HR Trends That Are Becoming Best Practices and Adding to the Bottom Line

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HR Departments in today’s business world are no longer seen as only an administrative function which focuses mainly on mitigating compliance and employee relations.  They are becoming strategic partners working closely with the management team to align with the company’s business goals.

HR Departments no longer function solely behind the scenes.  Their in-depth knowledge of the workforce has made them important members of the management team.  Their unique insight plays a huge role in strategic business planning that affect the bottom line.  HR leaders have become key business partners because they have the insight into individual employees and the workforce as a whole.  No one else has this unique insight and the ability to keep a current pulse on these areas.  Because HR leaders interact with employees daily they understand employees’ strengths and shortcomings.  Having this knowledge allows HR leaders to give valuable recommendations on programs addressing skills shortages, succession planning, employee performance and satisfaction ratings.

In order to help business managers strategize, HR leaders need to be able to effectively and efficiently assess employees.  This requires them to be proficient in workforce analytics.  HR leaders are utilizing tools such as employee engagement and satisfaction surveys, 360-degree review software and social media to make it easy to track, analyze and share people data.  Collecting and understanding these analytics are important to solving complex “people issues” that could be obstructing the company from  achieving a specific business goal.

Another trend that is becoming best practice is the use of HR software.  HR technology provides automation that has allowed human resources  to work more efficiently in the areas of recruiting, benefit administration, leave administrative, on-boarding and off-boarding employees.  Many payroll providers have added these systems to their platforms making them more affordable and easier to integrate with existing systems.   HR is realizing the benefits of technology and it has now moved from a “nice to have” to a “must have”.  HR technology has allowed HR Leaders more time to spend on business strategy, finding and securing top talent and working with employees more than ever before.

Who is your HR strategic business partner?  Whether you have an HR department or not, can you afford not to have a strategic HR partner advising and gathering information regarding potentially the greatest expense to your bottom line?  Outsourcing strategic HR could be a solution for your company if you lack the internal resources to provide this expertise.  Whether you manage this function internally or outsource it, don’t be left out of today’s competitive market by not keeping a pulse on your people and their contribution to your bottom line.

scholleyScholley Bubenik is president of Premier HR Solutions in Austin Texas.  She has over twenty years of human resource management experience and a master’s degree in Human Resource Leadership from the University of Texas.

Premier HR Solutions provides business owners effective solutions for the people side of their business.  Scholley invites you to contact her for questions or comments at sbubenik@premierhrsolutions.net or visit www.premierhrsolutions.net

Need a “People Plan” for 2017?

 

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Let Premier HR Solutions help you grow your emerging business in 2017.

We provide:

  • Senior HR leadership at an affordable cost
  • Discreet guidance and customized solutions
  • Expertise in direct hire and contract recruiting

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Premier HR Solutions provides a variety of valuable HR services to emerging companies. If your company is seeking HR solutions that are similar to any of these, then call us today for a free consultation:

  • Is your company struggling to keep up with your business growth?
  • Is your talent pool a roadblock for reaching your business goals?
  • Do you need assistance with recruiting or developing a recruiting strategy?
  • Are you unsure of how your company is complying with federal and state employment regulations?
  • How does your employee compensation compare to the current market? Are you paying your employees too much or not enough?
  • Are you starting a business and need HR advice, but not needing to hire a full-time resource?
  • Once we have your programs established, we will train your employees how to maintain them without the large overhead cost associated with senior HR management.

Premier HR Solutions For Any Size Business

Premier HR Solutions is a HR consulting firm serving small to medium size businesses. The company specializes in working with business owners to provide solutions to their human resource needs.

Why Choose Us?

We can provide senior HR leadership without the high cost of employing a full-time senior HR professional. We’ll become a member of your team offering discreet guidance and customized solutions. We’re not here to judge you or your problems, just to give you and your team a plan and resolutions. No project is too big or small for our experienced team of HR advisors.

Premier HR Solutions would love to hear from you.  Contact Scholley Bubenik at 512-799-7418 or email her at sbubenik@premierhrsolutions.net.

