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Oklahoma: a State of Growth For PEO Clients

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Oklahoma-a-state-of-growth-for-PEO-clientsAs a recent transplant to Oklahoma, I have discovered a state that I am quickly coming to love.  With its generous people and friendly businesses, I wasn’t surprised to find that Oklahoma recently was recognized as the #1 state in the country to start a business by WalletHub and multiple other publications.  Because of its reasonable cost of living and strong business lending environment, it is a great place to start a business.  Affordability is one of Oklahoma’s draws with low living costs and business expenses being 4.9% lower than the U.S. average, making Oklahoma a very business-friendly state.

Oklahoma ranks 6th in the nation for energy production.  With its easy access to natural resources, it is a huge economic boost for the state.  Combined with its low cost of living the state economy has grown in a variety of industries. Industries such as mining, construction and manufacturing are on track to grow by double digits in the next decade.  Unemployment is below the national average, and it is projected that Oklahoma will be adding 175,000 jobs by 2022.

Add the ease of using a Professional Employer Organization (PEO), and a small business can grow and thrive in Oklahoma.  According to a recent study by NAPEO, businesses that use a PEO grow 7 to 9 percent faster, have 10 to 14 percent lower employee turnover, and are 50 percent less likely to go out of business. A PEO provides human resources services, paying wages and taxes.  PEOs can also provide compliance assistance with state and federal regulations.  In addition, a PEO typically can offer its clients Health, Dental, Vision, Flexible Spending Accounts (FSAs), 401(k) retirement plans and other benefits that many startups and small businesses aren’t otherwise able to provide.

Combining the lower business expenses in Oklahoma with a PEO relationship can make a strong partnership in the growing Oklahoma economy.  As I continue to explore Oklahoma, make new friends, and build new partnerships, I am excited to see how the state will thrive and continue to grow.  I am proud to call Oklahoma home!

Contact the author directly at kelli.jones@staffone.com.

Image: Lekstuntkite

Should You Promote from Within, or Recruit New Talent?

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should-you-promote-from-within-or-hire-new-talentWhat’s the best way to fill an open position in your organization?  By promoting from within, right?  Everyone knows that your existing talent base provides individuals who are familiar with your organization, your structure and your mission.  So, it would seem to make sense that selecting an outstanding performer to be promoted to a higher position would be the best move.  Less recruiting time and expense, less training time and expense – that’s a win – win!  While promoting from within does have definite advantages, it must be done with thoughtful consideration, or your organization will find itself a victim of the Peter Principle.

The Peter Principle was originally introduced by Dr. Laurence J. Peter in 1969.   The concept essentially states that people tend to be promoted up to their “level of incompetence.”  In other words, employees will be promoted through the ranks based on their demonstrated competence until they reach the inevitable point where the requirements of the new position exceed their level of competence.  While the principle was originally introduced as a satirical piece over 40 years ago, the danger of this happening is a definite reality. Continue reading “Should You Promote from Within, or Recruit New Talent?”

Will Comp Time Be a Possibility for Your Company?

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comp-time-bill-passes-houseCompensatory time, or “comp time,” has long been a benefit available only to public sector employees.  When comp time is available, an hourly employee who works overtime is awarded additional time off in lieu of monetary compensation. The award is made at the same “time and a half” rate that overtime is paid, and is added to the employee’s vacation or Paid Time Off “PTO” bank.

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The Day I Had to Use My “Active Shooter” Training

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active-shooter-response-HR-trainingIt was just a typical Monday in a typical high-rise office building.  I had a 10 a.m. meeting with a new client to assist with some new hires and onboarding.  As I was typing an employee’s name and date of hire into the system, it happened.  The president of the company came into the conference room and said the words no one ever thinks they’ll actually hear: “I need everyone to remain calm and come with me; shots have been fired in the building.”

