2021 Top HR Developments & Prognostications – Part Two

Kevin Kenealy gig economy, hiring independent contractors, independent contractors Comments Off on 2021 Top HR Developments & Prognostications – Part Two , , ,
2021 Top HR Developments & Prognostications – Part One-by-The-Payroll-Company-505-944-0105

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.  

3. Contemporary Methods to Connect with Today’s Staffs

Several contemporary developments and hurdles are prevalent in today’s work place regarding growing staff connections, particularly with recent studies stating that 80 percent of staffs do not think they are completely connected while at work.  

One strategy HR departments can use to maintain staff work satisfaction is to improve their company’s local & societal accountability active plans. Doing this has shown to be valuable, particularly because in 2020 employees are culturally free to say what their thinking. Staffs today desire to believe they are more than their job and what they do can have a positive impact.  

A solid program at the workplace for local & societal accountability may turn out to be a strong staff employment strategy, particularly when job seekers are seeking out companies that offer ongoing ways to do community volunteering. Company cultures are constantly changing and today part of that involves employee involvement in helping decide those changes. In 2020 and beyond, staffs desire to know exactly how a company is administered and they desire to be part of the conversation regarding company planning and new plans roll-out. From this companies’ business philosophy have navigated from standard corporate structures to more linear structures that build staffs directly into the procedure of actual policy-making.   

4. Adopting the Gig-Contractor Business Environment

Regular staffing at companies with full-time positions might be becoming extinct with the advent and growth of gig workers and independent contractors. Staffs across the U.S. are picking gig jobs. As it stands independent workers account for 33% of staff across the United States. Staffs like this job set-up due to its freedom and ability to pick one’s hours, culminating it an improved over-all job and life satisfaction and happiness.

Employment analytics prognosticate that soon fifty percent of workers in the U.S. will be gig workers or independent contractors over the next 5 years. HR departments and company executives must locate methods to help their staffs stay up with the times and become even better at their jobs to deal with the change from standard full-time employees to gig workers and independent contractors.

The fact is online web-based systems and applications for staff work productivity management, new hire onboarding and separated staff offboarding will probably replaced how staffs are managed now. Companies will have to permanently incorporate business platforms that build in independent contractors into the workplace and its workflow to attract the best staff possible and retain them.  

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 Upside of Hiring Independent Contractors for Your Business

Kevin Kenealy hiring independent contractors Comments Off on The Upside of Hiring Independent Contractors for Your Business
The Upside of Hiring Independent Contractors for Your Business by The Payroll Company 505-944-0105

Companies these days quite often use both permanent employees, permanent part-time employees, and independent contractors. In other cases, companies only use gig-economy works that all work remotely. It is hard to believe, but the worker economy has changed, and, in most cases, it is for the better.

Today’s technology has given people the ability to work at home. In fact, with this advent of remote working capability, and COVID-19, the numbers and the employment of independent contractors is exploding like never. Careful thought needs to be employed by businesses when deciding if gig-economy independent workers are right for their company. Featured below are is a review of the top advantages of employing independent contractors for companies.

The following are a handful of the independent contractor advantages to consider:

  • Elasticity. Projects staffed by independent contractors mean costs savings and effectiveness. Once the job is done, the worker goes to the next job because that job is over, and they are not a permanent employee. Firing them is not involved because the contract was for a fixed period. If there are other jobs that come up, if the contractor does not keep up with assigned agreed to tasks, you can let them go at the drop of a hat. Independent contractors give businesses the ability to fill short term worker needs without the need to go through the hiring process or the expense of it either.  
  • Entrance and Immediate Availability to Employees with High Level Expertise and Job Skills Jobs companies have and contracts companies land may require expert skill sets no one at their company possesses. Locating people in the independent contractor economy in 2020 and hiring them may be a way to hire the right person on a contract basis to do the job, but not hire them to be a permanent full-time employee. Job credentials and licenses are hard earned for certain type so jobs and independent contractors that are licensed specialists in a specific field come ready to work and help a business get things done.
  • Decrease in Job Learning Curve to Complete Job Effectiveness  
    Normally when a company employs a new worker there is almost always a learning curve where there is a period time when the employee is not productive to when they become a regular contributor to the jobs at hand and to the company’s success. Employers are able to achieve things more quickly and complete jobs on time when hiring independent contractors because the arrive with the job skills needed and they may not need any training. They can literally hit the ground running, start working and be effective immediately.
  • Payroll Management Simplicity Payroll administration for businesses is simple and easy with properly classified independent contractors. Employers using independent contractors is not accountable for payroll tax deposits and payments. These employees are paid their contractual rate and that is it. Additionally, independent contractors do not require any administrative time dedicated towards managing paid time off, sick leave, benefits or IRS form reporting of any kind.
  • Reduction of Expenses Notwithstanding the fact independent contractors are more expensive per hour compared to permanent employees, there is a reduction of expenses that outweighs this fact money wise almost every time. The reduction of those expenses are as follows:
    • Lowering of payroll management time spent and cost
    • Cost reduction due to no benefits including paid time off, health insurance and administration expenses
    • Zero expenses for unemployment insurance and workmen’s compensation insurance.
    • Reduced hiring expenses.
    • Reduced to zero employee job instruction costs
    • No paid days off or sick leave expenses
    • Lower operating expenses – Independent contractor work from home so they do not need access to a desk or office equipment.

Lowered Liability Costs. Independent contractors are never “let go” or “terminated” like regular full-time employees. Naturally, this reduces the liability costs associated with lawsuits and other legal issues that come with firing permanent employees unjustly.

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