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Different PEO’s are different! | PEO Blog

Tuesday October 25, 2011

I would guess most of you are asking, what’s with the title “Different PEO’s are different”?  It’s a relatively simple statement – and yeah most everyone that’s part of the PEO Industry knows exactly what I mean, but a lot of prospects don’t have a clue, so my point is PEO’s are different.  I have a good friend of mine that’s a consultant in the PEO – Professional Employer Organization Industry that always says; when you’ve seen one PEO you’ve seen one PEO, she is 100% correct.

So what’s my point, why is this worth even publishing in a blog?  My point is, that PEO’s vary greatly, if you are a prospect looking for a PEO don’t think because you’ve used one PEO, that every other PEO is going to offer the same services that the PEO you’ve used offers.  Don’t assume that if you heard one PEO sales person mention a service that it automatically will be part of every other PEO’s offering.

The Four P’s of HRO and PEO Evaluation | PEO Blog

Monday October 24, 2011

All too often companies spend hours analyzing, assessing, and comparing the cost or savings that one HRO (Human Resource Outsourcing) or PEO (Professional Employer Organization) service provider offers versus another. While a detailed spreadsheet of costs may help to determine “hard dollar” expenditures, it very rarely accounts for the intrinsic value of the competing service models which is what HR directors and management is trying to compare.

When working with executives and consultants, very often items such as the co-pays of a health plan, workers compensation rates and administrative fees take precedence over far more important questions.  Are you teaming up with an outsourcing partner who is flexible enough to meet your demands? Will you have to conform to “their” way, and if so, when and how often? Is their expertise, services and strengths complimentary or duplicative? Is your corporate philosophy compatible? Only by completing a thorough investigation can busy executives be assured of making the “right” choice.

Technology Dominance Over-Shadowed by Client Services Differentiator | PEO Blog

Thursday October 20, 2011

by Joe Caulfield

Human Resource Outsourcing (HRO) and Professional Employer Organizations (PEO) are proven to help improve service and manage operating costs and cash flow. So it’s not astonishing, given the grimness of our current economic situation that companies are increasing their use of outsourcing to cut costs in many areas, to include HR.

HR outsourcing offers key benefits, including reducing costs, increasing the potency of HR delivery, providing greater expertise, and moving HR up the value chain to aid in organizational growth. The motivations for outsourcing Human Resources are access to skills and knowledge, quality and cost reduction.

The past fifteen years have seen an unprecedented rise in employee to employer litigation, employment regulations and tax laws. Effective management of Human Resources has become a complex task for small to mid-market business owners. Then, there is the laundry list of unfriendly policies, including laws governing hiring, family leave, sexual harassment, paying employees, leaves of absence, employee benefits, and workers’ compensation, not to mention the new healthcare laws coming.

The threat of employee-related litigation | PEO Blog

Wednesday October 19, 2011

by Matt Thomas

Employee-related litigation is a constant worry for any employer.

U.S. Equal Employment Opportunity Commission (EEOC) charges reached an all-time high in 2010; wage and hour complaints constantly threaten a company’s bottom line.

Responding to an EEOC charge – many of which are frivolous – can cost a small company thousands of dollars – and that’s before it even reaches the formal stage. Legal fees can skyrocket when defending against a wage and hour complaint in court.

Staying up to date on labor laws is critical to the success of small- and medium-sized businesses, many of which lack the resources to do so on their own. That’s where a Professional Employer Organization (PEO) comes in: Part of a PEO’s responsibility is to stay educated on workplace laws and regulations and develop and maintain legally-approved workplace policies, both of which provide an employer peace of mind when it comes to employee-related litigation.

Over 412 Homeless Employee’s Last Week | PEO Blog

Tuesday October 18, 2011

That’s right, last week we had over 412 worksite employees looking for a new home.  Well, actually we had that number of worksite employee’s in leads go through to our listing clients. 

The model PEO.com uses to generate leads is different than most of the sites that generate leads on the internet.  The PEO’s on PEO.com list their locations by State/Area, and then the prospective clients choose who the PEO(s) they would like to entertain as a new PEO. 

Maybe it’s time you should look at listing your Professional Employer Organization (PEO) on PEO.com.  If you’re in the Human Resource Outsourcing business, PEO, ASO, HRO, this is where prospects stop to find a new home. 

If you’re a PEO and interested in having your Professional Employer Organization listed on PEO.com simply click the Interested in Listing Your PEO link on our homepage, we’ll email you the details on joining the PEO.com family of PEO’s. 

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