The following article is reprinted by permission from its author, Rich Becerra. Rich is our representative at TriNet PEO. We found it to be quite inspiring.
HR Professionals– Still Inspired?
Published on January 22, 2017
It’s time to talk. You signed up with great ambitions and were boldly
inspired to move your company and its employees forward. Still, believe?
HR Professionals, you know whom you are wearing a variety of titles from the VP of HR, HR Manager, Personnel Director, Hiring Manager to Office Manager. Whatever title you have accepted, your charter remains the same.
Attract new quality talent, maintain and motivate the quality talent
you have and keep the organization out of trouble with disgruntled
employees while complying with the regulations of Federal, State and
Government Agencies looking to enforce ever changing rules.
I am going to make reading the rest of my article quick and easy for
some of you. The following sentence either fits your current state or it
does not.
I have adequate staff, up to date HR technology, and budget resources
to accomplish all necessary current responsibilities while deploying
future HR growth strategies.
If this statement fits your present reality, then congratulations!
You need not spend any more time reading, and please send me the name of
your employer so that I can use them as great examples.
In my consulting work over the last two decades, I meet with many
more HR folks that struggle to meet the basic requirements of their
department while staying within the budgetary limitations that their
employers impose. Simultaneously, they try to deploy future HR
initiatives that they know will benefit the strategic goals of the
company. Many times these worthy goals fail to
materialize, typically when desire meets fiscal reality.
At first, these seem like impossible and contradictory goals, but I
assure you that they are not and if you have the vision to look at your
department progressively they are very much in your reach now.
The key is to re-design your current HR model. Install a new HR
paradigm that brings lower cost on individual existing hard cost
(benefits, taxes, workers’ compensation, legal fees, multistate
compliance costs, payroll cost) in enough quantity to offset real
dollars. These savings will then be used to provide you and your team
with updated HR Technology and offload transactional task associated
with regulatory compliance. In many cases, staff is tied up with
transactional work that albeit is required, does nothing to advance your
HR strategic vision, is a drain on the budget and is frankly, better
outsourced.
STOP!…step away from the delete button!
The word outsource conjures up images of call centers in some faraway
land trying to replace HR departments and their staff, pitifully at
best. This “outsourcing” is not culture building and not at all what I
intend.
Think re-sourcing versus outsourcing where this innovative
HR platform performs at the direction you design and is accountable back
to you. There are likely several HR administrative tasks that you or
your staff spend hours doing; FMLA tracking and accountability, EEO-1
reporting, Wage and Hour guidance, HR AddHoc Excel Reports, PTO tracking
and accountability and the ever changing ACA reporting requirements are
just a few. If you are honest, you or your team probably hate these
projects, and by doing them in-house, you create compliance liability
for you and your company if not correctly executed.
These task, their associated liability, and their cost are off-loaded
in this new HR model freeing up capital and resources. You and your
staff’s time can then be devoted to pursuing what you know will
strategically advance your company. In this new HR model, my HR
customers begin to focus themselves, and their team on forward-looking
strategic growth projects, new HR technology, and human capital
development initiatives.
Done correctly, it pays for itself. This strategy is a win-win for HR and your finance team.
If you are still reading, I would be happy to spend a few minutes
explaining how to consider implementing this HR model, what I do
and next steps if you decide to deploy. This, with no additional
obligation.
Here is a link to schedule a confidential call with me: 15-Minute Discussion
Good talk!
Written By: Rich Becerra | RichBecerra.com |
The views and opinions expressed in this published item are my
own and do not necessarily represent that of any past or present
employer.
This work is licensed under a Creative Commons Attribution-NoDerivatives 4.0 International License. This work can be shared subject to the provisions of the license.