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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.

Are you INSANE…. Why go PEO? | PEO Blog

Thursday October 06, 2011

by Joe Caulfield
Now that I’ve got attention I’d like to share some stats and my thoughts on why the business community should consider using a PEO.

Why is the Professional Employer Organization (PEO) a $51 billion industry?
Why are there are over 700 PEOs working in all 50 states?
Why have 50,000+ small and mid-sized business organizations bought into the PEO concept?

Are the business owners who are players just not bright? 

ARE THEY WASTING THEIR MONEY?

 

A PEO as a partner - and not the enemy | PEO Blog

Wednesday June 08, 2011

by Matt Thomas

Outsourcing Human Resources can cause alarm in any workplace.

Will jobs be lost? Will the cost of healthcare increase? Will benefits decrease?

All are understandable reactions as the economy continues to tread water and the prospect of becoming unemployed remains an ever-present reality.

A Professional Employer Organization (PEO) – an outside company that handles human resource services – often is seen as an interloper or labeled the enemy because of misconceptions that it will lead to firings of in-house staff or increased costs.

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