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Top 3 Benefits of Human Resources Outsourcing

Posted by Stacey Jones

|

Aug 13, 2019 9:00:00 AM

adult-asking-blur-630839Outsourcing is a more popular choice than ever. More companies are choosing to team up with experts for the delivery of everything from IT services to accounting.

Outsourcing makes sense for an international company operating in several different countries. Each country will have different regulations about how your business performs certain tasks. In many cases, it’s beneficial to have on-the-ground service from a provider in that country.

Human resources outsourcing is one of the more desired options for companies with global reach. If you’re thinking about expanding, you may wonder if you should send your HR functions to a partner provider. These top three benefits should convince you that it could be the right move for your business.

1. Human Resources Outsourcing Saves Time and Money

The top reason any business leader decides to send a service to a partner is because it saves time and money.

It’s easy to see how HR outsourcing can do just that, especially for an international firm. Tasks like payroll and compliance monitoring are ongoing, which means you must continue administering them. These jobs eat up your HR team’s time, especially if your team isn’t familiar with the rules and regulations in another market.

Take a look at payroll. Differences between US payroll and Canadian payroll trip employers up repeatedly. The result is penalties, as well as a frustrated HR team who spends more time on this task than they need to.

When you decide to outsource, you partner with an expert team. They already know the ins and outs of providing payroll or employee management in your chosen market. With their knowledge in hand, administering payroll or calculating vacation pay becomes a breeze. Your HR team saves time, frustration, and money.

2. Outsourcing HR Provides More Flexibility

For global companies, “flexibility” has become more than a buzzword. It’s integral to your survival in a hypercompetitive international market.

Flexibility allows your company to go with the flow, responding swiftly to the market’s ever-changing demands. When you outsource HR, you bring that same flexibility to your personnel and employee management.

Your team can be as lean as you need, and the right HR team in your corner helps you both find and keep the talent you require to compete on the global stage. Better management helps you streamline your HR offerings and deliver more of what your employees expect of you.

Finally, your HR team itself becomes more flexible and adaptable. If you require more help during tax season, it’s easy to add the hands you need.

3. Outsourcing Gives Employee Satisfaction a Boost

Many of the benefits of HR outsourcing are focused on how the service directly aids the company. Have you thought about the impact it has on your employees?

An HR provider usually offers better, more efficient HR service, which can help keep your employees happy. The provider could help you administer benefits. Some providers will not only assist you in locating talent, but they’ll work with you to create employee development plans as well.

More efficient delivery of HR service also keeps your employees satisfied. They’ll know about changes to policies, and payroll will be done correctly and on time. Benefits, learning opportunities, and even workers’ compensation become more transparent.

Finally, working with an HR provider helps global companies improve HR communication with their team. Therefore, your employees will be more satisfied, as they know they will get clear answers sooner.

All of this adds up to employees who not only stick around longer, but who give you their all. When they arrive in the office, you know they’re ready to give you 110 percent.

Find the Right HR Outsourcing Partner

If you want more flexibility, happier employees, and a more efficient HR team, it’s time to talk to the experts. Discover how the right human resources outsourcing solution can help your company succeed on the global stage.

Topics: Outsourced HR Management, human resources, Outsourcing HR

5 Reasons to Outsource Employer Services

Posted by Stacey Jones

|

Jul 12, 2019 11:00:00 AM

As an employer, you’re well aware of the responsibilities that come with hiring people to work for you. You must stay up to date on employment legislation, as well as confirm you have the right insurance, among other tasks. Payroll, employment contracts, and even employee benefits all have to be considered. 

Your responsibilities increase with each new market you decide to enter. As your business expands globally, so too does your workforce and your obligations to those workers.

You might wonder if it makes sense to outsource employer services. As it turns out, there are a number of reasons you should consider partnering with an expert team to deliver your HR activities.

