Need a “People Plan” for 2017?

 

2016-2017

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.

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Austin Job Report

The Austin job market continues to strengthen with 2,000 more jobs created
in December 2015 as compared to the same period last year.
austin job report

Here are the insights from the Austin Chamber of Commerce recent job report:

  • Approximately 40,000 Available Job Openings during the monthly reporting period, an increase of 2,000 postings compared to the same period last year.
  • Year-to-year changes in December’s Available Job Postings saw its narrowest increase since 2011.
  • Largest year-over-over increases in the Computer and Mathematical, Sales and Related, Transportation and Material Moving, Management and Food Preparation and Serving Related categories.
  • About 7,600 or 19 percent of available job openings are tech-related.
  • 6 out of 15 of the top occupations in the region are tech jobs.

Take a look at the companies that are new or expanding in the Austin, Texas Market:

http://www.austinchamber.com/site-selection/business-climate/relocations-expansions-log.php

VIEW FULL ARTICLE:

http://www.austinchamber.com/education-talent/job-market/reports/DEC_2015.pdf

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Premier HR Solutions provides human resource consulting services to emerging companies.  Our services include full service recruiting. Whether you need one placement or multiple, we can provide affordable solutions for your recruiting needs.

Scholley Bubenik, president, has over twenty years of management experience and a Master’s Degree in Human Resource Management from the University of Texas at Austin.  Call or email Scholley to find out more about Premier HR Solutions services:

sbubenik@premierhrsolutions.net    512-799-7418   www.premierhrsolutions.net

 

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Premier HR Solutions provides human resource consulting services to emerging companies.  We partner with senior management, HR departments and business owners who need services in the following areas:

Reaching Your Highest Potential

Reaching Your Highest Potential

Training And Development- Whether you have in house trainers or no training department at all, Premier HR Training Solutions provides customized training and coaching to help organizations reach their highest potential.  Our team consists of experienced trainers with Masters Degrees in Human Resource Leadership, Training and Development and Education.  The focus with all training sessions is on acquiring or refining skills through engaging activities.  Favorite topics include (1) Developing a Leadership Mindset (2) Communication Across Generations (3) Managing and Supervising Employees (4) Behavioral Interviewing (5) Mentoring and Engaging Employees (6) Excellence in Customer Service and (7) Managing Conflict.

Full Service Recruiting-  Whether you need one placement or multiple, we can provide affordable solutions for your recruiting needs.  Our team will meet with you to develop and refine the job description and create a profile for identifying key drivers of the position, skills, background and personality traits needed to be successful at your company. We are focused on delivering the highest quality of customer service and committed to recruiting the best qualified people. Established companies utilize us to supplement their recruiting departments during ramp-up phases and start up companies depend on us to manage the entire recruiting process.

Human Resource Consulting-  Premier HR Solutions provides small and start-up companies a variety of HR services that are customized to meet their business needs.  Existing companies utilize us for one time projects such as updating their employee handbook or creating a career development program.   Start up companies hire us to provide ongoing HR consulting services that include establishing their HR functions and managing their compliance, risk and employee relations.

Scholley Bubenik

Scholley Bubenik, president, has over twenty years of management experience and a Master’s Degree in Human Resource Management from the University of Texas.  She has helped numerous companies in multiple industries establish their HR departments, develop training programs and manage employer risks.  Call or email Scholley to find out more about Premier HR Solutions services:

sbubenik@premierhrsolutions.net  512-799-7418  www.premierhrsolutions.net

Independent Contractor versus Employee- Know the Facts

A common mistake of many business owners is classifying employees as independent contractors.  This can result in a large tax liability for the employer.

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I have always said, If it looks like a duck, quacks like a duck and swims like a duck, then it is probably a duck.”  Chances are that if you have independent contractors who seem like they are employees, they may be misclassified.  How do you classify your employees accurately and protect your business from back payroll tax, interests and stiff penalties? Consider this IRS 20 Factor Test to determine who has control over the work being done.

