#hr and payroll outsourcing services in ca

[cyctems]

The job market is tough, but with the right strategies, you can attract top talent. Our blog provides tips on cultivating a strong employer brand, offering competitive salaries, and fostering a culture of learning. Visit Cyctems to enhance your recruitment process.

[adelitawilliam]

Factors To Consider When Selecting A Payroll Company

Selecting the right payroll company is a crucial decision for small businesses. Outsourcing payroll can streamline operations, enhance compliance, and free up valuable time for business owners to focus on core activities. However, choosing the best payroll company requires careful consideration of several factors to ensure that it meets your business’s specific needs and objectives. Here are some key factors to consider when selecting a payroll company:

Technology and Software Integration: Payroll companies utilize various payroll software and technology platforms to manage payroll processes efficiently. Evaluate the user-friendliness and compatibility of the payroll company’s software with your existing systems and processes. Consider factors such as ease of use, customization options, mobile accessibility, and integration capabilities with accounting software or other HR tools. Choosing a payroll company with intuitive and scalable technology can enhance productivity and streamline data management across your organization.

Compliance Expertise: Compliance with federal, state, and local tax regulations is critical to avoid penalties and legal liabilities. Assess the payroll company’s expertise and track record in ensuring compliance with tax laws, wage regulations, and reporting requirements. Inquire about their knowledge of industry-specific regulations and their approach to staying updated on legislative changes. A reputable payroll company should have dedicated compliance teams, robust internal controls, and regular audits to mitigate compliance risks and keep your business in good standing with regulatory authorities.

Data Security and Confidentiality: Payroll processing involves handling sensitive employee information, making data security and confidentiality paramount concerns. Evaluate the payroll company’s data security measures, including encryption protocols, secure servers, and access controls. Inquire about their compliance with industry standards such as SOC 1 and SOC 2 certifications and their adherence to data protection regulations like GDPR or HIPAA, if applicable. Choose a payroll company with a proven track record of safeguarding client data and maintaining strict confidentiality standards to protect your employees’ privacy and minimize the risk of data breaches.

Customer Support and Service Level Agreements (SLAs): Responsive customer support is essential for resolving issues and addressing inquiries promptly. Evaluate the payroll company’s customer service capabilities, including their availability, response times, and support channels. Inquire about the availability of dedicated account managers or customer support representatives assigned to your account and their expertise in addressing payroll-related queries or concerns. Additionally, review the payroll company’s service level agreements (SLAs) to understand their commitments regarding service uptime, error resolution, and turnaround times for payroll processing.

Cost and Pricing Structure: Cost is a significant consideration when selecting a payroll company, but it’s essential to look beyond the upfront pricing. Evaluate the payroll company’s pricing structure, including any setup fees, monthly subscriptions, or additional charges for extra services or transactions. 

In conclusion, selecting the right payroll service companies in Orange CA requires careful consideration of factors such as services offered, technology integration, compliance expertise, data security, customer support, and pricing. By assessing these factors and aligning them with your business’s needs and objectives, you can choose a payroll company that provides reliable, efficient, and tailored payroll solutions to support your business’s growth and success.

[global-hr-solutions]

Finance and accounting outsource company -Global HR Solution

Finance, Accounts and Taxation Outsource Work

Finance, Accounts and Taxation Outsource Work service is for organizations looking to outsource their complete finance and accounts function to a single partner. Our solution enables seamless delivery of services and excludes the need to have separate labour consultants, tax consultants, CA’s, CS’s and accounting executives. We are able to provide high-quality services at a fraction of cost incurred to keep an in-house team by adopting a shared service model.

At Global HR Solution Company we establish robust processes and controls during the first phase of our engagement, ensuring prudent risk management for clients and smooth day-to-day functioning for the client’s operations team. We provide advice and bring in best practices in finance and accounts for the client. We provide customized and timely MIS to our services typically include book-keeping, payroll management, vendor payments, receivables management, taxation, compliance management, secretarial, fund management and MIS reporting. We work on a retainership model for accounts outsourcing assignment.

[modernhr]

7 Steps to Becoming a Pet-Friendly Workplace

People love their pets, and they love being allowed to bring their pets to work! When someone brings their pet to work, their stress levels drop right away. Petting a cat or dog, playing with them, feeding them or taking them for a walk can induce a sense of well-being. Additionally, pet guardians love to talk about their pets, and this can help employees to socialize with each other. Even people who don’t have pets can get the benefit of petting or playing with a pet in a pet-friendly workplace.

The disadvantage of a pet-friendly workplace is that it can get dirty pretty quickly. Pets might track in mud, leave a lot of hair on the furniture, relieve themselves in places where they’re not supposed to etc. Plus, if you have staff members who are allergic to pets, then a pet-friendly workplace might not work for them.

Making Your Workplace Pet-Friendly

If you want to become a pet-friendly workplace, make sure that everyone who brings their pets to works understands the rules.

Noise Level: Make sure everyone knows not to bring very loud and aggressive dogs to the workplace as this will disturb everybody.

Potty Training: You can make it a rule to bring only potty-trained dogs and cats to the workplace to make sure that they don’t relieve themselves where they’re not supposed to.

Separate Areas for Pets: Consider separating the office into two areas��one in which pets are allowed and one in which pets are not allowed. This way, people who are allergic to pets can sit in the pet-free area.

Dogs vs. Cats: If you’re going to allow both, dogs and cats, into the workplace, then you might also need to separate the office into a dog area and a cat area, unless the dogs and cats in question are able to get along.

Pledges/Applications: The Washington Post also suggests that you get pet guardians to sign a pet pledge or application to indicate that they’ll follow the rules surrounding pets in the workplace. This can get rid of liability issues.

Walking Dogs: It’s also important to make sure that there’s somewhere where dog guardians can take their dogs for walks, close to the office.

Vaccinations: You’ll need to make sure that all pets have had their vaccinations, to make sure that they’re safe for people in the office to play with.

Once you’ve covered the basics, there are so many things you can do to create a pet-friendly workplace. Make sure you keep some pet food and pet toys. You can get scratching posts and cat litter for cats. Also keep some cleaning supplies on hand in case the pet ends up making a mess after all.