1. Outsourcing Employer Services Improves Compliance

Complying with employment legislation is a challenge for companies that operate in just one marketplace. Laws are always changing, and you need to ensure your team is in step with the requirements. You may also have to keep records, which could pose its own challenge.

As soon as you expand your business to another marketplace, you take on additional compliance responsibilities. Your team now must learn additional sets of employment laws. Your policies and procedures will have to be reviewed and revised for each new country or state.

Outsourcing employer services can help. By bringing an expert team onboard, you’ll get the knowledge and advice you need to make sure every move you make is in line with the law.

2. Offer More with Expanded HR

Sending employer services out of house is a smart move for many small and mid-sized businesses, because it allows them to offer more to their employees.

You might be concerned with payroll, but working with the right team can also give you access to the insurance and banking services you need in an international marketplace. You may even be able to offer more training opportunities or employee benefits that you couldn’t offer on your own.

3. Working with the Experts Saves Time

One of the reasons you can offer more with outsourced employer services is that you’ll have access to the experts. Their knowledge lets them work more efficiently, which means it’s easier to get more done in a day.

This time-saving effect translates into efficient operations, which also affect your bottom line. With both more time and more money in hand, you could ask the team to carry out another task or fund another training and development workshop.

4. The Advice You Need, When You Need It

Did you know that companies who work with a professional employer organization are 50 percent less likely to close their doors?

There’s an easy explanation for this. When a business expands to a new country, there’s a steep learning curve. You may not be familiar with the laws, but you may also lack the information you need to make informed business decisions.

A PEO can help with more than the administration of payroll. They can offer insights into tax efficiency or the job market in your area. Since the PEO’s already been operating there for some time, they have the knowledge you might otherwise spend years gathering.

5. Get Back to What You Do Best

Perhaps the best reason to outsource employer services is to free up your time. If you’re a small business owner, your time might be better spent on interviewing job candidates or even working on the new marketing campaign.

Outsourcing employer services can also free up your HR staff’s time. Instead of leaving them to wrestle with payroll on a weekly basis, let someone else handle it. Your team can then turn their attention to the tasks that truly need their expertise.

If you’ve been thinking about outsourcing employer services, don’t hesitate to talk to the experts. They could help you assess your business needs and determine if outsourcing is the best move to help your business grow.

 

Topics: Outsourced HR Management, HR Management, Outsourcing Payroll, Outsourcing HR

Improperly Trained Temp Staff Could Cost You Big Time

Posted by Ray Gonder

|

Aug 15, 2013 12:30:00 PM

Who is Responsible for Training Temporary StaffWhen businesses encounter busy seasons or need temporary help while employees are out for illnesses or maternity leave, they often hire workers from temp agencies. This can be a very effective way to handle a fluctuating work force. The permanent employees don't have to work overtime, and the manager doesn't have to go through the arduous process of hiring a new employee when the position may not last long.

But who is responsible for ensuring temporary workers are properly trained for the jobs they are being hired to do, and that they have been properly briefed on all applicable Occupational Health and Safety Act requirements? To believe it is the sole responsibility of the temp agency can be a big, and expensive, mistake, as a recent case brings to light.

The case in point concerns a waste management firm that hired a temp worker through a temporary staffing agency to perform garbage collection services. While performing his work, the temp exited the garbage collection truck prematurely and the truck ran over his foot, causing injury. While the waste management firm had safety policies and procedures in place, the Ministry of Labour convicted the firm for failing to train the temporary worker on those procedures of theirs. The conviction was followed by a $150,000 fine and a 25-per-cent victim surcharge, sending a warning to employers about the importance of training temps.

Who is Responsible for Training Temporary Staff?

Under Ontario's Occupational Health and Safety Act, employers are required to protect workers in the workplace. This includes not only an employer's own workers but also temporary, contract, or other on-site workers. Temporary personnel agencies often advertise that they'll train workers ahead of time so they can show up at your business ready to work. This is especially appealing to employers who are very busy and don't have time to train and re-train temps each time a new person arrives. But the message is clear - even if temps are offered training through their temp agencies, companies are still responsible to ensure that they're properly trained once they arrive on site for their work shifts.

