![]() In today’s workplace, collaboration and communication are critical skills to possess, and finding the right tools to enhance these skills can make all the difference. One such tool is DiSC, a powerful resource designed to enhance communication skills, give employees the tools to build more effective relationships, boost teamwork and productivity, and foster personal and professional growth by offering participants a comprehensive understanding of different workstyles and communication preferences. Let’s take a deeper look into why DiSC training is not just beneficial but essential for driving your team’s potential and fostering success in your business. Understanding DiSC TrainingDerived from the DiSC model developed by psychologist William Moulton Marston in the 1920s, DiSC training has evolved into a comprehensive program utilized by more than 130,000 organizations and businesses worldwide. At its core, DiSC training revolves around the DiSC model, which categorizes communication and behavioral styles and preferences into four main categories: Dominance (D), Influence (i), Steadiness (S), and Conscientiousness (C). Personality & Behavior AssessmentParticipants take a short assessment to determine where they fall within the four main DiSC categories and then participate in instructor-led facilitation that includes hands-on workshops and interactive group activities to apply what they learn, engage with their team members, critically think about the material presented, and develop real strategies to apply in the workplace. Through this module, participants gain a deeper understanding of their tendencies and learn how to adapt their communication and interaction styles to connect more effectively with others. Enhancing Self-Awareness and Ability to Adapt to OthersOne of the key benefits of DiSC training is the heightened self-awareness it fosters. By uncovering their primary and secondary DiSC styles, participants gain valuable insights into their strengths, motivators, stressors, preferences, reactions to change, and areas for growth. By understanding this, individuals can be better equipped to navigate interpersonal dynamics with greater confidence and adaptability, whether in leadership roles, team environments, or with clients and customers. Improving Communication and CollaborationEffective communication lies at the heart of successful relationships and teamwork. DiSC provides participants with the tools and strategies to communicate more effectively across diverse personalities and preferences. By recognizing and respecting the communication styles of others, individuals can foster stronger connections, resolve conflicts constructively, and collaborate more efficiently towards shared goals, paving the way for increased productivity and work output. Strengthening Leadership and Management SkillsFor leaders and managers, understanding and leveraging the diverse styles within their teams is essential for driving performance and engagement. DiSC training equips leaders with the insights and techniques needed to adapt their leadership approach to the unique needs and preferences of each team member. Whether providing feedback, delegating tasks, managing workplace conflict, or inspiring motivation and engagement, DiSC-trained leaders can cultivate environments of trust, respect, and empowerment. Improving the Strength of Workplace CultureFostering a culture of inclusion and empathy is imperative to a healthy work environment where your employees want to be. DiSC training promotes a deeper understanding of individual differences and encourages participants to embrace diversity as a source of strength. By cultivating empathy and appreciation for varying perspectives, organizations can create environments where every voice and style is valued, and every individual can flourish. Driving Organizational SuccessThe benefits of DiSC extend beyond individual growth to organizational success. By providing employees at all levels with the skills and insights needed to communicate, collaborate, and lead effectively, organizations can enhance productivity, innovation, and employee satisfaction. Moreover, by building more effective relationships and a culture of mutual respect, organizations can attract and retain top talent, setting the stage for long-term success and sustainability. The Different StylesEach style of DiSC represents distinct preferences in how individuals may communicate, interact, and approach tasks.
Understanding these DiSC communication styles helps individuals adapt their communication strategies to effectively connect with others, build rapport, and collaborate more productively in various personal and professional settings. Misuses of DiSCWhile DiSC is a tool that supports a variety of social and emotional contexts in the workplace, it can be misused. A common misuse of the tool is to use DiSC to stereotype or pigeonhole an individual based on their style. This occurs when a person’s abilities are dismissed or limited based on their DiSC style, which can lead to unfair generalizations. When a person prioritizes a certain behavioral tendency, this doesn’t mean they cannot “reach across the aisle” to tap into other styles or tendencies. The beauty of DiSC is that we are a blend of all of the styles, but some styles are more dominant, and others take more energy. For example, someone who has an S-style is not incapable of exhibiting D-style tendencies, such as being decisive or results oriented, and someone with a D-style is not incapable of exhibiting S-style tendencies, such as being supportive, patient, and relationship focused. Instead, the true strength of DiSC is when it becomes part of an organizational culture where individuals can openly discuss priorities and preferences and use their DiSC styles to build stronger relationships with each other, adapt to others’ needs, and are able to stretch outside their comfort zone effectively. This is the crux of the true, long-lasting impact DiSC can have in fostering success within your business. Understanding Your DiSC Profile: Decoding Your Personality and Behavior BlueprintParticipants in DiSC receive a personalized profile to learn about their DiSC style, their motivators, stressors, and strategies for communicating with others. By analyzing your DiSC profile, individuals gain the ability to tailor their communication strategies to effectively engage with others based on their styles. Teams benefit by leveraging diverse strengths, minimizing conflicts, and enhancing collaboration; understanding the interpretation of DiSC profiles enables individuals and teams to communicate more effectively and achieve greater success in both personal and professional settings. ConclusionInterpersonal dynamics play a critical role in the success of your employees and your organization. Without essential communication tools and skills, businesses risk lower productivity, higher chances of workplace conflict, and increased turnover, all of which can affect your bottom line. DiSC training offers a path to unlock untapped potential and build a strong organizational culture. By enhancing self-awareness, improving communication, strengthening leadership and management skills, improving the strength of workplace culture, and setting up your team to drive organizational success, DiSC-trained organizations will be better equipped to navigate the complexities of today’s workplaces. As organizations continue to prioritize the development of their greatest asset, their people, DiSC training stands out as a valuable investment in unleashing the full potential of individuals and driving organizational excellence. At EnformHR, our DiSC-certified practitioners know exactly how to bring your organization to the next level. Reach out to us today for a free consultation! via EnformHR, LLC https://ift.tt/W2xhM1O