About Modern HR Modern HR works with many different industries all over the country. We are proud to say that we have been doing what we love for more than 34 years!

Modern HR brings clarity and simplification to the art of human resources, enhancing our Clients’ culture and allowing them to focus on business growth and prosperity.

Modern HR works with many different industries all over the country. We are proud to say that we have been doing what we love for more than 35 years! Our Services

SO MUCH TO DO, SO LITTLE TIME! sound familiar? This is a common theme that we hear frequently from all business owners. Whether it is payroll, benefits, recruiting or training, the administration of HR Outsourcing Los Angeles                                can take up a lot of your time and distract you from building your business. At Modern HR, it is our business to help you focus on your business. We can develop a customized package of Human Resources California that will meet the needs of everyone in your organization. We offer solutions to a wide variety of the day-to-day challenges you face.

Connected Workforce

Access real time metrics on your workforce and rapid access to the talent your company needs when time is of the essence

Customizable Workflow

CA Human Resource Management are designed around our client’s specific needs from sourcing through to human resources management.

Convenient Engagement

Reduce compliance risk and financial implications associated with leveraging multiple vendors.

[payrollpleasanton]

Benefits of outsourcing payroll and Hr services

It is possible to save time, money, and effort by outsourcing all of a company's payroll functions to a third-party organization. Because qualified professionals are responsible for preparing, analyzing, and reviewing payroll data, outsourced payroll solutions are more accurate than in-house payroll administration.

Three primary goals should be achieved by Payroll Services san Francisco,

Allows organizations to concentrate on key responsibilities by saving time and resources.

It lowers expenses and risks.

Gives companies access to the latest payroll technology and expertise.

Hr outsourcing SanFrancisco represents a huge advancement for the field of human resources as a whole. To maximize internal resources for core competencies while yet maintaining a focus on the bottom line, organizations should consider the following. It also helps to improve the overall level of service supplied to its employees. Making business decisions without the support of a brand's paycheck and hr services is almost hard to achieve success.

Get the best Payroll and outsourcing services by payrollvault-pleasanton-ca-171.com, allowing your human resources staff to focus on the core of your business and employee engagement instead. You may rest easy knowing that your payroll is in the hands of a respectable firm with decades of expertise in the area of human resources management and administration.

[nexushr022]

Roles and Responsibilities of Nexus HR as a PEO Healthcare

The term PEO stands for Professional Employer Organization. According to the NAPEO or National Association of Professional Employer Organization’s definition, PEOs offer comprehensive HR solutions for businesses. Businesses can affordably outsource the management of human resources, employee benefits, payroll, tax administration, worker’s compensation and regulatory compliance through a PEO. PEOs help businesses gain access to worker benefits. If you have a healthcare business looking for human resources help, a PEO healthcare might be the answer for you. And Nexus HR will be the right answer as they provide ultimate HR jobs Sacramento CA. Let’s take a look at this blog post to know about Nexus roles and responsibilities as PEO.

The Whole Onboarding Process

With a comprehensive healthcare recruitment process, Nexus takes the lead from the moment you have a vacant position until the new employee finishes their training courses. From us, you will get more services than any other employing company and all at half of the cost. We hire employees to assist you with all kinds of medical assistant jobs.

Hassle-free Procedure from Start to Finish

We provide smooth and easy PEO services. So that you can enjoy fast, easy outsourced recruitment with all the add-ons. Stop paying heavy fees for nominal work, and let us help you to find top talent down to your path.

●      Finding Eligible Candidates:-Using our sufficient databases and large candidate pool, we are able to rapidly find a handful of high-caliber potential employees. We will manage job descriptions and posting and use our employing expertise and methodical approach to get you the finest onsite or remote talent.

●      Screening Candidates:-Nexus HR assesses candidates by evaluating experience, cultural fit and identifies, composure, the best candidates for a suitable shortlist of possible hires.

●      Scheduling and Interviews Hosting:-After finding the right candidate, we will continue the procedure by hosting a virtual interview and arranging in-person meetings that will fit within your busy schedule.

●      Hiring Professionals:-From executing background screenings and drug checks to creating the agreement and offer letter, we will manage the complicated details of the hiring process.

●      Onboarding and Training:-Our services as a PEO healthcare do not stop after the employee’s first day. We help you meet state training necessities for sexual harassment, HIPAA, and other work associated policies and actions so every worker is well-equipped to perform their tasks.

 Healthcare Industry Talent Recruiter

Over the years, Nexus HR has assisted uncountable medical practices and organizations to fill innumerable healthcare jobs, including nurse practitioners, providers, physician’s assistants, medical assistants, and many more. So let us help you to find your next icon employee with our knowledgeable healthcare industry experience and full-lifecycle employing process. As a PEO healthcare, we provide you with the best payroll services Sacramento CA. We promise you, by our cost-effective HR services, you can hold your competent employee in a longer period. So, contact us to get an unmatchable human resource service.

[cyctems]

RPOs face tough competition in today’s talent market. Our blog highlights the top recruiting software for 2024, including Greenhouse and Breezy HR, to help you find the best candidates efficiently. Learn about their features and benefits on Cyctems.

[payrollpleasanton]

Benefits of outsourcing payroll and Hr services

It is possible to save time, money, and effort by outsourcing all of a company's payroll functions to a third-party organization. Because qualified professionals are responsible for preparing, analyzing, and reviewing payroll data, outsourced payroll solutions are more accurate than in-house payroll administration.

Three primary goals should be achieved by Payroll Services san Francisco,

Allows organizations to concentrate on key responsibilities by saving time and resources.

It lowers expenses and risks.

Gives companies access to the latest payroll technology and expertise.

Hr outsourcing SanFrancisco represents a huge advancement for the field of human resources as a whole. To maximize internal resources for core competencies while yet maintaining a focus on the bottom line, organizations should consider the following. It also helps to improve the overall level of service supplied to its employees. Making business decisions without the support of a brand's paycheck and hr services is almost hard to achieve success.

Get the best Payroll and outsourcing services by payrollvault-pleasanton-ca-171.com, allowing your human resources staff to focus on the core of your business and employee engagement instead. You may rest easy knowing that your payroll is in the hands of a respectable firm with decades of expertise in the area of human resources management and administration.

