR outsourcing is scalable and supports business growth. When businesses grow, the in-house human resources team often feels the pinch. When you need more human resources capacity, they are stretched too thin to meet the need. Geographic expansions require knowledge of local regulations and flexible payroll systems for different local withholdings. If you are planning for growth, HR outsourcing makes sense.

Outsourcing human resources reduces risk. Outsourcing human resources shields your business from risk through access to world-class workflows and systems. All companies share the risks that could lead to fines or litigation. Vulnerabilities include wage and hour violations, software security breaches, incomplete background and I9 checks for new hires, harassment and discrimination, termination, and protected leave and accommodation issues. Larger organizations have highly qualified staff and state-of-the-art processes that reduce their risk. Outsourcing human resources brings the risk management strategies of larger organizations to small businesses.

Outsourcing human resources can bring high-quality training to your employees. Many HR service organizations offer training solutions that meet the mandated requirements, build skills, and increase engagement. And Human Resources Specialists can work with you to enhance culture and increase employee satisfaction and engagement.

Outsourcing human resources lets you and your employees focus on your core business. The time freed up by contracting with a human resources organization can be used to innovate to meet emerging needs, expand into other regions, develop employees, and secure funding.

Contact Us Today

TANDIUM Corporation has comprehensive experience meeting the human resource needs of small and medium-sized businesses and nonprofit organizations. We offer PEO, ASO, Payroll, Benefits, and Human Resources for all types of employers. Whatever the nature of your business, we will customize a Human Resources, Payroll, and Benefits program to support your needs.

If HR outsourcing may suit your business, contact us today to schedule a free initial consultation.

PEOs Offer the Ultimate Human Resources Outsourcing Services

Human resources outsourcing services include a dizzying array of options, from turnkey human resources information systems to high-level consulting, Administrative Employer Organizations (AEOs), and Professional Employer Organizations (PEOs). On top of that, each level of service can customize to meet the needs of the individual small business.

Finding the right level of service is essential. Some businesses have a solid HR team but need consulting when planning or unique challenges arise. But for some, outsourcing the majority of human resources operations is the key to success because it lets the business focus on products and services. Professional Employer Organizations offer this ultimate level of human resources service.

What Can a PEO Offer My Business?

In many ways, a PEO operates like the human resources department of a major employer, one that is typically unaffordable for small businesses. That is because a professional employer organization is the employer of record for multiple small businesses. When you contract with a PEO, you manage your employees from an operational perspective, and the PEO handles all the administrative and compliance responsibilities. Because the PEO is working with other small businesses, they can invest in human resources processes and people that would be out of reach for most small businesses.

While the details of your agreement conform to the needs of your business, PEOs typically offer your business the following:

• As the employer of record, the PEO will manage and execute payroll accurately and on time. That includes time tracking, tax filings, and payments for local, state, and federal employment taxes.
• PEOs often offer high-quality and cost-effective medical and dental insurance for your employees. They also allow small businesses to provide retirement savings plans and other employee benefits and perks. They have the buying power of larger companies and bring those savings to your business. Many PEOs have a suite of benefits offerings, so you can customize the benefits package to meet your company’s needs and budget.
• PEOs handle benefits administration, including employee enrollment and claims assistance.
• Businesses working with PEOs can know that documentation is up to speed through HR audits of the employee handbook, policies and procedures, and job descriptions. The PEO can support revisions for clarity and compliance if the audit reveals issues.
• Human Resources specialists at PEOs conduct ongoing reviews of regulations and laws to ensure compliance with labor laws, tax regulations, safety requirements, unemployment insurance, workers’ compensation, new hire reporting, and termination. They bring that information back to their clients with recommendations.
• PEOs onboard new employees, conduct background checks, file immigration reporting, benefits enrollment, and conduct orientation. They ensure appropriate handling of FMLA and other protected leaves.
• They often provide access to online learning management systems that not only meet the requirements of mandated training (i.e., harassment training and HIPAA) but also training that builds hard skills, improves culture and employee engagement, and builds leadership skills.
• PEOs can provide consultants to support diversity, equity, and inclusion initiatives.
• Employees of PEO-supported companies have access to secure human resources information systems, accessible wherever employees work. Employees often have access to designated human resources professionals to answer their questions promptly. This level of service makes employees feel valued and prevents potentially costly errors.
• PEOs can support small businesses with strategic and operational human resources planning to take a business to the next level. Experienced consultants can give insights into modern businesses’ critical issues, such as effective recruitment in a tight labor market, increasing employee engagement and recruitment, planning for business growth, and succession planning.