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![]() Workplace incivility refers to rude, disrespectful, or insensitive behavior in the workplace that can negatively affect the overall work environment. This can include behaviors such as belittling comments, gossiping, ignoring colleagues, or displaying a lack of professionalism. In its simplest form, workplace incivility refers to any behavior that disrupts the normal flow of work. The impact of workplace incivility can be damaging, not only to individual employees but also to overall productivity and company culture. Employees who experience incivility may feel demoralized, stressed, and less motivated to perform their best. This, in turn, can lead to decreased productivity, higher turnover rates, and a toxic work culture where negativity thrives. According to Devi Akella and Vance Lewis of the Organization Management Journal, “… incivility not only creates an unpleasant office environment but negatively impacts the company’s profitability, reputation, and corporate image.” Human Resource professionals often find themselves at the center of incivility management, and it is often difficult to distinguish between business and personal coaching and remediation. Let’s delve deeper into the different forms of workplace incivility and explore strategies for addressing and preventing these toxic behaviors among employees. Causes of Incivility in the Workplace![]() Workplace incivility can stem from various factors, both internal and external to the organization. According to the study by the National Library of Medicine, “a direct relationship was found between being uncivil and organizational change, job insecurity, low social support from co-workers and high job demands.” Here are some additional root causes that contribute to a toxic work environment:
Effects on Productivity and PerformanceWhen employees are subjected to disrespectful behavior, it can lead to decreased motivation, engagement, and job satisfaction. According to Christine Porath from the Harvard Business Review, “Seeing or experiencing rude behavior impairs working (short-term) memory and thus cognitive ability. It has been shown to damage the immune system, put a strain on families, and produce other deleterious effects.”
![]() Workplace Incivility and Employee TurnoverOne of the most significant repercussions of workplace incivility is high employee turnover rates. A negative environment created by disrespectful behavior can drive talented employees away, impacting the overall health of the organization. According to Nur Afni Khairunisa and Muafi Uii’s research study published in ResearchGate, “…the higher the welfare felt by employees at work, the lower the employee’s desire to change places of work, and vice versa.”
The Impact of Workplace Incivility on Team Dynamics
To strengthen team dynamics in the face of workplace incivility, organizations can implement strategies to promote cooperation and respectful behavior among employees. Encouraging open communication, fostering a positive work culture, and providing conflict resolution training are all ways to mitigate the negative effects of incivility on team dynamics. ![]() Impact on Customer Service and Brand ReputationWhen workplace incivility is left unaddressed, it can have a detrimental impact on customer service and brand reputation. The interactions between employees can directly affect the quality of customer service provided to clients and customers.
Legal Risks
Financial Implications
How Can HR Professionals Manage Workplace Incivility?![]() Strategies for PreventionTo create a positive and respectful work environment, organizations can implement the following strategies:
Role of LeadershipAs leaders within an organization, it is crucial to understand the significant role you play in addressing and preventing workplace incivility. Your actions and behaviors set the tone for how employees interact with one another, and it is vital that you lead by example. According to Forbes, “Leaders at the top have to model and support a civil workplace. If the leaders are the problem, then it will be nearly impossible to change the organizational culture.” Strategies for Leaders:
By taking a proactive approach to addressing workplace incivility, leaders can create a positive and respectful work environment where employees feel valued and supported. Training and Development Programs![]() Training programs play a crucial role in fostering respectful communication and promoting professional conduct in the workplace. These programs aim to raise awareness about the impact of incivility on employee well-being and productivity, as well as provide employees with the skills and resources to effectively address and prevent uncivil behavior. Importance of Ongoing DevelopmentIt is essential for organizations to invest in ongoing development programs to maintain a civil work environment. These programs should be tailored to the specific needs of the organization and its employees, and should focus on promoting a culture of respect, empathy, and collaboration.
By prioritizing training and development programs, organizations can create a culture of respect and professionalism that not only benefits employees but also enhances overall organizational performance and success. Policies and Procedures for Reporting Incidents![]() Having clear policies and procedures for reporting incidents of workplace incivility is essential for creating a safe and respectful work environment. It ensures that all employees are aware of the steps to take if they experience or witness uncivil behavior. Importance of Reporting ProceduresBy establishing clear reporting procedures, organizations can effectively address and resolve incidents of incivility in a timely manner. This helps prevent the escalation of conflicts and fosters a culture of respect and accountability. Encouraging AccountabilityA fair and transparent reporting process encourages employees to speak up about inappropriate behavior without fear of retaliation. It holds individuals accountable for their actions and demonstrates that workplace incivility will not be tolerated. Key Components of Reporting Procedures
Ultimately, having effective policies and procedures for reporting workplace incivility is crucial in creating a positive and healthy work environment for all employees. Conflict Resolution and Mediation Techniques![]() When workplace incivility arises, it’s essential to have effective conflict resolution and mediation techniques in place to address the issues at hand. Christine Porath from the Harvard Business Review provides the following tip when confronting workplace incivility, “Concentrate on your own effectiveness and, in future encounters, follow the acronym BIFF: Be brief, informative, friendly, and firm.” The following techniques can also help de-escalate situations and repair disrupted relationships within the organization. Methods for Resolving Disputes
The Role of MediationMediation plays a crucial role in repairing disrupted relationships after incidents of incivility. A trained mediator can help facilitate open and honest communication between parties, identify underlying issues, and guide them toward a resolution that satisfies everyone involved. Monitoring and Evaluating Workplace ClimateBy keeping a close eye on the workplace climate, companies can proactively address any issues or conflicts that arise. It allows management to identify patterns of behavior and take steps to intervene before they become more serious. Tools and Techniques
Building a Respectful Workplace Culture![]() When employees feel valued and respected, they are less likely to engage in disrespectful behavior. A positive culture acts as a buffer against incivility by fostering a sense of community, trust, and collaboration.
