5 Simple Ways To Improve Employee Onboarding

5 Simple Ways To Improve Employee Onboarding

An employee’s days and weeks at work can be stressful, chaotic, and overwhelming—and then there’s the new hire.Strike a confident, considerate tone by creating an employee onboarding process that is personal and positive without making it complicated. It should answer, in short order, the four main questions all new employees have:

  • Who is my boss?
  • What are my main responsibilities?
  • Where are the breakroom and restrooms?
  • Where can I put my coat?

While simple, how well your company addresses these “basic needs” questions will set the tone for how you operate throughout your new hire’s entire career. The point of a solid onboarding process is to increase employee engagement, loyalty, and tenure; without it, you’ll sink more time, energy, and money into the repeated training of new hires than you will other crucial aspects of your business—and that rarely works out well.

Here are five simple ways to make a positive impact on a new employee.

1) Make them feel at home

Your new hire should feel like they have a spot they can claim, whether it’s a physical desk or office or a place they can count on to place their coat, lunch, and personal items. It should be clean and posted with their name as if they were always meant to be there.

2) Get them connected

All technology set-up should be completed before the employee’s first day; nothing makes a new hire feel out of place than having things referred to as “John’s old laptop” or “Patrice’s extension.” All laptops, emails, peripherals, permissions, and phones should be ready for the new hire prior to her first day on the job; this makes training, troubleshooting, and everyone’s first week a little easier.

3) Give them a tour

Your new hire’s first day started with finding a parking spot in a new place; it will take him a while to get the lay of the land. Unless you show him, of course, which is exactly what you should do. Don’t just show him the break rooms and restrooms; introduce him to people as you go, especially the people with whom he’ll be working closely. Before you part ways, give him a map that is labeled with everything (and everyone) you covered.

4) Simplify the paperwork process

We can all remember our first days at work as we filled out form after form with the same repeated information. Benefits, taxes, job description, handbooks—more paper gets pushed at new hires on the first day than almost every day following. Streamline this process as much as possible with intuitive Human Resources software that allows cross-referencing, cross-checking, and no crossed eyes.

5) Swag is always a good idea

Go as crazy or as practical as you please here; even fresh office supplies bundled with a company t-shirt can go a long way to showing a new employee that you are bringing your A-game to the table, and that you are expecting the same from her.

And remember, onboarding isn’t just a one-day thing. Create schedules and strategies for follow-up, check-ins, and team meetings. Concerns and accomplishments in this period should be addressed quickly; it demonstrates awareness, responsiveness, and accountability, and lays the groundwork for employee success and satisfaction.

Five Warning Signs That Your HR Department Needs Support

Five Warning Signs That Your HR Department Needs Support

Growing and thriving businesses can’t continue to grow and thrive without additional resources or efficient processes, and that’s where an effective human resource department comes in.

If you can’t afford to hire an additional full-time HR professional on your team, it may be time to consider outsourcing certain human resource functions; not only will you gain the benefits of experienced, efficient operations, but you’ll also free your time and budget to channel your attention where it belongs—back on growing your business.

If any or all of the below ring true for you and your business, it may be time to outsource certain HR functions.

1. When HR tasks are taking an excessive amount of time.

When you are tackling human resource tasks on top of running a business, things are bound to take longer; after all, there are so many hours in a day, and you don’t speak employment law and best hiring practices as a first (or even fourth) language. Enlisting the help of a professional HR workflow consultant means that you have someone well-versed in their industry, and all they have to do is apply it to yours.

2. When human resources are spread too thin.

It often happens as a business grows; HR tasks are often delegated and dispersed among a team of managers and department heads. While this can ensure the responsibilities get done, it can often lead to inconsistency and confusion as employees aren’t sure where to direct questions or report concerns. Having consistent human resources processes, either in-house or outsourced, help clarify job responsibilities and the chain of command. It also helps ensure nothing falls through the cracks.

3. When it’s taking away from your bottom line.

Effective human resources should add value to your bottom line, not take away from it. Outsourcing certain HR functions means you have qualified professionals well-versed in employment law, recruiting techniques, payroll, and benefits management. It means you can trust the job to get done right the first time, minimizing your risks while maximizing your time spent growing revenue, networks, and lead sources.

4. When the human resources department becomes too risky.

The bigger you grow, the more responsible—and accountable—you need to be. From new EEOC requirements to mandatory state and federal compliance, a skilled HR, Benefits and Tax professional has a keen understanding of liability landmines and IRS risks. Considering the cost of one tax reporting violation, one year of outsourced Payroll Tax compliance is a worthwhile investment that carries so many other related benefits.

5. When it’s making your business clumsy.

When your business was small and nimble, you could adjust to change rather quickly, but as it grows, it becomes harder and harder to prepare for growth, challenges, and the occasional rare opportunity. If given a chance to expand rapidly, could your current HR systems handle a massive hiring spree and still be effective?

