With advancing technologies currently dominating the marketplace, companies are seeking the help of Professional Employee Organizations (PEO’s) to find the qualified employees they need in order for to stay competitive.

Searching for talent can be a big ticket item and many businesses are finding they are coming up empty handed without enlisting the help of human resources specialists whose sole focus is to find, train and retain skilled employees.

The Benson Strategy Group released a 2009 study indicating that as high as 62% of employers reported difficulty finding employees that met the criteria of the positions they needed to fill. Based on the online surveys and telephone polls of 1,000 workers and over 600 employers, findings indicated that the shortage of qualified employees has had, and continues to have, a negative impact on businesses.

As a significant percentage of the jobs that are opening up are in fields such as advancing technologies, medicine, clean energy research, biotech and engineering, many companies are struggling to gain access to a job pool with the required skill set.

The biggest problem seems to be a discrepancy between the supply of qualified applicants and the demand for them. Most of the higher paying jobs with attractive benefits packages once drew plenty experienced candidates, but the tasks of filling these positions has become more time consuming and expensive than many businesses can afford in a down economy.

This is why many small and mid-sized businesses are adapting to the times and hiring PEO’s to do what they can’t: fill open positions for skilled labor. A professional employer organization offers recruitment services and HR management that includes human resources outsourcing, benefits outsourcing, employee/labor relations, employee leasing, HR consulting, payroll services, safety and worker’s compensation and many other HR services.

A full service PEO provides solutions for businesses staffing shortages and specializes in matching the most qualifies employees with the right employers. A PEO’s goal is not only to recruit the best candidates for their clients but also to increase job satisfaction and retention rate.

Utilizing the Hr services of a PEO is the ideal solution for businesses that are experiencing staffing shortages. Many companies are realizing they are not only cost effective, but are an advantage in regards to their production rate as well as to their bottom line.

The fact that businesses are choosing to outsource for female employees is not surprising. The latest workforce trends are progressively positive for women. Currently over 46% of the labor force is made up of women and they hold slightly under 50% of the mid-level management positions.

This rise in the numbers of women in the workplace has also had a positive impact for business. Research collected in 2007 has indicated that women are very successful in leadership roles and management positions and produce higher returns than men do. This not only increases women’s value in the job market, but also the value of the companies they work for.

In an effort to recruit more women companies are utilizing human resource outsourcing to attract, advance and retain this talented and hard working segment of the population.

By enlisting the help of Professional Employment Organization (PEO) women are able to take advantage of the recruitment services of a team of experts whose sole focus is to place and manage qualified employees.

HR outsourcing provides many new opportunities for women and allows companies access to employees with the skills and performance record that is vital to developing and expanding their business.

HR outsourcing enables women to more actively pursue senior management positions by giving them the leverage they need to apply for work in the more specialized areas that are being outsourced. They can actively seek a position geared towards their individual qualifications through PEO’s recruitment services and a team of experts working to connect them to the right employer.

Women are a critical force in the workplace. They offer their employees a track record of performance and professional achievement that translates into a higher return on their investment.

Businesses are finding that by using HR outsourcing they are finding superior recruitment serves and are attracting, advancing an retaining a more skilled group of women applicants who provide them with the talent they need to improve their bottom line.

Global Human Resources Outsourcing knows that women are a dynamic force in the workplace and provide effective and reliable recruitment services that cater to both professional women and the businesses that need them.

Legislation was introduced last week that could extend certain unemployment benefits and expiring tax provisions through the end of the year. The legislation is being called the American Jobs and Closing Loopholes Act of 2010.
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According to the Senate Committee on Finance, the legislation would:

* Provide tax relief to organizations to encourage the growth and creation of jobs
* Provide tax cuts
* Create small business loan programs
* Expand career training programs for jobseekers
* Extend eligibility for unemployment insurance benefits, COBRA health care tax credits, and other programs through December 31, 2010
* Ensure that seniors, military service members, and people with disabilities continue to have access to medical professionals
* Close tax loopholes for investment fund managers and foreign operations of multinational companies

In addition, the legislation could make several changes to disaster response in the areas of:

* Oil spill response
* National Flood insurance
* Main safety
* Federally-declared disaster areas
* Agriculture disaster relief

The Internal Revenue Service (IRS) has created a new webpage to assist employers with questions on the Hiring Incentives to Restore Employment (HIRE) Act, recently enacted legislation that provides tax breaks to employers that hire and retain new employees in 2010.The “HIRE Act: Questions and Answers for Employers” page provides frequently asked questions and answers broken down by two major categories: the payroll tax exemption for hiring qualified workers and the business credit for retention of certain newly hired individuals in 2010. Sub-categories on the payroll tax exemption include FAQs about the payroll tax exemption and qualified employers; qualified employees; and claiming the payroll exemption. A menu of the questions and answers is available on the IRS website.

Also see BLR’s previous coverage of the HIRE Act.

Small businesses often do not understand the effect of classifying an individual as an employee or an independent contractor. Correctly classifying an individual as either an employee or an independent contractor is important for business owners and managers. The effect of misclassification can be painful and expensive.

When a company properly classifies an individual as an independent contractor it can save money for administration, pensions, workers’ compensation insurance, group health insurance, unemployment insurance and social security taxes.

In most cases, employers only need to complete a Form 1099-MISC for each worker classified as an independent contractor. Alternately, classifying workers as employees requires that the company: withhold local, state and federal income taxes; pay half of the tax required under the Federal Insurance Contributions Act (for Medicare and Social Security) and pay federal unemployment insurance.

In addition some states require workers’ compensation insurance and State Unemployment insurance and require employers to submit a number of returns during the course of each year. W-2s must be provided to tax authorities and employees by January 31st each year. Employees may have rights to participate in any employee benefits, such as vacations, holidays and retirement plans.

If you’re concerned with employee retention, safety and controlling costs, then consider GHRO as your company’s strategic Safety Manager. We deliver a wide range of safety services including:

• On-site safety evaluations by certified safety pros
• Hazardous Communication Programs
• Safety handbooks
• Injury and Illness Prevention Programs
• Safety incentives
• Compliance reporting (OSHA logs)
• Back to work programs
• Safety training
• Assistance with the Americans with Disabilities Act (ADA) as it relates to Workers Compensation

GHRO can provide strategic direction to bring your Workers Compensation costs down, and we’ll design workplace safety solutions to meet your unique goals and objectives.

And we’ll work with your employees and insurance companies to manage claims and to get your employees back to work! Keeping your business moving. That’s what GHRO is about.

This is the last in a seven part series which examines how human resources

can improve business owner wealth accumulation and shareholder value. In

the previous articles I asked the question:

To read the rest of this article click here: why-human-resources-anyway-part-7

This is the sixth in a seven part series which examines how human resources

can improve business owner wealth accumulation and shareholder value. In

the previous articles I asked the question:

To read the rest of this article click here: why-human-resources-anyway-part-6

This is the fifth in a seven part series which examines how human resources

can improve business owner wealth accumulation and shareholder value. In

the previous articles I asked the question:

To read the rest of the article click here: why-human-resources-anyway-part-5