Steps to Promote Mutual RespectOrganizations can take specific steps to build and sustain a culture that promotes mutual respect:
ConclusionWorkplace incivility is a pervasive issue that can have detrimental effects on both employees and organizations as a whole. From decreased productivity and high turnover rates to legal consequences and damage to brand reputation, the risks of unchecked incivility are far-reaching. It is crucial for organizations to take a proactive approach to cultivating a culture of civility and respect. By implementing strategies such as training programs, behavioral assessments, conflict resolution techniques, and clear reporting procedures, companies can foster a healthy and productive work environment. At EnformHR, our HR business partners are highly skilled in managing workplace incivility and promoting a positive culture. Our staff includes DISC-certified facilitators as well as workplace investigation specialists. Please contact us if we can help your business remain civil and respectful. via EnformHR, LLC https://ift.tt/n6HeK8O ![]() Classifying your employees can feel like an easy part of managing your team. Choosing an employee’s department, how they get paid, their job title, and whether they’re full-time or part-time are just a few examples of how businesses commonly classify their employees. Seems pretty simple, right? Well, some classifications are not so easy. One of the trickiest employee classifications is determining whether or not an employee is considered to be exempt or non-exempt: a critical sorting that helps establish how an employee is paid and whether they’re eligible for overtime pay. Some people may shrug and think, “That’s easy. If they are paid hourly, they’re non-exempt; if they’re paid salary, they’re exempt.” But the Fair Labor Standards Act (FLSA), the labor law that governs several aspects of compensation such as minimum wage, overtime pay, and recordkeeping, dictates that there’s much more to be considered when categorizing an employee as exempt and non-exempt. What’s the Difference Between Exempt and Non-exempt?![]() Before we get to the nitty-gritty, let’s first go over the difference between an exempt and non-exempt employee: An exempt employee is an employee that is “exempt” from the FLSA, meaning exempt employees are not entitled to overtime pay. There are a few provisions that come along with being classified as an exempt employee. First, the minimum salary to be paid to an employee to be considered exempt is at least $684 a week, or $35,568 per year (as of January 2020). Some states, like New York, Maine, Colorado, Alaska, California, and Washington, establish their own compensation criteria for exempt classification. Exempt employees also receive a fixed salary, meaning that their base salary won’t change due to the quantity or quality of the work they perform. It’s not just how much you make, though; it also matters what kind of job functions you perform. The FLSA outlines qualifiers for exemption from both minimum wage and overtime pay for employees who fall under specific “exemptions.” These exemptions include Executive Exemption, Administrative Exemption, Professional Exemption, Computer Employee Exemption, and Outside Sales Exemption. On the other hand, a non-exempt employee is an employee who is “not exempt” from the FLSA and therefore is eligible to receive overtime pay. These employees typically perform more technical or manual duties, such as retail, mechanical, or clerical duties, as defined by the FLSA. Non-exempt employees must be paid at 1.5 the employee’s regular rate of pay if the employee works more than 40 hours in a workweek, under federal law. To make things even more intricate, the FLSA has additional specific provisions when it comes to Highly Compensated Employees, Blue Collar Workers, Police, Firefighters, Paramedics, and Other First Responders, and Collective Bargaining Agreements. The criteria to establish whether an employee is classified as exempt or non-exempt is robust, and the Department of Labor provides employers with guidance to help you determine if your employee is eligible for overtime pay. Proceed With Caution! Determining the Exempt or Non-Exempt Status of EmployeesIt’s important to keep a couple of facts in mind when classifying employees:
Implications of Misclassifying Employees as Exempt or Non-exemptThere are serious consequences to consider for misclassifying employees, which is a surprisingly common mistake many organizations make. Consequences for misclassification of employees can include:
Examples of Exempt and Non-Exempt EmployeesA few common examples of exempt employees may include:
Common examples of non-exempt employees may include:
Benefits Comparison for Employees and EmployersBoth exempt and non-exempt statuses have different benefits. For example, exempt employees tend to have more flexibility, more professional development opportunities, and the potential to earn higher wages. However, non-exempt employees benefit from their eligibility to receive overtime pay and are specifically compensated for the amount of time they work. For employers, there are similar benefits. Exempt employees give employers a more predictable payroll, and exempt employees bring the ability to take on more or different responsibilities based on business needs. Though your payroll expenses may vary more for non-exempt employees, you’re only paying employees for the hours they work. At the end of the day, employers can determine what type of employee is most suited to meet their business goals. ConclusionClassifying an employee as exempt or non-exempt is an integral business facet that business owners should not take lightly. The FLSA is a complex law, so you don’t have to make the decision alone. Reach out to us to discuss how our seasoned HR professionals can help guide you in the right