2021 Top HR Developments & Prognostications – Part Three

Kevin Kenealy employee benefits, employee wellness, gig economy, human resources Comments Off on 2021 Top HR Developments & Prognostications – Part Three ,
2021 Top HR Developments & Prognostications – Part Four - The-Payroll-Company-10433-Montgomery-Pkwy-NE-Suite-1-Albuquerque-NM-87111-505-944-0105-scaled-Mkt-07-1024x683

Technology is pervasive and embedded in the workplace today. However human resources department are not going anywhere. This component of the workplace is more important to the success of businesses than over. Companies use humans to run businesses, so unless a business has product or service that can be made on an automated basis or provided by a machine, Human Resources serves a critical function in today’s workplace. Human Resources enhances employee buy-in and maintains ongoing company business expansion.  

Featured here are the top Human Resources developments for 2021 to assist department heads and company managers get ready for the personnel-centric critical tasks in the upcoming days, weeks, months, and years. Similarly, businesses can employ these developments to make certain that their Human Resources ongoing tactics incorporate using the top HR Software to make the management of their company staff as efficient as possible.

It is hard for companies to manage employees well. Companies Human Resources departments seeking methods to help them be better at their roles choose web-based HR programs. These programs improve efficiency through automation of common HR jobs, such as benefits management and time-off tracking. Going this route improves HR departments time management profusely, which in turns allows them concentrate on critical goals including employee recruitment, training, retention, and job satisfaction.  

5. Staff Health is Job Number One

A big component of establishing and maintaining a connection to a company’s staff is its overall health. HR departments at most companies will emphasize promoting staff healthy on an ongoing basis in 2021 and beyond. Since the advent of modern technology staffs are under more pressure and that development has translated into companies focusing on providing job staff health programs. These health programs advocate staff wellness and assist them to stay in great health through participation connected to work health insurance reduced monthly premiums. Staffs and companies benefit because the program assist them in increased productivity and improved connectivity to the company and their job.

On top of promoting positive agendas that promote ongoing staff feelings of being well and healthy like paid or discounted local gym memberships, healthy diet programs, HR departments will also spend time on advocating mental wellbeing for their company’s staff.  

6. Contemporary Employee Benefits to Keep Staff Long Term

Recent historical trends show that more than 30 percent of companies provided better employee benefits over the prior calendar year. Businesses are increasing their pay and employee benefit programs to improve desirability to today’s contemporary staffs. In addition to recently add benefits, flex time and parental leave, several businesses are now providing employee benefits that cover several highly important personal life moments. Examples of those types of events are health and personal choice initiatives.  

HR department and staffing professionals may employ these contemporary employee benefits to keep staff long term. A complete benefits program may provide businesses the top advantages it requires to bring onboard the top employees their business requires in today’s competitive job market.

 Top Human Resources developments today show there is an ever-growing number of tasks that must be completed by companies HR department. A growth in multi-age work forces on the job at companies means HR departments must be equipped to develop methods to manage that picture well and keep each age bracket happy and motivated. HR departments must make the most of today’s high-tech tools which will help them create training systems that incorporate new knowledge and improved job skill sets of employees.


The Biggest Employment Issues for Employers During 2019 – Part Two

Kevin Kenealy employee benefits, payroll processing Comments Off on The Biggest Employment Issues for Employers During 2019 – Part Two ,
Online Benefits Administration and payroll processing

Employers deal with lots of issues regarding taxes, employee benefits, payroll processing and human resources each year and 2019 is no different. Featured below is part two of a list of the biggest issue’s businesses must stay aware of this year. The biggest issues are as follows:

  1. Cyber Attacks Security and Privacy – Today there’s constant news of ransomware, cyber-attacks and real-world invasion of workplace computers. It is critical employers take these real-world risks seriously because they are happening and impacting companies and governments directly. Company’s must take action directly to stave off risk by doing the following things: never use Social Security numbers as employee id’s; use secure email when sending sensitive information of any type; employ direct methods of destroying sensitive information by using secure shredding services; and finally, when departing from a workplace workstation completely logout of all devices.
  2. W-4 Changes – Because of the tax reform law of 2017, many updates to Form W-4 have been mandated by the federal government. However, because the updates are complex, complying with the mandated updates is not required in 2019 so the W-4 is almost the same as the 2018 W-4.
  3. Healthcare Reform for States – Federal regulations and guidelines have been changed that will impact the markets for health insurance with respect to Health Reimbursement Arrangements (HRAs), Short-term Limited Duration Insurance (STLDI), Association Health Plan (AHPs), which may end up impacting how employers provide health insurance.
  4. Employer Shared Responsibility (ESR) IRS Mandated Enforcement – Large employers need to comply with Employer Shared Responsibility. When an employer receives a 226J letter, the onus is on them to respond to the letter an provide the requested information with respect to all company departments including benefits, human resources and payroll.
  5. Department of Labor Rule Making Effect – During the U.S. Department of Labor fall 2018 regulatory agenda it was communicated that the its Wage and Hour Department was going to issue several Notices of Proposed Rule Making regarding many regulations which would impact virtually all employers. The biggest change being made was to overtime regulations, but there were many other changes to regulation effecting the rate of pay. These changes would not go into effect most likely until March 2019.

The Final Word on Employer Legal Issue Awareness

Companies need to be sure they are in compliance with respect to all employer laws and regulation mandated by both State and Federal government entities. It is in a company’s best interest to be aware of the biggest issues of the day and make sure it is compliance with all rules and regulations.


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