Millennials and Microlearning

It is 2016 and workplaces and workforces are rapidly changing. With millennials quickly becoming the largest labor cohort, it is no wonder companies are being challenged to revamp their training and management approach. If organizations want to attract, develop and retain talent in this generation, they have to adapt to their audience. To quote The Kinks, “give the people want they want”.

Modern study technology concept

The average attention span of a millennial is 90 seconds which means the old-school way of day-long workshops and seminars are proving to be less effective than delivering content to learners in small, very specific bursts. Employee engagement is an on-going concern with only 29% of millennial employees reporting they feel enthusiastic about and committed to their work and workplace. That makes it no surprise that their average tenure is two years. Additionally, 87% millennials agree that development is important in a job. They want more learning opportunities and feedback.

With extremely busy managers, how can companies possibly streamline employee training to please the new generation of employees? The answer is microlearning. ELearning Industry defines microlearning as a way of teaching and delivering content to learners in small, very specific bursts thus allowing the learners to control what and when they’re learning. It is effective because it provides employees with small, specific nuggets of information that are easy to understand and retain. Microlearning is quick and focused on relevant business challenges. This style allows learners choose their topics and get exactly what they need rather than being forced into a generic training program which keeps them engaged and involved.

Examples of microlearning include videos, 20-minute huddle sessions, infographics, quick tips, etc. When choosing a learning tool, it is best to keep the company culture and learner in mind. This will ensure the success of your training and performance management efforts.

For questions or comments contact Scholley Buben

Creating an Effective Job Posting

The first step in attracting and hiring top talent is crafting a compelling job posting. Your job posting is the first impression prospective candidates have of your company. Therefore, you want your job posting to reflect a good impression of your company and create interest in the position.  Secondly, your job posting needs to be successful attracting qualified candidates. Below are three simple steps to creating an effective job posting.

1.) Create a Job Title that is search engine friendly.

The best rule of thumb is to keep it simple and straight-forward. The first two words of the job title need to match what job seekers are searching.  For example, your company may refer to the receptionist as “The Director of First Impression” but job seekers will be searching for the job title, receptionist instead. If you are unsure what to title the position, log onto the website of the job board you will be posting and search as if you were a candidate. This will give you great insight into what your target audience is looking for.

 

2.)  Write the posting as if it were an advertisement.

Just like advertisements are intended to sell something, you are trying to influence your job candidate to come work for your company.  You should identify your
JOIN OUR TEAM, message on the card target audience, address them in the language they understand and highlight items they will find attractive. Think about why this is a good job and showcase your company and the benefits for coming to work for you. Include the job’s main requirements and finish with a strong call to action like “Apply today to join our great team!” This may seem like a lot of effort, but a better job posting can help you recruit better candidates.

3.) Be clear, but concise.

When it comes to the job description, you need to include the most important job duties and requirements, but not necessarily list everything. Good job descriptions usually consist of 300- 800 words. Start with a one or two line overview of the position, followed by benefits of working for your company or what makes this role preferable to other similar job openings and finish with the preferred qualifications or must haves for the job. As you write the job description, remember to use compelling key words. Nolan Gray, author of ‘5 Tips for Crafting More Effective Job Postings’, says it best, “Tired language like ‘A qualified candidate will demonstrate…’ will make most candidates yawn. Instead, consider more compelling phrases like ‘fearless critical thinker’ or ‘passionate believer in…’”.

Premier HR Solutions would love to hear from you.  Send you recruiting questions to gethired@premierhrsolutions.net or contact Scholley Bubenik at 512-799-7418.

 

How Difficult is it to Find Top Talent?

How difficult is it to find top talent in today’s competitive market? All companies, but especially small and medium size businesses are finding it more difficult to locate and attract top talent. With salaries continuing to increase and the supply decreasing, many employers are frustrated and find themselves not wanting to tackle this daunting task.

Premier HR Solutions specializes in finding top talent and pairing them with the right companies. We refer to this as right-sourcing. Our resume data base and our search capabilities provides an abundance of qualified candidates. We provide the right solutions for most companies whether that is contingency recruiting or contract recruiting.

Take a look at some of our top candidates that we are currently showcasing:

Mechanical Engineer with four years’ experience in manufacturing. Highly motivated, accomplished mechanical engineer with strong work ethic and a drive to contribute to the bottom line. B.S. in Mechanical Engineering from Texas Tech University.