[nexushr022]

How to Choose the Best Outsourcing Payroll Services Sacramento CA?

The success of an organization or a company depends upon the quality of the services it delivers and product. A company does research, design the product, plan strategy, develop it, and look for approaches to increase their revenue. While the product meets the customer requirements, corporate organizations found that a big part of the profits is spent on payroll services. Furthermore, managing the accounts tax, attendance, is painful, and it takes an important amount of time. It is not an easy task that you are supposed to do. That is why outsourcing payroll services is a perfect plan in Sacramento CA. Whether you have a small firm or a multinational company, or a healthcare organization, outsourcing payroll services Sacramento CA is the best for your business.

There are numerous payroll service providers obtainable in the market, but deciding the right one for your organization is a challenging task.  According to experts, if you have a healthcare industry, you can consider Nexus HR. They will provide healthcare payroll services with fully integrated payroll software.

Here are some of the key points you should look at while selecting a payroll service provider:-

·        Complete Correctness:- Consistent inexactness in the payroll system could be distressing for your workers and the organization. Accurateness is one of the vital factors one should look for. So, consider a trusted and experienced outsourcing payroll service provider like Nexus. Nexus payroll will be responsible for any kind of errors or mistakes in the paychecks.

 ·        Secure and Safe Payroll Management:- Most of the industries avoid outsourcing corporate payroll service because of data theft issues. Thus, consider payroll services Sacramento CA which has high-end data security systems. Furthermore, look out for payroll service providers who have cyber insurance against network protection and data and. It will assist you to know that the company is tremendously protective against employee’s details. It also signifies its reputation in the market.

 ·        Look Out for Online Service:- Generally, most of the companies have online attendance and employee time tracking software. This system can be simply integrated with payroll service providers which will save cost and time. Online Integrated payroll software makes the business process effective and efficient. So, while choosing a payroll service, online management must be a key factor. Nexus HR, the best PEO healthcare, plays a crucial role in such cases.

While looking for the best Payroll Services Sacramento CA, you should consider these above-mentioned factors. Nexus HR has all these significant features that is why it has become one of the most reliable payroll services providers and healthcare recruitment firms in Sacramento CA. They offer customized, full-service payroll services operations to maintain your organization’s legitimacy and solvency. Their dedicated HR and remote payroll team helps to keep finances traditional and answers all of your staff’s investigations.

Their clients have access to a comprehensive, cloud-based HR platform, with fully integrated payroll software. Furthermore, they provide you with an automated, simplified, and compliant payroll process. Their platform allows workforces to request time off, view history and paycheck details and access tax forms in a user-friendly set-up.

[7consultancyblog]

Third Party Staffing Agency in Pune

The third party payroll is explained as the outsourcing payroll responsibilities of an employer and also the part of the payroll, and tax-related duties to the third party payroll services providers. Staffing Agencies in Pune will help you to know about payroll. An employer will enter into the contract or the agreement with a third party so that they can agree to fulfill and maintain the duties of the employees in Third Party Payroll services. This meant by the third party payroll service. Companies that specialize in payroll services work with their clients to ensure that employees are paid on time and that all of an employer’s legal obligations are met. Because they focus only on payroll and human resources tasks, these companies take the worry out of payroll processes. One of the key responsibilities of a payroll company is to make it easier to monitor employee attendance and time at work. Some payroll companies, such as Integrated Payroll Services, also provide HR services to clients. These services are designed to help employers meet their legal obligations and check compliance of company programs with different labor laws. Third Party Staffing Agency in Pune and Staffing Companies in Pune are also trying their level best to maintain the existing market demands. Staffing agencies recruit employees on behalf of employers looking to fill positions and help candidates find appropriate jobs. Top 10 Staffing Companies in Pune helps to find a suitable job. Staffing agencies allow employees who are willing to start working in a new industry to gain experience and test new positions before committing to them. They usually specialize in a particular industry. The recruiters review their skills and background and then select corresponding positions that employers are looking to fill. The candidates sign up with the agency, who will manage the entire recruitment and hiring process. Candidates receive feedback to improve their chances of success. Staffing agencies introduce the selected candidates to the employers, who decide who they want to hire. The agencies take care of most of the paperwork, such as managing the candidates’ contracts and terminating them when necessary. Employers can save time and energy by using staffing agencies services. Temporary Staffing Agencies in Pune and Contract Staffing Companies in Pune will always a better choice. An employer will enter into the contract or the agreement with a third-party so that they can agree to fulfill and maintain the duties of the employees in third-party payroll services. This is meant by the third-party payroll service. Delivering payroll to thousands of employees across multiple countries is a challenge. Different locations have their own payroll rules which can change daily, making it difficult to deliver compliant payroll. Similarly, rapidly growing businesses can find it a challenge to adapt to delivering payroll at scale. They take the time to understand your business and deliver functional payroll accurately and on time as well as being intuitive for employees. When you outsource your payroll to us, you stay in control. Their insights offering gives you complete visibility over employee information and company analytics, including real-time data. To gather more information Temporary Staffing Companies in Pune and Third Party Recruitment Agencies in Pune will be a better idea to follow on. One-fourth of business are taking up third-party payroll services, there has to be a specific set of advantages gained by companies that choose to outsource. Here are some benefits that make business operators choose third-party payroll systems over in-house management: If a business has readily available infrastructure in terms of technology, bank relations, and update mechanisms, it can easily make its payroll operations more efficient. Getting all these efficiencies requires significant investments that come with marginal increments in expenses. That means, as soon as the hiring capacity goes up, the business will have to pay more for the increased capacity even in terms of resources necessary to make the change in the payroll system. If a business operates in different countries, the problem grows by another fold. Having a payroll-management partner can help the business streamline its entire payroll compliance function. Third Party Hiring Companies in Pune and Top Staffing Companies in Pune can help achieve better resource management. Recruitment Agency near me help to get better job.

[c9priyanka-blog]

Employee Payroll Management:

Every business requires some methodology of processing the payrolls irrespective of the industry that business belongs to. There are some sections of the industry that require a more detailed payroll system in comparison to others to run their day-to-day processes smoothly. One such industry is the manufacturing industry. In this industry, many roles are on different pay scales.

