Two major conferences were held this month to address the challenges facing government contractors and the Human Resources industry. We attended the GSA Opening Doors 2010 business-to-government conference in Los Angeles August 9-11 and the Navy Gold Coast Conference held at the San Diego Convention Center August 17-19 to discuss HR functions for government contractors.

Our representatives attended the conferences and focused on finding solutions for effective HR contracts with the US Government.

Our representatives had booths set up to speak to attendees about how government services can best utilize Professional Employee Organizations (PEO’s). “We started off as a prime contractor for the navy and do a lot for the Department of Defense as well as the Department of Labor,” states Brandon Carl, Business Development Manager for GHRO. “This experience has spun into us handling a lot of the HR functions for other government contractors because of how difficult it is. We have been doing it since 1955 so we’ve been navigating those waters effectively for a long time.” He continued by saying, “Since we’re good at what we do it is the perfect opportunity to talk about partnering, obtaining new contracts and helping the government maintain what they’re doing.”

The conferences were held to connect businesses with government agencies to promote opportunities in a recovering economy. The government has budgetary restraints just as the private sector does and as a result has enlisted the help of Human Resources Outsourcers to provide viable business efficiency solutions to better serve the public.

Our representatives were happy to be among the attendees and found the conferences had successfully addressed many of the pressing issues the government is having in regards to contracting PEO’s for recruitment services, safety and worker’s compensation, payroll services and many other HR functions.

Did you see us there? How was your experience at the conferences?

Human resource outsourcing is becoming a commonly used business solution for companies who want to lower their expenditures while expanding their labor pool. Most companies are seeking creative and effective strategies to improve their profit margin in a troubled economy.

One of the most popular alternatives is the outsourcing of non-core business such as HR management and payroll services to save money and increase output without cutting back on quality.  Human resource outsourcing is important to any business because it is more cost efficient and time saving to hire an agency to recruit and train employees rather than to do it in-house. Outsourcing workers also relieves companies of the burden of assuming all of the risks and responsibilities of employee/labor relations, safety and workers compensation.

From employee benefits services and payroll processing to HR consulting and technology services, more and more companies are relying on outsourced employees to bring specialized skills to their businesses. High quality employees are any company’s most critical asset.  Outsourcing for fields such as technology and professional services has been proven to be advantageous for companies who want to focus on their core business and but still progress in the marketplace.

Your company more likely than not already outsources some services for these reasons. The most common functions outsourced by employers include:

1.    Call Centers
2.    IT
3.    Distribution
4.    Security
5.    Customer Service
6.    Tax Advisory
7.    Applications Management
8.    Bank Tellers
9.    Technicians
10.    Front Office Administration

Using the recruitment services of a Professional Employer Organization (PEO) or an Administrative Services Organization (ASO) allows a company to rely on their recruitment services and employee leasing services without having to pay the additional high price of employee benefits.

Keeping up with the competition is more difficult to do in a down economy. Utilizing human resources outsourcing is an efficient way for businesses to raise their performance while lowering costs. HR outsourcing is an invaluable tool for recruiting the right people with the experience and expertise that will help a business stay competitive.

Today, Human Resource Outsourcing is catching up to software outsourcing as a growing practice among small, mid-size and large companies. The burden of managing human resources has become too much for some businesses that are looking to reduce costs during such tough economic times.

For this reason many companies are not only taking advantage of HR outsourcing but it is becoming more common for businesses to actually utilize comprehensive human resource outsourcing.

Comprehensive HR outsourcing involves a company not only relying on HR outsourcing for special projects or particular department functions but also for the major functions of the company like payroll services, recruitment services, employee benefits and more.

Comprehensive HR outsourcing not only reduces costs and taps into more experienced skill sets but will also help a company to cut HR costs and improve management-employee relations.

Comprehensive HR outsourcing has also proven to be beneficial in shortening employee turnover while raising employee satisfaction and increasing productivity.

Companies choosing Comprehensive HR outsourcing for HR functions, benefits, health and payroll as a viable business strategy have found they are controlling costs, improving employee productivity and reducing their assumed risk with full time employees.

Here Are Some Of The Reasons Businesses Are Choosing Comprehensive HR Outsourcing:

• Increases efficiency, productivity, cost effectiveness and expertise
• Reduces the risks with government compliance, safety and worker’s compensation, pension administration, HR audits and other legal issues.
• Improves employee/labor relations.
• Raises the return on investment (ROI) for human resources.
• Lowers costs of health benefits and other expensive benefits packages.

