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.

How to Choose Between HR Outsourcing Companies, Consultants, or Software Solutions

Many business owners who know they want to outsource some or all of their human resources operations struggle to choose from the abundance of options, from HR outsourcing to human resources consultants to software solutions. The move to outsourcing is a significant investment, and it’s essential to get it right. This article will review the options and the value of HR outsourcing companies for small business or non-profit enterprises, plus some tips to get you started.

HR Outsourcing Options for Small Businesses

Sometimes, your business needs a trusted partner to ensure that your human resources run accurately and efficiently. Small businesses often work with outside consultants to cover the following:

• Processing payroll, including tracking time and attendance, withholding taxes, and managing PTO.
• Ensuring compliance with all human resources regulations and laws.
• Benefits enrollment, including 401(k) administration and COBRA administration.
• Workers’ compensation.
• Recruiting and onboarding new hires.
• Training, professional development, and performance management.
• Enhancing employee engagement.

The options include:

Staffing companies provide staff to fill in the gaps in the labor pool. Small businesses often engage staffing services for short-term needs such as filling a vacancy, covering for a key employee on medical leave, or meeting short-term seasonal needs like summer tourism. Some staffing companies also provide long-term solutions like filling a labor market gap. In these situations, the staffing company makes the hire and pays all benefits. The employee is not an employee of your organization.

Staffing HR outsourcing companies for small business are best for filling short-term vacancies where retention and knowledge management are not issues.

A professional employer organization (PEO) is a long-term co-employer relationship. Your business retains the control of the employee for hiring, scheduling, training, and performance management. But the PEO is the employer of record for tax purposes. They handle all of the paperwork, withholding, and verification requirements. They also administer benefits and provide human resources software solutions. Because they are a partner to your business, they also are an excellent resource for consulting.

PEOs are best for small businesses looking for an affordable partnership that allows them to bring world-class human resources management and benefits to their organization at a fraction of the cost.

Administrative services organizations (ASOs) offer many of the same services as PEOs but do not become the employer of record. Employees receive benefits through the small business.

ASOs are suitable for small businesses that want to ensure that all administrative details run smoothly but do not want to enter a co-employment relationship.

Human Resources Information Systems (HRIS) are Software as a Solution (SaaS) packages that provide the system for managing your business’s HR needs. Employees, managers, and HR staff log into the system, and the system often offers operational efficiencies from optimized workflows. The employees are your employees in every way, and you are responsible for hiring, training, benefits enrollment, and compliance. It would be best if you had a trained professional human resources team at your business.

A Software as a Solution package is best for small businesses that have a highly skilled human resources team in place and are looking to streamline operations and HR workflows.

Human Resources Consultants are high-level experts in human resources. A small business will often bring them in for specialized projects. They can help your internal human resources staff develop skills. They can advise on operations and strategy because they keep their eyes on the regulatory landscape. They also can be of great value during complex and contentious HR issues or when a business needs to develop and implement corrective action plans due to in-house compliance issues.

Human Resources Consultants are best to meet short-term needs that require a high level of expertise. They often charge by the project or hourly.

Contact Us Today

Whatever the nature of your business, TANDIUM Corporation can customize a Human Resources, Payroll, and Benefits program to support your needs. With innovative technology, a knowledgeable staff, and personalized attention, TANDIUM Corporation can help you sort through the different options from SaaS to HR outsourcing companies for small business, and identify the solution that works for you. TANDIUM Corporation serves the Human Resources, Payroll, and Benefits needs of small and medium-sized businesses and non-profit organizations.

Contact us today to schedule a free initial consultation.

Outsourcing Small Business HR Services to a PEO

Small business HR services are more critical than ever. According to the Small Business Administration, the United States is in a small business boom, with 10.5 million new small business applications in 2020 and 2021.

Small businesses are a vibrant and impactful part of our economy. They can create specialized services and products to meet niche needs, stay nimble and respond to changing opportunities and threats. Close contact with customers and the contagious passion of the business owner contributes to the success.

Each year, more successful small businesses leap from nonemployer sole proprietors to employers. With that hire of a first employee, along comes a whole cadre of human resources laws and regulations. As your business continues to add employees, human resources become more complex. Many small business owners find that they spend most of their time on human resources and benefits. And they don’t like it.