There are multiple sectors in this industry which each company has to deal with, such as machine operations, assembly work, packaging of the products, shipping, organization, supervision, management, and much more. The industry is so vast even for small scale manufacturers that there is a need for sophisticated payroll services for manufacturing to reduce the chances of error in the manufacturing business.

In addition to the different sectors in the industry, the pay cycles of the workers are also different for many manufacturing companies. With different pay cycles mixed with multiple pay rate calculations, the companies also have to break down the salary of every employee to comply with the state labor laws. In short, for manufacturing companies, payroll management is one of the major time consuming expensive matters if they are doing it in-house.

Payroll Definition?

In simple terms, you can define payroll as a list of employees who get paid for the work they are doing for your company. It is the money employer transfers to the employees based on the contract the company has with the workers. There are a lot of aspects of the payroll which the company has to consider to make sure they comply with all the laws and policies.

The Components of Payroll

Every component of payroll processing has its significance. When you have to pay your employees in the manufacturing industry, it is important to comply with the laws and policies stated by your company as well as the central and state government. The following are the main components of payroll.

 Payroll calculation

At this stage, all the data validated by the accounts and HR department entered into the payroll system so that the actual payroll can be processed. The net pay that you get after all the calculations includes all necessary perks, allowances, etc. and excludes all the applicable taxes, etc. When you are calculating the payroll to be paid, you also have to get data from different sources such as attendance register. Once the payroll is ready, it is very important to double-check the values and verify the final payroll’s accuracy to avoid any issues in the future.

Statutory compliance

There are several deductions that need to happen at the company’s end before the employee gets the pay in his or her account. Such deductions include TDS, ESI, EPF, and other charges. It is the company’s responsibility to make these payments to the respective government agencies.

 Payroll accounting

It is the responsibility of every company to keep records of all the financial transactions. The salaries are one of the most important aspects of the operational cost involved in running the business. It is very important to include all the information about the salaries paid on your accounts. It is also the responsibility of the designated payroll processing department in the manufacturing companies to make sure that the salaries and reimbursements paid to the employees are double-checked for any errors regularly, which makes Payroll Services for manufacturing even more challenging.

 Payout

In general practices, especially after demonetization, the companies prefer to pay the salaries directly in the bank accounts. It is also easy to keep track of the payments made if they are visible in the bank statement. To complete the payroll process, it is important for you to ensure that there are sufficient funds in your company’s account. The payments can be made in bulk by sending a salary bank advice statement to your bank branch. The statement includes the necessary information such as employee ID, amount to be paid, bank account details, etc. For those who use payroll services for manufacturing, it becomes very easy to issue payslips, and if the software for payroll solution for manufacturing companies that you are using has an employee login section as well, the employee can check all the details in it and download the pay slips himself.

 Reporting

Once the payroll is complete, it is the responsibility of the department handling the payroll system to keep all the records systematically. In case the management requires some specific information about a branch or sub-section in the company, including the amount paid, perks, etc. you should be able to dig the information and provide it to them in the shortest possible time frame.

Payroll outsourcing

The process of payroll solution Manufacturing Companies is so complicated that they nowadays prefer to outsource the whole payroll system. When you outsource payrolls, the agency you are hiring will take care of everything from including the name and other details of the new employees, complying with the company’s policies and the law of the land, and calculate the amount to be paid after adding and deducting necessary amounts. They will be responsible for safekeeping all the records and send you weekly or monthly reports, as suggested in your contract with them.

 How to Run Payroll?

Before you even start the hiring process, you should make sure that your business complies with all the central and state laws, such as labor laws and fulfill all the requirements. You should have the accounts set up for tax payments for your employees. Once you are ready with all the documentation and other requirements, you are prepared for the payrolls. If things start to get confusing for you, you may consider joining a payroll training program or outsource the payroll process.

You can breakdown the payroll process in 6 steps as follows:

 1.      The employee’s documents

When you hire an employee, it is important to have the payroll-related documents with you. Such documents include a contract that your company’s employee signs, PAN number, and other authorization forms. The content of the forms can vary from company to company and from post to post. The forms are also different for salaries and contract workers. With the help of this data, the Payroll Process in HR department in your company will be able to include the employee in the payroll system.

 2.      Calculating the working hours

When we talk about the hours a worker has spent in your establishment, it can have multiple components. The employee might be working onsite or offsite. Also, overtime and other aspects should be included in this calculation. Most of the new companies can start with a simple hour sheet, but as the size of the company grows, you may want to consider systems like biometrics, etc. Many companies now consider outsourcing payroll management or Outsourcing Payroll Processing to companies that provide payroll services in India for manufacturing and industries.

 3.      Calculating the gross pay

There are two components of working hours which you need to consider while calculating the gross pay. The first component is the straight time, and the second component is the overtime. Generally, pay for overtime is higher in comparison to the straight time. Adding both will give the total gross pay of the employee.

4.      Calculating deductions and benefits

As per the law, it is the company’s responsibility to deduct taxes, PF, and in some cases, EMI from the gross pay. Also, at this stage, the payroll department will add the charges such as TA and DA in the amount to be paid to the employee.

5.      Paying the salary

The next step is to issue the payment to the employee. You can make the payment in cash, cheque, or direct deposits. Please note that if you want to make direct deposits in the employees’ accounts, a separate form will be required by the bank to allow such deposits.

6.      Documentation of the payroll records

For every company, it is important to save all the payroll records. If you are hiring Payroll Services for Manufacturing, the company that is providing you the services take the responsibility of keeping all the payroll records as discussed in the contract with them. From time to time, the state or central government may ask for an independent audit for your company. At that time, you will need these records to make sure that you are complying with all the central and state laws. Also, at the time of tax filing for the company, these records are important.

 Industrial and Manufacturing Services Provided by NBS My Manpower

Industrial and manufacturing organizations have well-defined processes that they follow to ensure optimal productivity. For large scale industries, it is essential to use enterprise systems for payrolls and other accounting related operations. Without a set system, it is not possible to run an error-free payroll process in any organization. NBS My Manpower provides payroll services for the manufacturing and industrial sectors to manage payrolls efficiently and smoothly.