direction. via EnformHR, LLC https://ift.tt/LBNyoZ2 ![]() The intricacies of processing and managing payroll are often much more than most people think. As a business owner, you may be wondering if you can handle the time and energy it takes to manage this integral business process. The answer here is it depends. For example, I can fix my water heater, but I reckon that if I remove a screw I shouldn’t, I could end up in some deep waters… literally. Payroll contains some fine details such as withholding federal, state, and local taxes, sending those payments to the IRS and your state, filing tax returns, calculating overtime, managing benefits deductions, complying with multi-state laws and federal regulations, and properly maintaining payroll records. Consequences of Payroll MishapsEven if all of that sounds doable, it’s important to consider the possible consequences of payroll mishaps. Impact of Incorrect Payment on EmployeesOne of the more common payroll mishaps is when your employees aren’t paid on time or paid incorrectly. It may be safe to say that if employees aren’t paid correctly, it could lead to frustration, mistrust, and even turnover. Employees also may think such a mistake is worthy of a scathing review on social media, which could do real damage to your company’s reputation. Financial Implications for BusinessesMishaps can also be extremely costly for business owners. Miscalculations in timekeeping, incorrect employment tax rates, the timing of final paychecks for terminated employees, and managing the allocation of Paid Time Off, including vacation time, sick time, and leave, can result in fines, penalties, interest charges, even legal action. The Hidden Costs of DIY Payroll ManagementPenalties and disgruntled employees aside, doing your own payroll can also be intangibly expensive. Processing payroll can be time-consuming, and when mistakes happen, it can be even more so. And since payroll often affects other branches of business, such as Human Resources and Benefits Administration, errors can have a snowball effect that leaves multiple team members running interference instead of focusing on more pressing business priorities such as increasing revenue or attending to customer needs. Legal and Compliance Aspects of Doing PayrollWhen it comes to doing payroll yourself, it’s important to understand that there are legal and compliance aspects involved. Failure to comply with the necessary laws and regulations can similarly result in hefty penalties and legal consequences. Here are some key factors to consider: A. Laws and regulations governing payrollThere are various laws and regulations that govern payroll, including the Fair Labor Standards Act, the Family and Medical Leave Act, and the Equal Pay Act. It is crucial to familiarize yourself with these laws to ensure that your payroll practices are in compliance. B. Tax obligations and deadlines for payrollAs an employer, you are responsible for withholding and remitting payroll taxes on behalf of your employees. It is essential to stay updated on tax rates and deadlines to avoid penalties. As mentioned, there can be financial implications if you fail to meet these obligations, including fines, interest charges, and legal action. C. Necessary forms to fill out for legal complianceCompleting the required forms accurately is essential for legal compliance. These forms include employee’s W-4, I-9 for employment eligibility verification, and state-specific forms. Keeping detailed records of these forms is crucial to ensure compliance in case of audits or legal disputes. D. Potential penalties for non-compliance with payroll regulationsFines, penalties, and interest charges as a result of non-compliance can quickly add up, which can impact your business’s finances, and in more serious cases, impact your business’s reputation and leave you exposed to potential liabilities. By understanding and adhering to the legal and compliance aspects of doing payroll yourself, you can ensure that your business remains compliant and avoids unnecessary penalties or legal issues. Benefits of Outsourcing Your PayrollWhen it comes to payroll, just like fixing a water heater, you may want to call in a professional to help. Benefits of outsourcing your payroll functions include:
Though there are fees associated with the services of payroll providers, they can pale in comparison to the cost of fines, penalties, and time spent as a result of avoidable mistakes. Likewise, many key elements of processing payroll, such as tax filing, year-end processes such as W-2s, new hire reporting, and record retention, can be taken off your plate. Making the DecisionEvery business decision comes with pros and cons, and deciding whether to process your own payroll or not is no different. If you’re thinking about outsourcing some or all of your payroll functions, you should always make sure all of your business needs can be met. At EnformHR, our Human Resources Consultants come with reputable payroll expertise that can help your business meet its goals. Contact us today for a consultation and to find out how partnering with one of our Human Resources Consultants can help your business. intricacies of processing and managing payroll are often much more than most people think. As a business owner, you may be wondering if you can handle the time and energy it takes to manage this integral business process. The answer here is it depends. For example, I can fix my water heater, but I reckon that if I remove a screw I shouldn’t, I could end up in some deep waters… literally. Payroll contains some fine details such as withholding federal, state, and local taxes, sending those payments to the IRS and your state, filing tax returns, calculating overtime, managing benefits deductions, complying with multi-state laws and federal regulations like the Fair Labor Standards Act and Sick