If you’ve been handling human resources on your own or ineffectively delegated them throughout your untrained staff, now is the best time to have an HR Assessment by Highflyer HR. It’s not too good to be true; it’s just smart business. Don’t just get more things done. Get them all done—correctly, professionally, and efficiently.

4 Things To Look For In A Powerful HR Software Solution

4 Things To Look For In A Powerful HR Software Solution

The field of human resources has become increasingly bureaucratic; paperwork, compliance deadlines, paperwork, payroll, benefits, paperwork—you get the idea. More and more HR professionals spend their time navigating separate software and duplicated data on top of their recruiting, training, and employee engagement efforts. Thankfully, more and more HR teams are turning into single-source software solutions to streamline employee onboarding, payroll, benefits, employee tracking, and many other branches of HR work.

While a company’s specific needs and size will play a role in choosing the right software, there are some universal components from which all HR departments can benefit.

  1. HR Software should be easy to use, with intuitive navigation to allow company-wide, strategic collaboration.
  2. HR software should provide targeted reports and analytics aimed at helping manage their employees more effectively.
  3. HR software should be accessible from any device and anywhere in the world. This minimizes downtime and increases the ability to make strong decisions based on the most current information.
  4. HR software should include all the major facets of the department, including applicant tracking, time and attendance management, benefits enrollment, applicant and employee tracking, and payroll.

Highflyer HR’s iSolved software combines the necessary functions of human resources into one interactive app for professionals. iSolved provides full payroll reporting opportunities, time and attendance trackers for each employee and field, automated benefit processing, new hire reporting, and more. iSolved brings all aspects of HR together seamlessly to ensure the easiest most complete reporting and tracking.

Our goal at Highflyer HR is to make sure your business begins and ends with Human Resources. Easy to use, iSolved streamlines the staggering list of HR responsibilities into a single-source software that cross-references information, profiles, and goals, freeing up time for HR departments to focus less on resources and more on humans.

And we call that a win-win.

Not convinced iSolved is the program for you? Click here to take the software for a test drive.

As mandated by the Affordable Care Act, Section 6106, long-term healthcare providers now must submit staffing information in the form of a payroll-based report. Including the number of employees and total direct care hours worked by these employees, the information reported is used to track the level of staff plus employee tenure, retention, and turnover—all valuable numbers HR professionals of healthcare providers need to know and have on hand.

The 4 Things Your HR Software Should Absolutely Do

The 4 Things Your HR Software Should Absolutely Do

If your current human resource software is causing more headaches than solving them, it could be time for a switch. HR software should be intuitive, consolidated, and accessible; the whole point of a human capital management solution is to create improve time management, accuracy, and the human relationships necessary to drive better employee engagement, retention, and satisfaction.

1) Fit Your End User

Human Resources personnel are more tech-savvy than ever, but that doesn’t make them computer programmers or developers. Before purchasing HR software, it’s always a good idea to determine who your end users are. They could be hiring managers, directors, assistants, legal, security, and employees, as they manage their own benefits and time off. The best HR software on the market is created with specific end users in mind, with intuitive customizations, workflows, and processes.

2) Minimize Gaps. Maximize Efficiency.

Speaking of processes, if your current HR software doesn’t handle every aspect of your department, it’s time to find a software-as-a-service that does. Integration among several programs wastes time, increases the likelihood of errors, and is ultimately ineffective. “We built Highflyer around the fact that HR professionals don’t have time to pull data from several sources,” Craig Broome, President of Highflyer HR. “Single-source technology is the best way to increase efficiency and productivity while minimizing mistakes, missed opportunities, and compliance hassles. And this means human resource teams have more time to focus on the growth and development of their company’s objectives and talent.”

3. Put Human Resources At Your Fingertips

Human resources shouldn’t exist in a vacuum, and its software solutions shouldn’t either. The best HR software uses secure, cloud-based technology that allows you access to the information you need no matter where you are. Your HR software should allow you to manage and approve payroll, timesheets, days off, benefits enrollment, and ACA compliance from your office computer, tablet, and phone.

4. Focus On What Matters

HR software should solve problems, not create them. It should save time for everyone who uses it. It should streamline the onboarding process through automated form fills and secure storage. It should give employees the ability to manage portions of their own benefits and personal accounts. It should keep you apprised of errors, compliance deadlines, and benefits enrollment. It should give you the reporting tools you need to make smart, strategic decisions for your business. In other words, it should work.

When HR software does its job properly, so can everyone else. “We all know that when Human Resources is happy, everyone is happy,” Broome. “Every company owes its success to its people, which underlies the importance of a strong HR department. Give your human resource professionals the right tools, and they can effectively minimize risk, recruit top talent, develop innovative and driven teams, and retain the strong leaders that drive the company forward.”