Sales and Marketing Professional with four years’ experience in software sales, building product sales, mortgage industry and professional services- UT McCombs School of Business marketing graduate who is results driven and recognized as a top performer.

Controller with over ten years’ experience. A proactive, strategic Controller with expansive, hands-on experience establishing and managing comprehensive accounting and financial management programs. Contributes strong analytics, forecasting, financial and accounting expertise to maximize profits, minimize costs and optimize bottom- line results.

Procurement and Materials Supervisor with over twenty years’ experience managing shipping, inventory control, purchasing and warehouse operations. Implements cost savings strategies and negotiating best rates and resulting in significant cost reductions.

Human Resources Executive with over twenty year’s of human resource management and labor relations. Works closely with C-Level team to develop and implement recruiting, talent management, workforce planning, employee benefits and HR policies.

Executive Assistant with over ten years’ experience working in banking, professional services and software industries. Strategic leader with business analysis, investment banking, mergers and acquisitions and corporate finance skills.

Office Manager and Marketing Support Specialist with three years’ experience with Civil Engineering and Advertising industry experience. Proficient office manager who performs a variety of administrative duties and human resource duties, provides marketing support and interfacing with clients.

Sales and Operations Professional with six years’ experience in manufacturing operations, sales, and procurement. Texas A&M Graduate with business and mechanical aptitude. Self-starter and entrepreneur spirit.

What does your company need from its HR Business Partner?

man drawing business conceptYour HR consultant should be perceived as one of your strategic business partners, not just an administrator who manages paperwork and new hires.

As your strategic business partner, your HR consultant needs to understand your company’s goals and the talent resources that are required to achieve these goals quickly. Determining the exact number of resources in every area to execute on the strategy and maintain balance across the organization is crucial when it relates to making a profit.

Finding the right employees is also a must. A valuable HR business partner doesn’t just post jobs and fill them. They understand the company and seek to find the top talent and the “industry stars”. Knowing how to compete in today’s war on talent is also essential.

Along with attracting top talent and making exceptional hires, your HR business partner should successfully articulate your company’s history, culture and the job expectations to the new hires. Equally important is developing and implementing the proper job-specific training needed so that the new hire can contribute quickly. Empowering employees through career development training programs are also key strategies that your HR Business Partner should be developing that result in increased employee retention.

These are just a few examples of how Your HR Business Partner should be engaging with your executive team. What strategies do you have implemented?

As Your Premier HR Business Partner, Premier HR Solutions can provide a variety of services to deliver the results your emerging business requires. Contact us for a virtual meeting to discuss your human resource strategies.

Scholley Bubenik (512) 799-7418

sbubenik@premierhrsolutions.net

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Will Your Company Be Ready For the New Overtime Rules?

The US Department recently released the final new Overtime Rule which will come into effect on December 1, 2016. (https://www.dol.gov/whd/overtime/final2016/)

There are three main changes that will be issued:

  1. Increases to the salary threshold for salary workers increases from $455 to $913 per week. ($47,476 per year).
  2. Increases to annual compensation level for “highly compensated” from $100,000 per year to $134,004.
  3. Automatically updates to salary and compensation level every three years.

These changes, especially the salary threshold increase are estimated to affect over four million workers within the first year of implementation. What does that mean for your company?

Challenges Employers Are Facing

  • How will you communicate the message to employees affected and how will you address their concerns?
  • What timekeeping, reporting systems and processes will you implement to ensure accuracy?
  • How will you address budgetary changes such as additional overtime cost and adjustments to hourly wages?
  • How will you control overtime cost and what strategies, policies, and employee education do you need to implement?
  • How will you pay employees for telecommuting and travel hours?
  • How will you manage and track employees working after hours on their cell phones answering calls and responding to emails?
  • What policies do you need to change or create to address the areas described above?

Understanding your options and developing a strategy for addressing these challenges are essential. Premier HR Solutions provides consulting services to help you navigate through these changes and select the best practice that suits your company’s culture. Contact Scholley Bubenik at sbubenik@premierhrsolutions.net for additional information. www.premierhrsolutions.net