What's the Solution?

Partnering with a temp agency that is committed to health and safety and understands the intricacies of government compliance will help to mitigate your companies risk when engaging in this type of workforce. Temp Agencies who partner with The Staffing Edge have this type of expert support giving their clients peace of mind that proper processes and procedures are in place.

But as the worksite you need to ensure your own due diligence as well.

If you don't have the time or legal expertise to put together comprehensive training programs for your business, you can outsource employee training and development to a human resources management company like The Payroll Edge. By partnering with an outsourced human resources management company, you can soon have a training program that covers health and safety fundamentals, emergency preparedness, workplace violence and harassment, provisions for AODA (Accessibility for Ontarians with Disabilities Act), workplace inspections, and hazard identification. In addition, your business can have customized OHSP manuals and policies, which keep your business up-to-date with all the most recent legislative changes and training requirements. Comprehensive on-going training for both your permanent and temporary staff not only elevates the work environment, it can protect your business from fines and legal action.7 Signs It's Time to Outsource Payroll

Topics: workforce compliance, Outsourced HR Management, Temporary Staff Agency, Temporary Workers, Employee Training and Development, Training Temporary Staff, Ontario Occupational Health and Safety Act

Are PEOs (Professional Employer Organizations) Legal in Canada?

Posted by Ray Gonder

|

Jul 30, 2013 9:00:00 AM

PEO Legal in CanadaFrom a purely business-sense point of view, it might seem optimal for your U.S.-based business to expand into Canada. The timing may be perfect, and the market may seem primed, but many companies get cold feet once they get a glimpse of the legal and logistical red tape they'd face by doing so.

U.S. companies operating businesses north of the border are familiar with the term PEO, which means "Professional Employer Organization," but they also know them by another term.

In Canada, the term EOR (Employer of Record) is used. An EOR can pave the way for your company to conduct business in Canada without the following hurdles;

  • Establishing Canadian insurance, banking, and financial infrastructure that is compatible with both your current infrastructure and the laws of Canada.
  • Establishing a Canadian administrative presence.
  • Registering and maintaining appropriate business accounts with all necessary Canadian government authorities and organizations.
  • Making regular filings and remittances to the CRA (Canada Revenue Agency) and other applicable government agencies.
  • Ensuring ongoing compliance with all Canadian Federal and Provincial regulations, including employment standards and health and safety policies.

Part of the problem with trying to jump all of these hurdles yourself is that some of these tasks are very difficult to manage from within the United States, even if you retain advisors in Canada. Your perceptions of the business world may not quite fit with the business environment in Canada. For example, most U.S. companies assume that their greatest risk lies in third-party litigation, but this isn't the case in Canada. In Canada, non-compliance with the Canadian government’s rules and regulations is a larger threat than lawsuits. This is just one example of how a Canadian-based EOR can save you from costly insurance, administrative, and payroll mistakes.

The best solution to this problem is to outsource payroll processing and HR management to a Canadian firm that has experience serving as an EOR. When you structure your Canadian operations in this way, your Canadian workers are seen as employees of the outsourced payroll processing firm. Therefore, your Canadian paper trails are thoroughly documented and absolutely compliant with Canadian laws and regulations.

You can then focus your resources and energy on the expansion and operation of your business instead of investing precious time on bureaucratic forms, conference calls with government officials, and reading up on books full of regulations. You will be able to operate confidently, knowing that your Canadian operations are up-to-date, compliant, and backed by the knowledgeable help of those with years of experience.

For more information about how The Payroll Edge can serve as your EOR in Canada, contact us. We're happy to answer your questions.