Leave laws, and properly maintaining payroll records. Consequences of Payroll MishapsEven if all of that sounds doable, it’s important to consider the possible consequences of payroll mishaps. Impact of Incorrect Payment on EmployeesOne of the more common payroll mishaps is when your employees aren’t paid on time or paid incorrectly. It may be safe to say that if employees aren’t paid correctly, it could lead to frustration, mistrust, and even turnover. Employees also may think such a mistake is worthy of a scathing review on social media, which could do real damage to your company’s reputation. Financial Implications for BusinessesMishaps can also be extremely costly for business owners. Miscalculations in timekeeping, incorrect employment tax rates, the timing of final paychecks for terminated employees, and managing the allocation of Paid Time Off, including vacation time, sick time, and leave, can result in back pay owed, fines and penalties, and even lawsuits. The Hidden Costs of DIY Payroll ManagementPenalties and disgruntled employees aside, doing your own payroll can also be intangibly expensive. Processing payroll can be time-consuming, and when mistakes happen, it can be even more so. And since payroll often affects other branches of business, such as Human Resources and Benefits Administration, errors can have a snowball effect that leaves multiple team members running interference instead of focusing on more pressing business priorities such as increasing revenue or attending to customer needs. Benefits of Outsourcing Your PayrollWhen it comes to payroll, just like fixing a water heater, you may want to call in a professional to help. Benefits of outsourcing your payroll functions include:
Though there are fees associated with the services of payroll providers, they can pale in comparison to the cost of fines, penalties, and time spent as a result of avoidable mistakes. Likewise, many key elements of processing payroll, such as tax filing, year-end processes such as W-2s, new hire reporting, and record retention, can be taken off your plate. Making the DecisionEvery business decision comes with pros and cons, and deciding whether to process your own payroll or not is no different. If you’re thinking about outsourcing some or all of your payroll functions, you should always make sure all of your business needs can be met. At EnformHR, our Human Resources Consultants come with reputable payroll expertise that can help your business meet its goals. Contact us today for a consultation and to find out how partnering with one of our Human Resources Consultants can help your business. via EnformHR, LLC https://ift.tt/EXwlGJb ![]() Salary inquiries from employees or job candidates can be a minefield for employers. As a business owner, you know the value your employees are getting is much more than their baseline salary. Responding to salary inquiries with: âThis role pays X amount of dollarsâ does not properly showcase the true value of a role, and doing so may beget your organization an incidental disservice. The truth is, if youâre responding to salary inquiries with a base salary figure, youâre not showcasing the total value of what youâre offering employees and potential candidates, and youâre missing a great opening to cultivate positive employee engagement. Total Compensation StatementsA total compensation statement is a document with numerical and graphical information that shows a full breakdown of salary, benefits, and other rewards and includes both direct and indirect compensation. Direct compensation includes compensation that goes right into employeeâs pockets, such as:
Indirect compensation includes compensation not directly paid to an employee, such as:
What does a Total Compensation Statement do for my business?Utilizing this progressive and informational tool can bring several benefits to your business. Some of the benefits of a total compensation statement include:
Total Compensation Challenges and OpportunitiesTotal compensation statements, however, may present new challenges to business owners. But no worries, these challenges are opportunities to develop your organizationâs brand and reputation. Letâs take a look at some of the challenges total compensation statements present and the opportunities that can arise from them:
Challenge: Employees may view total compensation statements as an organizationâs method to avoid giving out raises.
Opportunity: When providing compensation statements, you have to make sure the message is right. Be transparent and honest: make sure you explain the advantages of the total compensation statement, why you are showing them this information, and how this encourages an open dialogue about compensation.
Challenge: Employees may start to wonder how their statement compares to their colleagues.
Opportunity: Total compensation statements allow businesses to audit themselves and ensure that they are compensating their employees fairly. As such, businesses should use these tools to help eliminate pay inequities and eradicate any worry about employees discussing their pay with each other.
Challenge: Total compensation statements require a high degree of accuracy to produce.
Opportunity: Maintaining accurate pay records and benefits information goes a long way in ensuring these statements correctly reflect an employeeâs compensation and presents an opportunity for businesses to review their recordkeeping and payroll information for accuracy. One tip is to not go overboard and tally up every penny, like free snacks in the break room. Adding too many immaterial items can create an administrative headache, leaving you open to a lawsuit. Focus on the things that make sense, like salary, paid time off, mileage reimbursements, employer contributions, etc.
Challenge: Employees are expressing frustration about voluntary benefits they donât use.