Outsourcing small business HR services to a Professional Employer Organization (PEO) can help small business owners return to the focus of their mission. PEOs are the top level of human resources outsourcing. The structure of the PEO relationship is one factor that contributes to its success. The small business and the PEO become co-employers. The small business hires, manages, trains, and rewards its employees, while the PEO is the employer of record. They are responsible for all payroll, benefits, and compliance. They ensure that all requirements are met, from hiring to retirement and everything in between. Because they work with other small businesses, they can leverage their buying power to give your employees world-class benefits at a competitive cost. Your PEO manages all the HR paperwork and processes so that you and your team can focus on your business.

Small business owners who contract with PEOs are often delighted with this arrangement. These businesses grow 7 to 9 percent faster, have 10 to 14 percent lower employee turnover, and are 50 percent less likely to go out of business than their peers who go it alone.

Why Might Small Businesses Need to Outsource Human Resources?

For small businesses, there are many benefits to outsourcing Human Resources to a PEO. Here are a few circumstances where a small business should consider a PEO.

• Your business needs to hire talent from all over the country or globally. Compliance requirements vary from state to state and country to country. The risks of noncompliance include heavy penalties that could bankrupt a small business. Staying abreast of the requirements is a considerable investment in time and talent. By outsourcing to a PEO, you can ensure that you meet the requirements wherever your talent pool resides.
• You know that other companies can offer more attractive health, retirement, and other benefits at a lower cost. You could benefit from a PEO if the management and expenditure of fringe benefits are high for your small business, and yet you are not in a competitive position for recruiting and retaining talent.
• Your business has experienced turnover in your HR team, and you are concerned about business continuity and knowledge management.
• Your business is experiencing high turnover.
• You and your management team are spending too much of your time attending to human resources needs, pulling the focus away from your core business activities. This obligation impacts your ability to grow your business and deliver value to your customers.
• You are in a growth cycle, and it’s time to re-evaluate your organizational structure and get the most value for your business.

Contact Us Today

Are you ready to find out if outsourcing with a PEO is right for your small business?

With innovative technology, a knowledgeable staff, and personalized attention, TANDIUM Corporation can help you take your small business to the next level. TANDIUM Corporation serves the Human Resources, Payroll, and Benefits needs of small and medium-sized businesses and non-profit organizations.

Contact us today to schedule a free initial consultation if you are ready to learn more about how a PEO can help your business thrive.

What Is Strategic Human Capital Management?

Your employees are your best investment. They are your partners in achieving your business goals. Outdated human resources approaches can impact performance and leave employees stagnating and create obstacles to goal attainment. Strategic Human Capital Management (HCM) is an innovative approach to managing and developing your workforce. With strategic human capital management, your human resources plan and your strategic business plan are aligned.

With HCM, your business will analyze, forecast, and plan out its future staffing needs and assess your teams’ current skills. Using the data of your current team as a baseline, you identify the skills needed to meet your business growth goals. Most organizations will identify skill gaps. With HCM, you establish clear, measurable targets that tie organizational milestones to individual employee performance.

 

Steps to Creating an Effective HCM System in the New Year

Employees and supervisors are empowered in this data-driven process and your business is positioned for growth. The key to strategic capital management is to understand the skills and experience of the roster of your existing employees and to identify the gaps. Here are some steps you can take in the new year to implement an HCM system in your organization.