The company offers an integrated payroll system that is highly customizable. It can easily work with the existing enterprise system that manages the rest of the operations in the unit to ensure a seamless flow of data and information. Based on the requirement of the client, NBS My Manpower provides custom service portals for approvals and issuing payrolls. The offsite payroll system you can stay assured that there will be information leak at any step.

NBS My Manpower also provides temporary staffing services for different sectors. When you opt for this service, every process that is included in hiring the temporary staff will be handled by NBS My Manpower. The company will handle the contracts, payrolls, personnel administration, and documentation of the employee for your company. From the first step of finalizing the right candidates to the last step of making the full and final payment, NBS My Man Power will handle everything on behalf of your company. The payroll services for manufacturing and industry by NBS My Man Power makes the whole process simpler and easier to manage without the admin hassle.

 Go for payroll services for manufacturing

Payroll management is an important aspect of every industrial and manufacturing company. There was a time when companies had to rely on handwritten or typed payroll logs, which were prone to human errors and frauds. As time passed by, automated systems start to take the place of an offline payroll management system. However, it was not possible for such automated systems to include additional categories or work with multiple pay scales in the same company.

The demand is the mother of invention, and such demand for flexible and customizable systems gave birth to current payroll services for manufacturing, which can not only work as standalone applications, but it is also possible to integrate them with the enterprise solution the companies are using. With service providers like NBS My Man Power, payroll management has become easier for large manufacturing units where thousands of employees work on different pay scales in different departments under the same roof.

[rposervices]

Talent Acquisition Movers, Shakers, And News Breakers

HEADLINES in Talent Acquisition ADP March 2019 job numbers report reveals US job growth at its lowest in 18 months, since 2017. Private payrolls increased by 129,000, missing economist estimates, following an upwardly revised 197,000 gain in February. (Wow…oops?!) Goods-producing jobs shrank for the first time since December 2016. However, some forthcoming iCIMS data, shown below in our news headlines, offers a varying data set and hope — that things aren’t getting too, too bleak — yet. US Dept of Labor (DOL) has created much buzz after issuing a Notice of Proposed Rulemaking (NPRM), to revise the regulations governing the calculation of the regular rate of pay under the Fair Labor Standards Act (FLSA). What is this? The proposed regulations, (released in reams of detailed electronic documents) outline multiple shifts in long-standing (+50 years) legal conceptualizations that constitute current regular rate of pay. Should this affect you, in your organization’s role, pay heed to this synthesized bullet list (source link here) showing what DOL proposes not to be included in regular rate calculations: Employee discounts on retail goods or services Tuition programs Show-up pay and call-back pay Discretionary bonuses Benefit plans, including accident, unemployment and legal services Payments for unused paid leave and bona fide meal period Reimbursed expenses incurred by the employee on behalf of the employee Reimbursed travel expenses that do not exceed the maximum Federal amount permitted Gym access, gym memberships and fitness classes on or offsite Wellness programs (health risk assessments, nutrition classes, weight loss programs, etc.) Cost of providing onsite treatment such as chiropractors and message therapists When is “RIN: 1235-AA24” enacting? This is not enacting now, nor is it in effect yet. There is a customary 60-day comment period (ticking away as we type) on any proposed regulations to, set to close May 28th. DOL will consider comments before issuing final regulations. Anyone wishing to submit comments to US DOL should do so here. OTHER HEADLINES in Talent Acquisition Capterra reports how TA software costs may be an even larger consideration than previously thought. Replacing “ease of use,” price of TA Software now stands as a considerable variable in this $12 billion industry. While this may be more confirming vs. eye-opening for those vending such products, some hefty reassurance for sales and marketing tenacity is reflected in Capterra’s data: Talent Management software users are satisfied 80% of the time with their purchasing choices. Another significant data finding: half of these software users spend at least 10 months searching for their ultimate software choice. What significant weight does this study have for TA Software firms? Multiple pass-throughs may be necessary with clients when pitching/proposing software benefits and ROI. Yes, while products may bring virtue, balancing patience with sales savvy of software vendors will be a viable soft skill to bring to initial marketing and negotiations/follow-up. Ceridian, a global human capital management (HCM) technology company announces the launch of Dayforce Payroll, enhancing industry-leading payroll capabilities to the Australian market. Ceridian states that Dayforce Payroll offers customers with Australian operations a single solution to develop, schedule, and pay employees in one application, that allows on-demand access to employee information. With their product launch; Ceridian intends to mitigate Hanover Research findings:  How approx 61% of Australian employees surveyed report levels of unsatisfaction with their employer in areas such as timeliness and accuracy of pay. iCIMS reports this week how a February hiring activity slowdown may be only a radar blip: US employers’ hires rose 1.6% and new job openings rose 4.5% on a seasonally-adjusted basis in March. Results are tabulated using iCIMS’ Monthly Hiring Indicator, a leading economic indicator drawing upon an iCIMS database of more than 75 million applications and 4 million hires yearly. According to tracking data, the March jump in new job openings may signal an overall rise in hires within the proceeding 2-3 months., as seen below:

And of course, this means that with the US labor market at near full employment, TA will remain a busy place heading into the summer season. Need more proof? Says Josh Wright, chief economist at iCIMS, “The job market still looks strong and the weak February payroll report appears to have been in an air pocket…It’s going to be hand-to-hand combat among employees for the best candidates, especially with wages rising.”  