Do you think you’ll be in the same job you’re in now in 20 years time? Do you think the job you’re in now will even exist in two decades time?

The latter question is perhaps the one you should be more concerned about, and if you think back 15 to 20 years it’s easy to see why. If you had had told your parents you wanted to be a web designer or SEO specialist back then, you would have been burnt as a witch. Harboring aspirations to be a political Spin Doctor would have seen you sectioned under the mental health act.

Yet today these are fully legitimate and well-paid occupations that play a significant role in shaping the online and political worlds alike.

In the same breath, try making a living as a Betamax manufacturer nowadays and you’ll be soon be sat outside Wendy’s begging for a Jr. Cheeseburger.

This highlights the frightening pace at which occupations can change form or even disappear completely.

“Enormous shift of occupations”

According to futurist Alvin Toffler, author of Future Shock and Revolutionary Wealth, there’s going to be an “enormous shift of occupations” during which most jobs are going to change.

And one has to say, Toffler has a point. It’s hard to think of an industry that isn’t experiencing upheaval.

The digital age is transforming the publication industry forever, with traditional journalism currently living a charmed life – and you can add to that movie-making and advertising business.

The presence of the global market place has put pressure on America’s big three auto-manufacturers – GM, Ford and DaimlerChrysler – to shape up or face extinction.

The rise of the computer is perhaps having the biggest influence on the job market, threatening to send a number of human jobs into the abyss.

But technology will also help to create new jobs, and here we will take a look at some of the jobs you or your kids might be applying for in the future…

Dirigible Pilot

And according to futurist Joel Barker, author of Five Regions of the Future, dirigibles will revolutionize life in the developing world. Relatively cheap to operate, these blimp-like crafts do not require expensive infrastructure like runways and can stop in midair to drop off passengers or deliver goods.

A company named Worldwide Aeros have developed the Aeroscraft ML866, and has received lots of applications in the Private, Executive and Commercial arenas. Outfitted as an airborne yacht, a floating business center or a cruise liner and cargo ship, the ML866 requires no runway and can travel up to 3100 miles.

Space Tour Guide

The digital revolution will lead to jobs for virtual lawyers, virtual clutter organizers and waste data handlers, while breakthroughs in space travel will lead to people swapping the office for the final frontier as space pilots, space architects and space tour guides, that’s according to a report released by the UK government.

Virgin Galactic, a unit of Virgin Group, is already planning just such a space program. The trips, which cost $200,000, were originally scheduled to start in 2008. We’re still waiting.

Teleport Specialist

Forbes magazine imagines a world where we simply walk to a teleport station at the end of the block, dematerializing and reappearing at work. This would mean no cars, no buses – no pollution.

But there would be teleport mechanics and specialists in charge of fixing the technology when it fails…far fetched, but exciting nonetheless.

Quarantine Enforcer

If a deadly virus starts spreading rapidly (like swine flu), few countries, and few people, will be prepared. Nurses will be in short supply. And as death rates rise, and neighborhoods are shut off from society, someone will have to make sure the infected don’t escape.

All that practice on Resident Evil could actually become profitable!

Very bleak, very dangerous, but probably very well-paid.

Geo-engineer

As we fail to sufficiently cut our carbon emissions, more drastic (and far more expensive) methods must be developed to help cool our warming planet.

As a geo-engineer you could help construct a “space-based solar radiation obstructor” – basically hundreds of thousands of mirrors in the atmosphere to reflect the sun’s radiation back into space.

Or maybe you could build the first fleet of “cloud-makers” that sail the seven seas pumping more clouds into the sky to help stop global warming.

Robots and Artificial Intelligence Engineer

How about being a personal bot mechanic? Domestic assistants will work 24/7, but will still need the occasional tune-up.

Or how about a Powered exoskeleton engineer? You will design wearable robots that assist and protect soldiers, construction and rescue workers or other people working in dangerous environments.

Come back tomorrow when HRM Report will take a closer look at the jobs how population growth, climate change and developments in science and technology will make some jobs obsolete.

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

This is the fourth 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-4

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

why-human-resources-anyway-part-31

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

resources can improve Business Owner Wealth Accumulation and

Shareholder value. In the last article I asked the question:

To read the rest of this article click here: why-human-resources-anyway-part-2