Continue reading “The Day I Had to Use My “Active Shooter” Training”

How to Choose the Right PEO for Your Business

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how-to-choose-the-right-peo-for-your-businessTake a moment to recall the last vehicle you purchased.  Remember the color, the smell, and the way it felt to drive it off the lot? It was amazing, right?  You found the right combination of model, color, features, and mileage that met your financial needs. That’s an amazing feeling!  Now take a moment to recall how much time and energy it took to find that perfect vehicle.  I’ll bet you didn’t just drive to the nearest dealership and pick a car. You probably did some online research about consumer reviews, features and options, cost, and other factors. You may have talked with friends and family, or someone who was driving a similar model.  You armed yourself with knowledge.

When considering HR managed services companies, how should you choose? According to the National Association of Professional Employer Organizations (NAPEO), there are more than 780 Professional Employer Organizations (PEOs) in the United States. (Car shopping is starting to look better all the time!)  However, your approach to selecting the right provider for your company’s specific needs should be the same as when you’re purchasing a vehicle or making other long-term investments.  For most companies, outsourcing HR, payroll, employee benefits and risk management is well worth investigating.

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Small Business Safety: Three Things Owners Should Know

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small-business-safety-3-things-owners-should-knowNo employer wants to put workers, clients or customers at risk.  Ideally, every workplace should have a strong safety culture that eliminates hazards, enforces compliance, and protects employees (and anyone visiting the worksite) from harm.  But for a small business owner, the logistics can be overwhelming.  Regulations are confusing.  Equipment is expensive.  Training is a substantial time investment.  Enforcement can be challenging.  Too often, a robust safety program is scratched off the priority list in favor of a bare-bones approach.

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3 HR Best Practices to Protect Your Business

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3-hr-best-practices-to-protect-businessHuman Resources:  what does that actually mean to your business? Let’s break down this commonly-used term.

  1. Human: the people within your business, i.e. your employees or workforce.
  2. Resources: a supply or support source.

So “human resources”—a resource consisting of humans – means the people or employees that support your business. If these people are the support for your business, how well are they really supporting your business? Let’s take a look at the statistics: Continue reading “3 HR Best Practices to Protect Your Business”

3 Big Challenges Facing Business Owners in 2017

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3-big-challenges-facing-business-owners-2017Business owners face challenges and opportunities every day as they make strategic decisions for their companies.  Not all challenges are created equal, though; here are three that are impacting business leaders heavily in 2017.

Increased competition.  It is no secret that the Texas market is growing like gang busters. According to the Texas Tribune, from 2005 to 2013, the state of Texas grew by 345 people per day. Why are so many people moving to Texas? Jobs! Cities in the Dallas/Fort Worth area, such as Frisco, have been dedicated to helping companies move their headquarters to their location.  In Frisco alone, one and a half percent of sales tax is dedicated to business incentives to help grow the city.

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Limit Liability, Boost Recruiting with Accurate Job Descriptions

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job-descriptions-are-essentialAfter almost 25 years in Human Resources, I have definitely learned a thing or two about limiting liabilities.  Job descriptions, in my opinion, are one of the fail-safes in protecting any size business from employee-related liability. Coupled with a strong employee handbook, job descriptions define the employment relationship. In employment disputes, job descriptions regularly become the most important piece of evidence.  Reviewing and updating your job descriptions annually can strategically reduce the business risk, set employee expectations, assist with career succession planning, ongoing training, performance development and should provide flexibility for the employer’s changing goals and business cycles. Continue reading “Limit Liability, Boost Recruiting with Accurate Job Descriptions”

Avoid the Threat of Shadow IT with Current Tech Policies

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danger-of-shadow-it-handbook-policiesThere is a technology movement operating behind the scenes in companies across the world.  Numerous employees have engaged in activities that many employers don’t realize are putting their businesses at risk.  Though malicious intent may not have been the reason for an employee’s actions, the result is the same: the “Shadow IT” movement has gained another loyal follower.

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