Illinois companies and organizations, statewide, now face the prospect of legalization of recreational marijuana use. Despite his predecessor opposing such legal measures, new Gov. J. B. Pritzker now says he supports the legalization of marijuana. Lawmakers plan to consider legislation this year. If lawmakers succeed, Illinois would join 10 other states, and the District of Columbia, that have already legalized recreational marijuana. Medical marijuana is already legal in Illinois. Protocol Communications, Inc. has settled an Americans with Disabilities Act (ADA) lawsuit with the US Equal Opportunity Commission. The suit was settled for $31,000. The suit was filed after an employee with dyslexia filed a complaint alleging how a director of Human Resources stopped her training, denied accommodation and terminated the employee upon learning of her disability. The employee, training to be a telemarketer, alleged that her request to take home a script, for practice, led company officials to query if the employee had a disability. Upon confirming a disability existed, the employee was told that continued training had “no point,” denying the request for the script practice accommodation. Protocol agreed, according to EEOC settlement terms, to a two-year consent decree that obligates equitable relief to fully resolve the suit. Specifically, the company must provide all current and newly-hired employees with disclosure documents, outlining policies and procedures that prohibit disability discrimination and that also address reasonable accommodations. In addition, the company agreed to provide more ADA training to managers, supervision levels and HR staff. Randstad Sourceright has released a report on how the healthcare market continues to face tightening talent pools, supporting anecdotal evidence of this hypothesis.  Says Randstad Sourceright, a booming 85% of human capital leaders, (among 800 international leaders queried) report talent scarcity as one of their greatest remaining concerns. Other eye-catching data include how: over half (52%) also cite AI and robots as ways to optimize recruitment a stunning 89% reveal how TA should be driven by value creation vs cost savings. Citing STEM skills “war” for talent, leaders report value creation plans for TA such as: Integrating full time and gig workers Outsourcing non-core activities (such as manufacturing, IT and back-office functions) Cultivating collaborative relationships with external partners Initiating project-based hiring What significant weight does this study have for TA health care organizations? Health care and life science companies that focus on multiple levels of employee engagement/camaraderie, external collaboration, innovative non-core activity outsourcing, and project-based hiring may gain sounder footing, attaining hard-to-get STEM talent.

Capital Investments & Acquisitions US Equity markets have been on fire with IPOs, most recently the much anticipated LYFT IPO. A flurry of market equity IPOs often translates to a concomitant boon in mergers and acquisitions, as our readers will see:  

Alight Solutions, a leader in technology-enabled Heath, wealth and human capital management (HCM) and financial solutions, announced that substantially all of its acquisition is completed, of the Workday and Cornerstone OnDemand cloud practices of Wipro Limited. Alight Solutions CEO Chris Michalak will remain at the helm to oversee more than 300 colleagues join his existing team, to strengthen Alight���s leadership in cloud-based HCM and financial deployment and services. Outmatch, a leader in predictive and culture analytics announced that it is joining forces with The Devine Groupto become one company under the name OutMatch. Devine Group clients and prospects can take advantage now of the scalable, integrated OutMatch platform, including pre-hire assessments and employee development, as well as culture analytics and video interviewing from OutMatch‘s recent acquisitions of Pomello and Wepow.Outmatch now provides employers with a competitive edge through a deep understanding of candidates’ cultures and behaviors that drive success across industries such as finance, healthcare, hospitality and retail. Hopkinton-based Human Resources software firm PrismHR has acquired Kansas-based AgileHR, a cloud-based talent management software company. The acquisition was announced just two months after AgileHRs performance management solution was integrated with PrismHR‘s platform for human resource outsourcing. Gary Noke remains CEO of PrismHR following the acquisition. TMP Worldwide has now closed its previously announced acquisition of CKR Interactive. Based in Campbell, CA and founded in 2001, CKR Interactive has grown to become a leader in employee branding and recruitment, bringing a new range of client solutions and platforms including TalentBrew to TMP‘s business. CKR Interactivewill continue to operate under its existing name and will be recognized as a TMP Worldwide company led by President and CEO, Curtis Rogers. Truli Technologies announces its acquisition of Recruiter.com, Inc., a recruitment technology platform, in a subsidiary merger transaction.  As a result, Recruiter.com, Inc. is now a wholly-owned subsidiary of Truli. Simultaneously, Truli purchased certain specialized recruiting assets of Genesys Talent, LLC, which will continue to own and develop its own candidate sourcing and engagement technology, MatchList. Going forward, the company will effect a name change from Truli Technologies, Inc. to Recruiter.com, Inc.  Miles Jennings will continue as CEO. Michael Woloshin, founder and former CEO of Recruiter.com will act as the company’s independent business development consultant. After these acquisition/merger movements, Truli Technologies, Inc. will continue its focus on the development and acquisition of technology that solves industry recruitment challenges through connections, automation, and engagement. Unit4 has acquired Intuo, a talent management solution focused on internal performance, engagement and learning. Located in the Benelux Union, Unit4 sees Intuo‘s solution as a platform to bolster its own more traditional, transactional HR system, with key features including: 360 feedback and recognition Frequent engagement pulses and surveys Learning Management Guided and customizable check-in conversations Dashboarding and advanced behavioral analytics Intuo‘s platform also offers direct integration to services like Office365 and Slack, and already has gained approx. 120 customers since 2013, including BMW, Verisure, Brussels Airport, Thomas Cook, FairFX, Ag Insurance and Europa Bank.  

Conferences Campus Philly, a non-profit organization that fuels economic growth by encouraging college students to study, explore, live and work in the Greater Philadelphia tri-state region, is holding their first Young, Smart and Local Conference, to take place April 9 and 10. The first of its kind, the Young, Smart and Local Conference will be in partnership with Action Greensboro, an economic development organization in Greensboro, NC. The conference will take place with two goals: To create a network for other cities that are doing similar kinds of work To create a cross-sector network, allowing college students and the area of Greater Philadelphia to collaborate, to enhance relationships, and to jumpstart efforts to attract and to retain new talent. Key topics of the conference include issues for first-generation and underrepresented students, and available resources for such students. For more information or to register, visit: Young Smart & Local Conference   Intern Bridge, Inc., an Austin, TX based research and consulting firm, will be presenting the Total Internship Management Workshop on April 16 at St. Cloud State University. This workshop is designed to serve the needs of companies seeking to increase ROI and increase structure for the success of internship and entry-TA initiatives. For more information or to register, visit Total Internship Management Workshop .   As these keystrokes hit the page, let’s also take note of our very own HRTX Dallas 2019 RecruitingDaily Conference at the Stonebriar Country Club in Frisco, TX.  Expect more buzz and chatter soon, about this Un-Conference and Training Event held on April 4 with area top professional favorites: Shally Steckerl Ronnie Bratcher Jackye Clayton Brian Fink Michael “Batman” Cohen Hometown favorite Craig Fisher William Tincup

People and Places on the Move A hearty congratulations is extended to the following organizations and people, moving, shaking, and bringing TA to new levels of exceptional records and service:

Human Resource Partners, an operational HR solutions firm based in Dover, New Hampshire announces Amy Mayo joining their team as HR Business Partner. Mayo brings an extensive background in HR compliance, employee relations, benefits administration, policies and procedures, union/labor relations, employee career development, retention and much more. Prior to joining here, Mayo worked for Associated Grocers. Randstad Sourceright has been named a Leader and Star Performer for recruitment process outsourcing services in Everest Group’s Recruitment Process Outsourcing Services PEAK Matrix Assessment 2019. RandstadSourceright demonstrates its highest ratings across verticals of Vision & Capability as well as Market Impact. The Everest Group‘s annual assessment designates RPO providers as Star Performers based on the greatest relative year-on-year movement on the PEAK matrix.