20 FACTOR IRS TEST

  1. Instructions- Workers who are required to comply with others’ instructions about when, where, and how they are to work are ordinarily employees.
  2. Training- Training workers indicates that employers exercise control over the means by which results are accomplished.
  3. Integration- When the success or continuation of a business depends on the performance of certain services, the workers performing those services are subject to a certain amount of control by the owners of the businesses.
  4. Services rendered personally- If services must be rendered personally, employers control both the means and the results of the work.
  5. Hiring, supervising, and paying assistants– Control is exercised if employers hire, supervise, and pay assistants.
  6. Continuing relationships- Continuing relationships between workers and employers indicate that employer employee relationships exist.
  7. Set hours of work- The establishment of set hours of work by employers indicates control.
  8. Full-time required- If workers must devote full time to employers’ businesses, employers have control over workers’ time. Independent contractors are free to work when and for whom they choose.
  9. Doing work on employers’ premises- Control is indicated if the work is performed on employers’ premises.
  10. Order or sequences set- Control is indicated if workers are not free to choose their own patterns of work but must perform services in the sequences set by the employers.
  11. Oral or written reports- Control is indicated if workers must submit regular oral or written reports to employers.
  12. Payment by hour, week, or month- This points to employer-employee relationships, provided that this method of payment is not just a convenient way of paying a lump sum agreed on as the cost of a job. Independent contractors are usually paid by the job or on straight commission.
  13. Payment of business and/or traveling expense- Employers paying workers’ expenses of this nature shows that employer-employee relationships usually exist.
  14. Furnishing tools and materials- If employers furnish significant tools, materials, and other equipment, employer-employee relationships usually exist.
  15. Significant investments- Workers are independent contractors if they invest in facilities that are not typically maintained by employees (such as an office rented at fair market value from an unrelated party). Employees depend on employers for such facilities.
  16. Realization of profits or losses- Workers who can realize profits or losses (in addition to profits or losses ordinarily realized by employees) they are independent contractors. Workers who cannot are generally employees.
  17. Working for more than one firm at a time- If workers perform services for a number of unrelated persons at the same time, they are usually independent contractors.
  18. Making services available to the general public- Workers are usually independent contractors if they make their services available to the general public on a regular and consistent basis.
  19. Right to discharge- The right of employers to discharge workers indicates that the workers are employees.
  20. Right to terminate- Workers are employees if they have the right to end their relationships with their principals at any time without incurring liability., and pay assistants.

Premier HR Solutions is an HR Consulting Firm located in Austin, Texas providing HR consulting services to small and medium size businesses.  For additional information or assistance with HR consulting, recruiting or customized training contact us at www.premierhrsolutions.net or Scholley Bubenik, managing partner at sbubenik@premierhrsolutions.net.

Getting it Right the First Time

How much is recruiting costing your bottom line?  Experts claim that employee turnover can cost you between 25-50% of the employee salaries. According to Forbes, US corporations spend nearly $72 billion each year on a variety of recruiting services, staff, and products – and the worldwide number is likely three times bigger. Businesses spend on average $3,300 per hire on recruiting and this cost has increased 6% since last year. So getting it right the first time is essential to keeping your recruiting cost down overall. Most of us recall a time when we hired what we thought was a perfect candidate to find out that the person that reported to work that first day was an imposter.  Hiring managers and human resource professionals often find themselves scratching their head and asking, “How did I miss that?” and “Where is the person I interviewed for this job?”

Nothing is fool proof, but developing a recruiting strategy that encompasses several dimensions can be quite successful.  I refer to this method as “Right Sourcing”.  Right Sourcing is a Systematic approach to recruiting and selecting the right candidate based on assessing three areas:

  1. Job Requirements- Does the candidate have the technical skills, qualifications, education and job experience required of the position?  This is fairly basic and the most common approach to recruiting.  Reviewing the candidates resume and responses in the interview process and comparing this information to the job description is the basis of this strategy.  Most hiring managers stop here and base their selection on this sole dimension.
  1. Personality dimensions- What type of personality traits and emotional intelligence does the candidate portray and how does it relate to the position?  There are many different assessments that can be used to identify personality traits and emotional intelligence.  The costs range in price, but typically you can locate one for a reasonable cost.  I advise employers that it is better to spend a little extra in the process to ensure you make the right selection.  The challenge here, however is to commit to using this information obtained from the assessment.  If you are going to hire a candidate regardless of the assessment, it may be a waste of your resources.  I recall an incident where the hiring manager ignored the results of the assessment and hired the candidate anyway for a supervisory role.  The newly hired supervisor struggled in his new position and the operations of the department suffered greatly.  After this incident, I began administering the assessment prior to the hiring manager interview and refrained from presenting candidates who did not meet the “personality fit” of the position.
  1. Cultural Fit- How well will the candidate adapt and perform within the company and their team based on the culture and personalities within the team?   Knowing the culture of not only the organization, but the department and the personality of the manager or supervisor is very important. Behavioral interview questions are very useful in this area and a way to evaluate a cultural fit.  For example, if the manager is a micromanager, then selecting an employee who is autonomous and unaccustomed to this work environment would be a poor choice.  Another example, if the company is a start-up company, hiring employees who are flexible,  who will adapt quickly and take on new roles as the company grows and changes is very important.

Regardless of what approach you use for recruiting and selection, collecting and obtaining information from multiple sources can only increase your odds of getting it right.  Wouldn’t you rather spend the time and energy upfront during the selection process than dealing with the issues regarding a poor hire?

For additional information regarding recruiting services, human resource consulting and training and development projects, contact Scholley Bubenik at sbubenik@premierhrsolutions.net. Premier HR Solutions LLC is a full service human resource consulting firm located in Austin Texas serving business throughout the US.  Visit us as www.premierhrsolutions.net or follow us on LinkedIn- https://www.linkedin.com/company/3537939?trk=tyah&trkInfo=tarId%3A1403010043332%2Ctas%3APremier%20HR%2Cidx%3A2-3-5