• Create employee profiles and align them with your organizational chart and position. Many human resources information systems (HRIS) can provide you with most of the details. Also, engage with supervisors and managers to find out what’s not in the system. Your management team knows who to go to when a job has tight deadlines and who is willing to tackle new tasks with enthusiasm even if it means stepping out of their comfort zone. This information doesn’t always make its way into your HRIS, but these are important soft skills to know about.
• Map out your vision for growth and understand what the talent requirements are to meet that growth. Align your human capital plan with your organization’s strategic plan in a workforce demand forecast. Assess your current team. Do you have adequate resources (staff numbers) to meet your business goals? Do your employees have the skill sets and training they need to meet the requirements? Make sure your job descriptions and human resources planning documents capture the required skill sets, education, and staffing levels.
• Match your workforce with your workforce demand forecast. Where gaps exist, explore multiple approaches to closing those gaps. Is there the opportunity to train and or develop staff to develop the required skills? Are your salaries and benefits packages competitive and will bring in the talent you are looking for?
• Ensure that you are advertising for the positions you truly need. Rework job descriptions and ads. Consider targeted strategies to identify the right fit for vacancies. More candidates are not necessarily better. Professional membership organizations can sometimes draw in highly specialized talent. Make sure that you use technology to support your recruitment efforts. AI-assisted candidate screening can reduce the drudgery of sorting through resumes and applications for candidates that do not have the necessary skills.
• Performance management software should include key human capital management indicators so that you and your leadership team can track progress toward meeting your human capital plan targets.
• Implement programs to reward, develop and retain your best employees.
• Once your HCM plan is in place, remember it is a living document. You will be monitoring the metrics and progress against your plan. You will continue external scanning. And if the unexpected comes up, you will have an excellent foundation to make adjustments to your plan whether it be training existing staff, hiring more employees, or shifting to a different employment model.

A Human Capital Management system has the potential to both improve your current operations and set the foundation for meeting your future business goals.

 

Contact Us Today

TANDIUM is your partner in employment. With innovative technology, a knowledgeable staff, and personalized attention, TANDIUM Corporation can help you determine if a Human Capital Management system is right for your business. TANDIUM Corporation specializes in serving the Human Resources, Payroll, and Benefits needs of small and medium-sized businesses and non-profit organizations. Contact us today to schedule a free initial consultation.

Looking Ahead: Human Capital Management Strategies to Implement in 2023

Human Capital Management (HCM) Strategies are an approach to strategically recruiting, planning, assessing, and developing your employees to meet business objectives. With HCM, business strategy is not separate from human resources. In organizations that have implemented a Human Capital Management approach, your human resources team is at the table.

Just like all aspects of strategic planning, assessing the current state of your business with an in-depth look at strengths, weaknesses, opportunities, and threats is required. With HCM, your organization identifies the key performance indicators (KPI) that establish both your current baseline for your workforce and what your workforce will look like when you meet your long-term goals.

The emphasis is on a workforce that has the skills and experience that your business needs. When you have the right people in the right jobs with the skills and focus required to move toward your business objectives, your company is positioned for growth and success.

 

Refine Your Approach to Looking After Your People

Human Capital Management takes the long view on employees, from recruitment to retirement. For many organizations, employees are their biggest asset. They are responsible for delivering the goods or services that make your company a success. With HCM, developing and managing your employees is the key to your business’s growth. With HCM, you figure out where you want to go and make sure you have the team that will take you there.

Human Capital Management strategies are not only good for organizations, but they are also beneficial for employees. They provide employees with a road map of where the company is headed. Since these companies often invest in the development of staff, employees can see a future with the company.

You and your management team may need to rethink your approach to managing and developing employees. Organizations that are developing their workforce for the future, must look at long-term retention strategies. When you are investing in the development of your workforce, you want to make sure that you have a healthy, engaging culture and competitive benefits. If there are issues with culture, wage, or benefits, make sure to address these issues early on. It would be counterproductive to invest in the development of employees only to have a high turnover.

Because human capital management is data-driven, you will want to make sure that your Human Resources Information System can provide you with the meaningful key performance indicators that you will be tracking. You may need to invest in training your managers and human resources team on how to use analytics to understand the progress against your human capital plan.

Companies may need to look at the information flow and representation of different departments in strategic and operational planning. With Human Capital Management, HR plays an important role in the planning of business growth rather than a supportive role after the plan is completed.

Like all good strategic planning, human capital planning requires a clear understanding of what is happing outside of your organization as well as internally. You will want to have information on current trends in your industry, the current state of the labor market, and forecasts. For some businesses, this process of external scanning will be new.

Companies that embrace Human Capital Management have an edge in achieving strategic business goals. This people-centered approach to management highlights the value of your employees.

 

Contact Us Today

With innovative technology, a knowledgeable staff, and personalized attention, TANDIUM Corporation can help you take the steps to implement Strategic Human Capital Management. TANDIUM Corporation specializes in serving the Human Resources, Payroll, and Benefits needs of small and medium-sized businesses and non-profit organizations.

If you are ready to find out more about implementing Human Capital Management at your business, contact us today to schedule a free initial consultation.