Contact Us Today

With over 30 years of experience, TANDIUM Corporation specializes in serving the Human Resources, Payroll, and Benefits needs of small and medium-sized businesses and non-profit organizations. With innovative technology, a knowledgeable staff, and personalized attention, TANDIUM is the cost-effective answer for total business support.

If you are ready to find out if working with PEO services is suitable for your organization, contact us today to schedule a free initial consultation.

HR Outsourcing Companies Like PEOs Can Save Your Small Business Time

Your employees are your greatest resource – so why is staff management such a concern for small business owners? Managing human resources takes an outsized portion of resources and budget for many small businesses. The management of employees and compliance requirements also introduces a high level of risk, as fines and settlements can bankrupt a business. And while small businesses are a vibrant and innovative part of the US economy, they often have a challenging time competing with larger companies for employees. That is where HR outsourcing companies can help small businesses compete with larger firms.

Small business HR challenges tie to economies of scale. Corporations can offer employees world-class benefits like health insurance, dental insurance, and retirement savings plans because their size gives them more buying power. They can afford to employ human resources specialists who are highly trained and stay abreast of compliance requirements and federal, state, and local laws and regulations. Large businesses can invest in state-of-the-art Human Resources Information Systems that automate key HR workflows while protecting the data. Trying to stay ahead of the curve, many small business owners find themselves investing a disproportionate amount of time in managing human resources – ultimately taking them away from the core business functions that made them get into business in the first place.

Many business owners have found a solution – working with a Professional Employer Organization. Professional Employer Organizations (PEOs) are special outsourcing arrangements between small businesses and HR firms. In 2020, 173,000 small businesses outsourced their HR to PEOs for a combined workforce of 4 million. That’s more than 15% of all businesses from 1-99 employees. PEOs and small businesses are co-employers that share employer responsibilities in clearly defined ways. PEOs are the employer of record and handle the legal and administrative responsibilities for the small business’s employees. The small business retains management and control of duties and scheduling. This arrangement removes risk and frees the small business’s time.

5 Benefits of Outsourcing Human Resources to a PEO 

1. When a small business outsources human resources to a PEO, it can let go of the time-consuming administrative and compliance tasks and focus on its core business. When business leaders can focus on the core value of their business, customers are more satisfied. Small businesses often experience growth when engaged with a Professional Employer Organization. According to the National Association of Professional Employer Organizations (NAPEO), small businesses using a PEO grow 7-9% faster than comparable businesses. Small businesses that partner with PEOs can offer their employees world-class benefits thanks to the buying power of the PEOs. This levels the playing field, allowing these businesses to compete with large employers for talent.
2. Small businesses and their employees can access state-of-the-art Human Resources Information systems through the PEO. These systems automate workflows, save time, and provide management with meaningful and insightful analytics to allow them to engage better, develop, and retain employees.
3. The owners of small businesses that work with PEOs can experience greater peace of mind knowing that all the administrative and compliance tasks are handled professionally and on time at every stage of the employee cycle, from recruiting, hiring, onboarding, and developing through the end of employment.
4. Small businesses that partner with PEOs have access to highly skilled human resources specialists who know their business and their employees. These professionals can guide firms to meet strategic and operational business goals or problem-solve complex and nuanced human resources issues.

Contact Us Today

With over 30 years of experience, TANDIUM Corporation specializes in serving the Human Resources, Payroll, and Benefits needs of small and medium-sized businesses and non-profit organizations. We’ve seen firsthand how businesses thrive when they can free up the valuable time invested in the time-consuming, day-to-day human resources operations.

If you are ready to find out how a Professional Employer Organization can bring value to your business and your employees, contact us today to schedule a free initial consultation.