12 Things an American Company Looking to Hire a Worker in Canada Needs to Know

Topics: Payroll Service Provider, Outsourced Payroll Service, Canadian Payroll Deductions, EOR, Canadian Payroll Service, Outsourced HR Management, PEO, Professional Employer Organizations, Employer of Record, U.S. Companies operating in Canada

How Outsourced HR Management Services Can Improve Your Business

Posted by Stacey Jones

|

Jul 22, 2013 9:00:00 AM

Outsourced HR ManagmentBusinesses often try to make do without an in-house HR department, rationalizing that since human resources employees don't directly contribute to the bottom line of the company's operations, they're superfluous. The truth is the work done in the human resources area of your company is essential to your company's functioning and success.

Your business success depends entirely on the people working for you, and by neglecting this critical people part of your business, you open yourself up to running into not only personnel and management trouble, but maybe even trouble with the law.

Here are three areas that demonstrate why HR management is essential.

Employee Relations

From the moment you post a job listing for a position in your company, you need systems in place to help your employees to help you. You need up-to-date HR policies, job descriptions, employment agreements, and orientation materials and handbooks.

Once your employees are hired, you need to be prepared to deal with sensitive issues like disciplinary misconduct, lay-offs, and terminations, and possibly employee outplacement. You must stay on top of the legislative changes that could affect the way you work with your employees to ensure you are always in compliance with the law.

Employee Training and Development

As an employer, it's your responsibility to provide a workplace that is safe,respectful and accessible. Some laws mandate particular attention in certain areas, including the development and implementation of proper training, monitoring and testing for:

  • Health and Safety
  • Emergency Preparedness
  • Workplace Violence and Harassment
  • Workplace Claims Management
  • Compliance with AODA (Accessibility for Ontarians with Disabilities Act)
  • Compliance with WHMIS (Workplace Hazardous Material Information System)
  • Workplace Inspections
  • Hazard Identification
  • Slips, Trips, and Falls

The Health & Safety of a workforce should be priority to any employer, but often gets pushed to the back burner as the day to day tasks of regular operations take precedence. Fines and penalties can quickly add up for a business owner who doesn’t take the time to ensure their health & safety due diligence. Not to mention the very real possibility of a workplace injury due to an untrained or improperly trained employee.

Regulatory Compliance

Compliance with the Ministry of Labour, The Employment Standards Act, and the Occupational Health and Safety Act also falls under the responsibility of an HR department. Keeping up to date with the ever evolving rules and regulations, customizing paperwork and manuals and acting as a liaison with these government agencies is time consuming and takes expertise that few companies have in house.

Even when an HR department is thorough with their compliance, incidents with employees are bound to take place. Does the person acting as HR know how to conduct a workplace investigation when a worker is injured or handle an audit from the MOL? What if an employee claims harassment or needs to take a leave of absence, does the acting HR person know the proper steps to take?

Unfamiliarity with the minefield of HR can be extremely costly not just from a monetary point of view but when considering employee morale and reputation as well.

The Outsourcing Option

Any of these areas can directly impact your bottom line, but the costs of hiring on-staff HR management can be difficult to justify from an ROI perspective. And delegating the HR administrative load to other staff members puts a counter-productive strain on existing resources and productivity bandwidth. Thankfully, there is a way to ensure effective management of these staffing issues without having to add an HR Manager to your headcount.

HR can be outsourced. The Payroll Edge, for instance, handles all of the above for hundreds of companies as an ala carte solution or as part of its integrated payroll processing service, providing a completely hands-off HR management solution for busy business owners. And it does it for much less than hiring a full-time HR person or retaining expensive lawyers or HR consultants.

You don't have to spend your time and worry on HR Management, The Payroll Edge takes it all off your hands, freeing you to focus on what you do best – run your business.

7 Signs It's Time to Outsource Payroll

Topics: Outsourced HR Management, Employee Policies, Employee Training and Development, Employee Relations, Compliance, HR Management, Regulatory Compliance

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