Opportunity: Managers should be trained on how to explain total compensation statements to employees. This is an opportunity to give your managers the proper knowledge to communicate the essentials, including the value of certain voluntary benefits being available to employees, even if the employee is choosing not to use them. Voluntary benefits are designed to provide for the whole of the organization, and thereâs value in having such a benefit available to employees even if itâs not actively utilized. So, reviewing a total compensation statement with an employee gives the manager the opportunity to explain the value of voluntary and involuntary figures and discuss what resources an employee can use to determine voluntary benefits that are or are not best for their financial health. ConclusionTotal compensation statements are extremely useful tools that can help you retain your top talent, improve your teamâs overall morale and contentment, and provide a new level of education and transparency about how you compensate your employees. If youâre looking for a new way to boost your organizationâs employee engagement, this tool might have a place at the top of your to-do list. If you need advice on implementing total compensation statements, reach out for more information on partnering with one of our Human Resources consultants. via EnformHR, LLC https://ift.tt/X0ieVjR ![]() If you’re a business owner, you can likely attest to the fact that there is no shortage of business priorities that need your attention each and every day. Every business owner has goals they want their organization to achieve, daily operations they need to attend to, and initiatives they want to implement. It’s true that running a business demands a lot of time and attention, but that doesn’t mean you always have to do everything yourself. In fact, businesses of any size often need some supplementary assistance to accomplish their business objectives. This is where Fractional HR and outsourced HR come in. But first… Why Human Resources is Important for Every Business?In the dynamic world of business, Human Resources (HR) holds a pivotal role in shaping the structure, culture, and overall functionality of an organization. HR goes beyond just hiring and firing – it involves strategic planning, employee engagement, conflict resolution, and benefits administration, all of which significantly contribute to a company’s success. For most businesses, they can afford to hire a full-time HR staff to manage these important tasks. However, many smaller companies and start-ups that lack the resources in terms of time or budget may need to explore other options. Alternative HR SolutionsHuman Resources can be an especially formidable business function to tackle. But no worries. Fortunately, there are beneficial options out there that can fundamentally change the way you approach your organization’s Human Resources needs. In the words of John D. Rockefeller Jr., “The secret of success is to do the common thing uncommonly well.” Fractional or Outsourced HR are alternative yet beneficial solutions to practically and sensibly outsource HR functions to a third party instead of having a full-fledged Human Resources department without sacrificing quality. These options range significantly from establishing HR policies and best practices to high-level business strategy. Whether temporarily or permanently, these tailored options are available so that you can focus on what matters most: running your business. What is Fractional HR?![]() You may have heard these terms before or maybe even heard them be used interchangeably, but there is a slight difference between them. Fractional HR allows companies, especially small to medium-sized businesses, to have access to high-level HR expertise and services without the need for a full-time, in-house HR department. Without being a full-time employee, a Fractional HR partner is typically a readily available team member, perfect for small-mid size organizations that need the benefit of a full-time HR executive for a fraction of the cost, that is typically used to assist with Strategic Human Resources planning, improving or cultivating company culture, reaching business objectives, compliance, professional development, and workplace investigations. In short, they are characteristically seen as an additional set of hands for your organization. Here are some of its benefits:
Challenges of Fractional HRHowever, it’s essential to note that the Fractional HR model may not suit every organization. Large teams might require a consistent, full-time HR presence to ensure seamless operations. Therefore, before adopting the Fractional HR model, businesses should:
What is Outsourced HR?![]() Outsourced HR, on the other hand, can be used for any size organization where some or all of your HR functions are passed to an outside service. These functions are usually more recurring operational or administrative tasks in nature, such as payroll, benefits administration, day-to-day company operations, PTO and time tracking, or recruiting and hiring. Here are some advantages of outsourced HR:
Challenges of Outsourced HR:Despite the many benefits, outsourcing might not be suitable for every business. It requires a significant amount of trust between the company and their vendor. Before outsourcing, businesses should:
Fractional HR vs Outsourced HR: A Comparative Analysis![]() Both options have similar benefits: they take things off your plate so you can focus on growing your business, they help reduce time spent on HR questions and issues, they save money, and they offer you a ready-to-go expert who is familiar with employment regulations, payroll compliance, HR best practices, and more. 1. Size and Type of Business Best Suited for Each:
2. Cost Implications:
3. Scalability and Adaptability:
4. Degree of Personalization and Cultural Integration:
By understanding the strengths and limitations of each model, you can make an informed decision that best supports your HR function. Adapting Alternative HR Solutions to Your Business ModelEither option can be tailored to meet your business model. HR services can flux up and down to keep up with your business needs, so business owners should regularly evaluate how their business can benefit from outsourcing HR functions and how Fractional or Outsourced HR integrates with their Strategic HR Plan. If you’re interested in taking steps toward streamlining your HR functions, contact EnformHR today to learn more about how our experienced HR Business Partners can help maximize your business’ potential. EnformHR can provide consultation at any level of your organization. via EnformHR, LLC https://ift.tt/6eoIpPY ![]() In today’s competitive business landscape, Human Resource Management (HRM) has emerged as an ever-critical function for organizational success. It is no wonder that many consider this department the heart and soul of their business. Recent global events have unequivocally demonstrated the paramount importance of HRM in effectively managing company risk, cultivating a productive workforce, and propelling business goals forward. John M. Bremen, managing director of human capital and benefits at Willis Towers Watson told SHRM, “The week that trillions of dollars of market value came out of the global economy because people could not work and consume and live normally—that really ended any debate over the value of HR to the enterprise.” Whether you’re a startup or a well-established firm, embracing HR’s strategic role is a game-changer in today’s business environment. In this blog, we’ll take a closer look at the importance of HRM in small businesses and discuss some best practices to help you make the most out of this essential function. What is Human Resource Management?![]() Human Resource Management is a set of processes, techniques, and functions that are performed by companies to recruit, manage, develop, train, and retain their employees. It also encompasses the implementation of policies to ensure employee rights and compliance with applicable laws. Allocating dedicated resources to manage a range of HR activities empowers business owners to adopt an organized and strategic approach to employee management. Additionally, it offers valuable guidance in myriad areas such as recruitment, performance management, compensation, employee relations, and training. Top 10 Benefits of Human Resource Management for Small BusinessesSmall businesses often struggle with limited resources and stretched budgets. This makes it all the more important to leverage HRM functions and technologies to maximize efficiency, reduce employee turnover and costs, and stay competitive. Here are some key advantages of having a robust HR system in place: ![]()