Ridgeway Partners, a global advisory firm specializing in executive search, board appointments, and succession planning, announces hiring Julie Zadow to its leadership team. Zadow joins Ridgeway with over 20 years of leadership experience in marketing, talent strategy, culture mapping, and organizational design. She will be based in the Boston office. Los Gatos CA-based real estate firm Serena Group announces Don Tornincasa will transition from Regional Manager and take over as Senior VP, TA, effective immediately. Tornincasa joined the firm in 2016, with 29 years’ experience in and around the business as both a top-selling agent and manager. In his new role, Tornincasa will be mentoring new company management and actively meeting with community agents to cultivate external relationships with Serena Group. Staffing Industry Analysts, a global advisor on staffing and workforce solutions, is pleased to announce that Subadhra Sriram, Editor & Publisher, is among the winners of this year’s Jesse H. Neal Awards. Sriram is the recipient of the 2019 Timothy White Award, that recognizes exemplary leadership in the face of challenges that editors face daily. This memorial award is named after the longtime editor of Billboard who served as a moral compass in the music industry, tackling controversial issues. Ultimate Medical Academy recently recognized six nonprofit healthcare educational institution’s top employee partners with Spark awards at their recent Spark Summit, aimed to ignite collaboration, networking, innovation and change within the booming healthcare industry. Ultimate Medical Academy, headquartered in Tampa, FL, is a nonprofit healthcare educational institution with a national presence. This year’s recipients of Spark awards include: Torchbearer Award (the equivalent of a lifetime achievement award) to CVS Health Opportunity Award to BroadPath Healthcare Solutions Spark of Change to four employers: Cielo (Walgreens) TTEC Sykes Enterprises CiOX Health What news would you like to share with us for upcoming weekly news updates? Contact us at content@recruitingdaily.com Read the full article

[staying-relevant-in-age-ai]

Staying Relevant In The Age Of AI

As an HR leader, do you find yourself spending a large portion of your time on repeatable, mundane tasks? Have you ever wondered why you are stuck in a veritable loop, even after significant advancement in technology? Over the last decade, we at Zinnov, have worked with HR leaders from across the globe, and a decade ago, and even now, a common thread seems to unravel – the serious inefficiencies in the way HR organizations operate – be it scheduling an interview with a potential candidate, performing their initial screening, or gathering their feedback post the selection process.  The ubiquitous reality is that most of these tasks which are time thieves can easily be automated, freeing up valuable bandwidth for the HR leaders to focus on strategic issues.

Imagine a scenario where a junior recruiter – yes, we mean a millennial – stuck in a productivity rut. Her workload is overwhelming as she is spending most of her bandwidth on initial screening calls of candidates, repeating her responses for almost each one of them, reaching a point where her responses are almost robotic. The writing is on the wall, isn’t it? Today, the possibility of having the initial screening responses done via simple robotic scripts, especially in cases where there are mostly standardized questions and answers, can be a reality quite easily.

One could argue that her frustration is justified. To put things into context, she probably believes that these monotonous, repetitive tasks, can be easily done away with, using advanced technology, like the ones she uses in her other mobile applications such as Google Assistant, Amazon Echo, Cortana, Siri, etc. On the one hand, the majority of HR firms and functions are still operational in native time-consuming methods. While on other, she is seeing the influence, impact, and reach of new age technologies such as Machine Learning, NLP, Deep Learning, in her daily routine, that don’t touch her profession.

The Breadth of the HR – AI Divide

Today, we see an increasing number of applications of AI-based solutions across verticals like predictive diagnosis, personalized recommendations, targeted marketing, precision farming, and what not! But somehow, the full potential of AI is still a distant reality in HR, as companies continue to think of it as a ‘good to have’ but not a ‘must have.’ This seems to be a narrative similar to every support function across organizations.  However, if we take a closer look at some of the activities of an HR, then we will find a contrasting story. This function is burdened with redundant, voluminous tasks such as sourcing candidates, screening resumes, scheduling interviews, gathering feedback, etc. Intrigued and fascinated, we did a rudimentary analysis of the average time spent in a typical recruitment process and their respective automation potential. The results were quite astonishing, and indeed, alarming. There is, indeed, immense potential for AI-based solutions in automating most routine HR tasks.

Savings have been calculated on the basis of reported automation projected by industry leaders in the respective segments. Data source: Bureau of Labor Statistics

Reading between the lines:

We have taken the average of about 100 responses of HR professionals in different industries to compute the allocation time; however, it should be understood that the mean is not always a pinpoint accurate representation, i.e., the time distribution may vary depending on the industry, firm, and the individual.

While AI can save efforts in all the processes, sourcing and screening seem to be the most influenced space.

How AI is improving HR operations, considerably…

Productivity

We have observed that in a recruitment cycle, large companies are often faced with the problem of plenty. A typical opening at a reputed firm received thousands of resumes, which a recruiter is expected to read and process in a short time. For instance, Glassdoor reported that each corporate job opening attracted 250 resumes, out of which 4-6 would likely be called for an interview, and only one will be offered the job.

A typical firm either invests a lot of time in processing this multitude of resumes or adopt ineffective measures. For instance, the six-second thumb rule for screening resumes involves a high possibility of being plagued by manual fatigue and errors. This problem is more than a decade old, and tons of tech-friendly organizations have started taking corrective actions. We observed that an AI-based resume screening solution is able to address these pain points, and in fact, is more effective than any other method. Ideal, a Toronto-based start-up, claims to reduce cost per screen by 75% and turnover reduction by 35% through their AI-based recruitment product.

