In this issue:
  • Job Titles and Descriptions
  • Designing a workforce ready for change
  • Payroll is the foundation of Human Resources
  • Conflict debt, what it is, and how it can be used for good

Job Titles And Descriptions

Job titles and job descriptions give employees a clear and concise guide for roles and performance. They are a measuring tool to ensure that the employee meets job expectations. Our HR experts approach job titles and descriptions by performing a job analysis. They gather all the data about a job’s tasks and understand the knowledge, skills, abilities, credentials, and experience necessary for the role. They can upgrade outdated job descriptions, give feedback on current job descriptions, or create new ones from scratch. Accurate and up-to-date job descriptions are essential for recruiting, interviewing, compensation reviews, and performance management.

See more in this HR Dive article on Job titles need structure to promote clarity, equity

Designing A Workforce Ready for Change

How HR can cultivate essential change skills in employees

“… leaders need to acknowledge the fact that the workforce will not develop the necessary skills by happenstance; they need to be intentionally fostered and reinforced over time.” Vanessa LoVerme Akhtar

How is your organization designing a workforce ready for change? We can help; reach out to our HR team at HR@hri-online.com to learn more.

Payroll data provides the necessary information for Tax Administration, Benefits Administration, HR Management, Employee Records, Risk Management, and Compliance
Payroll data provides the necessary information for Tax Administration, Benefits Administration, HR Management, Employee Records, Risk Management, and Compliance

Payroll is the foundation of Human Resources

Payroll is a whole lot more than processing paychecks each pay period. Payroll is the foundation of HR.

Payroll data provides the necessary information for Tax Administration, Benefits Administration, HR Management, Employee Records, Risk Management, and Compliance.

HR policies & procedures, compliance assistance with labor laws, state and federal postings, background checks, responses to regulatory agencies, unemployment claims processing, employee relations, workplace conflict assistance, training & development, and HR consulting are driven by data from payroll processing.

New hire eligibility, benefits onboarding, election change processing, benefits reconciliation, premium remittance, and COBRA administration are more efficient because of input received from payroll administration.

Retirement enrollment and status change administration, deductions, calculations, remittance of deferrals and contributions, employee assistance with loans and distributions, compliance filings (form 5500, and Safe Harbor Notices, plan audit, and plan testing are efficient because of data directly from payroll.

Worker’s Compensation claims assistance, safety training, OSHA 300A reporting assistance, and more are supported through information from payroll.

Payroll compliance: Ignore it at your peril, HR

At HRi, we prioritize payroll. Our clients benefit from dedicated and attentive payroll experts who respond to employee queries with user-friendly technology that fosters a positive employee experience. Reporting supplies performance and business data to enhance decision-making and alignment of strategic outcomes.

 

Conflict debt: What it is and how it can be used for good

Instead of viewing conflict as a negative, seize it as an opportunity for growth and development. It can yield breakthroughs in innovation and allow for creative ideas to solve complex issues. Want to expand your team’s skills? Discover ways to address conflict positively and proactively. This Human Resource Executive article from Jonathan Kirschner of AIIR Consulting is an excellent resource whether your team is crawling out of conflict debt or could use a little help with delivering constructive feedback.


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