And that’s why Highflyer is here.

Can you prove your ACA compliance?

Can you prove your ACA compliance?

The Affordable Care Act (ACA) employer mandates and deadlines are putting plenty of fear, worry and doubt into those who must comply with reporting requirements.  Applicable Large Employers (ALEs) should be especially aware of their ACA obligations to employees and the IRS.

Enforcement

Since the ACA became a law, the IRS has managed over 40 provisions regarding implementation of ACA.

Perhaps the most pressing from an employer’s viewpoint is play or pay.  Large employers (50+ FTEs) who do not offer coverage for all of their full-time employees, offer unaffordable minimum essential coverage or offer plans with high out-of-pocket costs could face tax penalties.

The employer would also be subject to a tax penalty if there is at least one full-time employee certified as having purchased health insurance through an exchange and was eligible for a tax credit or subsidy.

Fines

Employer fines imposed for ACA noncompliance are referred to as employer shared responsibility paymentsThe full details of who will have to pay, how much to pay and under what circumstances is pretty complicated, but rest assured those fines can be substantial. The IRS official Q&A about this contained 56 entries when it was updated as of May 20, 2015.

Data

ALEs should have been recording and compiling detailed, monthly information as of January 1, 2015, in order to meet filing requirements. Some required data includes:

  • Federal Employer Identification Numbers (FEIN) within a controlled group
  • Total employees
  • Total full-time employees
  • Total months covered
  • Validation that minimum essential coverage was offered, affordable and met the minimum value requirements
  • Personal information, including Social Security Number and birth date

Forms

Required reporting will be done via four IRS forms:

  • 1094-B (Transmittal of Health Coverage Information Returns)
  • 1094-C (Transmittal of Employer-Provided Health Insurance Offer and Coverage Information Returns)
  • 1095-B (Health Coverage)
  • 1095-C (Employer-Provided Health Insurance Offer and Coverage).

ALEs will file Forms 1094-C and 1095-C, while the coverage provider or self-insured plan sponsor has the legal obligation to furnish forms 1094-B and 1095-B to the plan participants.

Deadlines

Full-time equivalent (FTE) employees must receive their completed forms by February 1, 2016 (due to January 31 falling on Sunday). The paper reporting forms filed with the IRS must be sent in by February 29 (due to leap year) or March 31 for electronic filing.  Employers should already be implementing a solution that can manage ACA data and report compliance.

Be prepared

The challenges of ACA compliance can be met with the right solution that manages employee data, time and attendance, HR, payroll, and benefits so an employer is able to quickly review data. If you use outside assistance, make sure they provide a defined project plan to ensure your compliance.

Action plan

  • Know exactly what should be done
  • Define a process
  • Manage and compile data
  • Understand the forms and instructions
  • Meet the deadlines

The bottom line?  Be ready – you have to comply!

6 Reasons To Use HCM Technology

6 Reasons To Use HCM Technology

Most human resource professionals are well aware of the Human Capital Management (HCM) movement.  The right HCM technology will streamline HR processes and save the company time and money, both of which should be considered for your ROI.

A recent Nucleus Research study included companies of various sizes and industries and revealed many noteworthy items that confirm implementing HCM can significantly impact your business.

HCM provides hard savings:

  • HCM technology returns an average of $9.13 for each $1.00 spent.
  • Initial implementation of cloud-based HCM solutions can cost 79% less than on-premise solutions.
  • Companies experience about 90% in savings for ongoing maintenance.

Cloud-based HCM provides everything an employer needs to manage their workforce and is in high demand. With today’s business environment, legislation and technology, employers are challenged to do more than just issue paychecks.

Here are six reasons HCM will benefit your business:

  1. Cloud-based solutions. HCM technology is extremely cost-effective. Cloud-based HCM applications reduce the need for IT support while providing access from any location, with any device. HCM allows multiple customers to access the same application simultaneously.
  2. Hardware/software upgrades. The cloud technology’s multi-tenancy architecture assures you of always working with the latest version. No more downtime while updates are processing.
  3. Data security. Data in a cloud-based HCM system provides secure data effortlessly, maintaining high standards and rigorous adherence to government compliance regulations. Important information is protected using superior firewalls and encrypted transmissions.
  4. Shorter learning curve. Using a single plug-and-play solution consolidates numerous tasks, leaving more time to focus on vital HR related issues.
  5. Tracking talent management. HCM platforms can cover the entire employee lifecycle, from hiring, onboarding, to training and even termination.
  6. Better employee engagement. No matter where employees are located, they can access personal data, benefits information, requests for PTO and payroll, relieving HR from time-consuming data management.

Today’s employers need to save time and money wherever possible. HCM technology has numerous benefits that not only streamline processes but can increase your ROI.

 

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