Focusing more on strategic bits

The role of HRs has evolved from mere recruitment and transactional service providers (payroll & benefits) to more strategic decisions in the organization. HRs are now collaborating with CEOs, CFOs, CIOs to fuse strategic, financial, and people issues into business strategy. They are increasingly responsible to build and maintain culture, chart talent development, and measure human capital metrics such as employee engagement and productivity.

Yamaha, for instance, realized the importance of talent development, and therefore, established a Center of Excellence within the HR function, to focus on organizational effectiveness.

AI-based solutions can automate time-consuming processes, allowing HRs to focus more on strategic thinking and execution. Case in point, the automated personal assistants. These assistants can save a tremendous amount of time by automating interview scheduling. X.ai (also known as Amy) is an AI personal assistant that can schedule meetings. Zoom.ai provides an assistant that can schedule meetings, navigate through data repository, answer FAQs, search travel options, etc.

Removing dependencies, taking Human out of the equation

While on the one hand, eliminating the human dependency completely out of the equation is a daunting proposition, getting rid of human bias from the equation is of utmost importance, on the other. Even the most rational HR professionals can have certain inherent biases that might reflect in their work. Such biases and stereotypes could potentially influence their recruitment choices, thus resulting in loss of potential talent or hiring unfit ones.

One of our clients was worried about inherent and subconscious gender bias in the interview process. While closely examining the recruitment process, we noticed that when women were on interview panels, a female candidate had a lesser probability of getting hired, as the data revealed that women panellists were stricter in rating female candidates compared to male interviewees. After the detailed analysis, the firm made corrective actions to remove this anomaly.

Organizations often hire external agencies to address sudden peaks in hiring demands, which is quite frequent in today’s hyper-agile environment. It involves complex interactions with third-party professionals where HRs have to indicate the importance and application of company’s decorum and policies. Adoption of automated tools will, in fact, remove the necessity to outsource or hire on-demand recruiting services (ODRS), thus, notching up the productivity level.

In an attempt to reduce such inefficiencies in the recruitment processes, Google has developed an automated tool called qDroid, that helps in standardizing interviews by recommending a pre-validated set of questions.

How technology will help HRs rewrite their story

We have observed in the past that any technology that enhances business will thrive, irrespective of its surrounding noise, and the same is true of utilizing AI in the HR function. Take, for example, the classic case of the Industrial Revolution. It is strong evidence of how society reacts to technological advancement. It is true that the Industrial Revolution brought with it severe repercussions during the early half of the nineteenth century. It disrupted the entire labour market, forced people to opt for different jobs or alter their professions altogether. Despite facing such massive disruption, our society forged ahead in a progressive manner. A similar major disruption occurred again in 1913 when Henry Ford introduced assembly line technology to manufacture cars. Not only did it reduce the time to build a car by about 79%, but also significantly improved the overall workforce productivity.

The modern time is not much different, where innovations in Artificial Intelligence and Machine Learning will automate most of the mundane, repetitive tasks at a scale that will leave us thrilled as well as fearful for the future.

This said, employing technology in the HR function is not a new concept. Adoption of technology in HR dates back to the 1980s when PeopleSoft released its first fully integrated client-server HRMS application suite. And by the late 1990s, when it became a hotspot, many firms started delivering cloud-based HCM solutions. It was then joined by breakthrough organizations like SuccessFactors, Saba, Taleo, etc., and later by disruptors like LinkedIn, Workday, HackerRank, and others. Zinnov estimates that the software market for the HR function will continue to grow in the future as well, by ~10-15% per annum, for at least another 4-5 years.

The Influence of AI in Recruitment – Zinnov Analysis

The high software maturity and early adoption provide us with an insight into the promising future of AI-based solutions in the HR industry. Our estimation of the automation potential in recruitment is as follows:

Insights:

Procedures that are robotic, i.e., which involve minimal human intervention can be easily automated.

On the other side, processes that require a deep understanding of organizational strategy, human intent, personal behaviour, have no/less automation potential.

The Million-Dollar Question: How Can HRs Stay Relevant?

Slow and inert systems are easy to outpace. Artificial Intelligence has immense potential to disrupt the older and isolated industry verticals, including the HR function. Zinnov’s study of AI maturity across different verticals tells us a similar story, that the traditional sectors are slow in responding to innovation, and will be the ones which will be impacted severely.

As can be seen from the research, Aerospace, Healthcare, Automobile, BFSI have a high potential for disruption, but relatively low adoption of AI.

This is not an out-of-the-box insight. It has been reiterated by thousands of technology leaders and independent researchers, repeatedly, over the years. Mr Anthony Goldbloom, the founder & CEO of Kaggle (Kaggle is a world-renowned community of data scientists and Machine Learning engineers), in his inspiring TED talk, has precisely pointed out about the future of work. He points out the threatening impact of AI, by stressing on an Oxford research (published in Sept. 2013), which concluded that about 47% of the total US employment is at risk. Through his personal experiences, he warns that a trained machine would easily outperform humans in frequent high-volume tasks like grading school essays, diagnosing eyes, and the like. But this is not the end of the world. There are certain areas where machines are not able to provide effective solutions yet. Areas such as creating a strategic marketing campaign, formulating a business strategy, etc., which are quite intuitive in nature, cannot be automated by machines. Human beings are better adept at understanding complex situations with limited past information than machines.

So, the natural course for us to stay relevant is by using our edge over machines, by throwing ourselves out of our comfort zone routinely for continuous learning. We need to focus on developing skills in the sector where we continuously learn and use our human quotient optimally.

The same applies to HRs as well. The ones who wish to use AI as their servant and not as a master should develop skills in areas where machines are ineffective and their intuition adds strategic value. In fact, HRs should leverage AI to impact organizations at a higher level, i.e., improve employee productivity and culture, nurture talent through new modes of learning and development to directly impact on the front line, and thereby increase profits.

If you don’t wish to rely on insight from yet another Consultant, consider this quote of an era-defining genius, Dr Albert Einstein, who said the same thing, but at a more abstract level –

“Once you stop learning, you start dying.”

[cyctems]

Outsourcing medical coding can enhance efficiency and reduce costs, but selecting the right partner is crucial. Discover the key questions to ask regarding certifications, security, quality assurance, and more to make an informed decision. Visit our blog on Cyctems.