Challenges and Solutions in Implementing HRM in Small Businesses![]() Implementing an effective HRM system in small businesses can be challenging due to various factors such as limited resources, budget constraints, and lack of knowledge or expertise. Here are some key challenges faced by businesses in implementing HRM: Limited ResourcesSmall businesses often lack the resources needed to implement a robust HR system. To address this, they can focus on utilizing cost-effective solutions that are tailored to their specific needs and budget constraints. Lack of ExpertiseDeveloping an effective HR system requires extensive knowledge and experience in areas such as recruitment, compliance, training, employee relations, and performance management. To overcome this, they can partner with experienced HR professionals who can provide the necessary guidance and support. Poor CommunicationEffective communication is key to any successful organization. Small businesses must ensure that their human resources processes are optimized for efficient collaboration among employees, departments, and stakeholders. This includes ensuring all team members have access to effective communication channels, such as email, messaging platforms, or video conferencing. Inadequate TechnologyUtilizing the right tools and technologies is essential for small businesses to operate efficiently and remain competitive. Introducing cutting-edge HR systems can help streamline administrative tasks and empower employees with the resources they need to succeed. If you are a small business owner facing any of the aforementioned challenges, it may be beneficial to seek out a reliable provider of human resource management solutions. HR outsourcing can provide a comprehensive solution to address these challenges. This approach enables access to top-tier HR expertise and advanced technology while also yielding cost savings. This way, small business owners can focus on their core functions while ensuring that their HR functions are managed effectively and in accordance with the best practices. Conclusion![]() Navigating the complexities of HRM can be daunting, particularly for small businesses with limited resources. However, these complexities can be transformed into strategic advantages with professional assistance. Investing in HRM is not just a tactical move but a strategic one that paves the way for business growth and sustainability. EnformHR is dedicated to providing outsourced HRM solutions tailored specifically for small businesses. We understand the unique challenges that small businesses face and offer customized solutions to turn these challenges into opportunities. Don’t let the intricacies of HRM hold your business back. Take the first step towards a strategic and effective human resource management approach. Get a free consultation today. Success StoriesEnformHR has been an exceptional partner for our company (of 155 employees) in the area of human resource management. From the moment we engaged their services, we experienced exceptional professionalism and expertise that exceeded our expectations. EnformHR has helped us revamp our company handbook, revise our employee evaluation forms, and give us timely advice on new employment laws and best practices. They are always very mindful and respectful of our budget. Their team of seasoned experts is knowledgeable, friendly, and always willing to go the extra mile to ensure our needs are met. Moreover, their timely service and attention to detail have resulted in a seamless and efficient process for us. We’ve seen a marked improvement in our HR processes since partnering with EnformHR. Overall, I highly recommend EnformHR as a top-notch human resource consultancy firm. They have delivered on all their promises and exceeded our expectations in every way. If you’re looking for reliable and professional HR services, EnformHR is the way to go! – Garden State Cold Storage, Newark, NJ I have been working with EnformHR for many years regarding sensitive issues as well as Employee Handbook implementation. I completely trust Cristina and her team when I need clarification on current laws. During this pandemic, Cristina has been fast and informative, giving us directions on handling employee issues. Thank you EnformHR, you’re the Best! – Karen Spedaliere via EnformHR, LLC https://enformhr.com/blog/why-is-human-resource-management-important/ ![]() On August 1, 2023, the U.S. Citizenship and Immigration Services (USCIS) released the new version of the Form I-9, an integral document for employers that is used to verify the identity and authorization of individuals hired for employment in the U.S. The new Form I-9 and accompanying instructions have been redesigned to be easier for employers to use, with a clearer and more efficient layout. On the new Form I-9, you’ll find the following changes:
Remote Examination of Form I-9![]() One of the biggest changes employers will now see is the new checkbox allowing employers enrolled in E-Verify to take advantage of remote examination of Form I-9 documentation, which grants employers more flexibility in the Form I-9 verification process. Emily M. Dickens, SHRM’s chief of staff and head of public affairs, describes this new change as reflecting “the modern reality of the American workforce and HR processes and takes account of current and emerging technology—all while investing in the integrity and the security of the U.S. immigration system.” Employers can still use the previous version of the Form I-9 until October 31, 2023. After that date, the updated Form I-9 must be used. However, employers are encouraged to start implementing the new form I-9 as soon as practical. Avoiding Penalties and Ensuring Compliance with the New Form I-9![]() Despite some new flexibilities and a sleeker format, the rollout of the new Form I-9 does not mean that penalties and fines for noncompliance become lax. Mistakes or technical violations on I-9 forms can still cost employers big, ranging from $252-$2,507 for first offenses and $1,161-$2,322 for second and subsequent paperwork offenses per violation. EnformHR can help your business make sure these common compliance pitfalls are avoided. Reach out to our team to see how we can help you. via EnformHR, LLC https://ift.tt/QMeGTwf ![]() During the height of the COVID-19 pandemic, many employers had to make significant changes to the way employees were hired and onboarded due to the physical precautions set in place across the nation. One of those changes included how employers verified an employee’s authorization to work in the United States via Form I-9. Initially announced in March 2020, the Department of Homeland Security (DHS) provided employers with the flexibility to examine employees’ identification and employment authorization documents remotely (e.g., over video link, fax, or email), with the expectation that physical examination of these documents would occur in the future. New DHS Announcement and DeadlinesDHS has recently announced that employers now have until August 30, 2023 to perform all required physical examination of identification and employment authorization documents for individuals hired after March 20, 2020 and who have only received a remote examination under the flexibilities. However, DHS clarifies that employers who used the flexibilities during the pandemic (March 20, 2020 to July 31, 2023) will not be required to physically examine the documentation of those hired under those flexibilities so long as the employer:
Unless these conditions are met, employers must physically inspect the documentation of those hires whose identification or employment authorization documents were examined remotely no later than August 30, 2023. This requirement also applies to re-verification as well. Remote Work and In-Person Document InspectionOur company began operating remotely during COVID-19 and will not return to work in the office. Must we still conduct the in-person document inspection for each employee who we hired or reverified while using the COVID-19 remote inspection flexibilities? Yes. Employers must physically examine documents for those employees who were hired on or after March 20, 2020, and for whom the employer has to date only conducted a remote inspection consistent with the flexibilities first announced in March 2020. Employers will have 30 days after the end date of the flexibilities on July 31, 2023 – that is, until August 30, 2023 – to complete an in-person physical inspection. If our employees are all working across the country rather than in my location, how can I complete the in-person inspection? Are there alternative options? Alternative Options for In-Person InspectionIf an in-person inspection is a difficult feat, employers do have alternative options to help complete this requirement: Using an Authorized Representative Employers may designate an authorized representative to fill out Forms I-9 on behalf of their company, including personnel officers, foremen, agents, or notary public. DHS does not require the authorized representative to have specific agreements, certifications, or other documentation for Form I-9 purposes. If an authorized representative fills out Form I-9 on behalf of the employer, the employer is still liable for any violations in connection with the form or the verification process. When completing Form I-9, the employer or authorized representative must physically examine, with the employee being physically present, each document presented to determine if it reasonably appears to be genuine and relates to the employee presenting it. Reviewing or examining documents via webcam is not permissible. If the authorized representative refuses to complete Form I-9 (including providing a signature), another authorized representative may be selected. If the employer hires a notary public, the notary public is acting as an authorized representative of the employer, not as a notary. The notary public must perform the same required actions as an authorized representative. When acting as an authorized representative, the notary public should not provide a notary seal on Form I-9. Use a third-party vendor to complete Form I-9s There are third-party vendors that offer the completion of Form I-9 Section 2 through an authorized I-9 representative near your new hires at a time that’s convenient for them. Typically available for an additional fee, this service helps with offsite I-9 completion. For a list of reputable I-9 Verification Vendors, you can visit this website. E-Verify and Remote VerificationIn addition to the above options, employers who may plan to continue to verify employees’ I-9 documents remotely can enroll in using E-Verify. DHS published an accompanying document in the Federal Register describing and authorizing employers enrolled in E-Verify the option to remotely examine their employees’ identity and employment authorization documents under a DHS-authorized alternative procedure, provided they follow certain steps. The Federal Register document provides an alternative for certain employers to remotely examine Form I-9 documents instead of the current requirement to examine documents physically in person. To participate in the remote examination of Form I-9 documents under the DHS-authorized alternative procedure, employers must be enrolled in E-Verify, examine and retain copies of all documents, conduct a live video interaction with the employee, and create an E-Verify case if the employee is a new hire. Employers can enroll in E-Verify at any time. Importance Of ComplianceIt is important for employers to be compliant with DHS’s requirements related to Form I-9s, as non-compliance can result in hefty fines. For example, mistakes or technical violations on Form I-9s can range from $252-$2,507 for first offenses and $1,161-$2,322 for second and subsequent paperwork offenses per violation. According to Paycor, in 2019, ICE delivered 6,500 Notices of Inspections and reached $14.3 million in fines, penalties, and forfeitures. EnformHR’s seasoned professionals can help you navigate these important changes. Reach out to our team today to see how we can assist you. via EnformHR, LLC https://ift.tt/VYu7g2D ![]() You know what they say: Change is the only constant in life. Effective July 31, 2023, New Jersey employers will need to embrace a change to their off-boarding processes in the form of new reporting mandates for all employees who separate from their organization. Form BC-10 Reporting Mandates: Immediate and Simultaneous SubmissionNJ employers have long been directed to provide separating employees with the Form BC-10, which provides instructions for claiming unemployment benefits. Effective July 31, 2023, employers will now “immediately and simultaneously” submit the Form BC-10 they provide to employees to the Division of Unemployment Insurance (the Division). Along with the Form BC-10, employers will also submit details of the separation to the Division, which will be used to make a benefit determination in the event an unemployment claim is filed. These reports will be required for employees who separate for any reason, including resignation. Creating an Employer Access Account: A Step Towards Compliance![]() The Division has yet to publish instructions on the submission process; however, as a first step towards compliance, they require all employers to create an Employer Access account on their website. Employers will register an email address for communications with the Division, which will be used to share new electronic reporting instructions once available. Updated Notification and Appeal TimelinesIn addition to changes in reporting requirements, there are updates to notification and appeal timelines that impact NJ employers:
Penalties for NoncomplianceWith the increase in reporting requirements also comes an increase in penalties for noncompliance. NJ employers who willfully refuse to furnish the required reports, knowingly make false statements, or withhold information that could impact benefits determinations will be subject to increased penalties: $500, or 25% of the amount fraudulently withheld, whichever is greater. Each day of noncompliance constitutes a separate offense. Additionally, any benefit overpayments will not be corrected if the error is made because the employer failed to provide the required employee separation information. ![]() Ensuring Compliance with New Regulations for NJ EmployersTo ensure compliance with these new regulations, NJ employers will need to take the following next steps:
ConclusionStaying informed and remaining compliant with these new directives will safeguard your business against increased penalties and other potentially significant consequences. If you have questions about these new regulations, contact EnformHR for further discussion and guidance. via EnformHR, LLC https://ift.tt/BLnzW1K |
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