The Storm of HR Responsibilities

The Storm of HR Responsibilities Human Resources is one of the most important aspects of your company. The core functions of this department are to ensure your employees are knowledgeable in their position, performing at optimal output and satisfied with their pay, benefits and work environment. The responsibilities of individuals tasked with this station vary greatly from day-to-day and they are most likely personnel to encounter the brunt of the HR storm. ent e even in. ot RRA also heh y clarifying the law, h CouDseling cement r. of La serve compr for National Em fecis Kiyees already eligi" le to resd to posometimes is an ay vironmental Pate iction Agoes an nber Jyees plance. ederal goverr the t, by writing and enforcing regula (PPA to t UBeneharged wite s oring human nedartn and the a the en Hon Congres g Oun submittec was proposed by Presid of UKon and began operation on Dec lav after Senate.[3] The agencyCheck tion plan to Congress on. RIşk Vicfied by committee inearings in thestabl and pue a ministrator, who is ap administrator is Lisa P. Jaee EPA is nor a Cabinet The agency has approximately 17,000 full-sd ta employees.[4] rand appd by Congress. The current mally given cabinet rank. O Consolidatesreploye, udget Reconciliation Act of 1985 (or COBRA) is a law passed by th titongress on a reconciliation basis and si Reviewilent Ronald Reagan that, gram giving some employees the abillo Divisne heaith insu nce cover- t of 1974 apagemen he administr mesident. among other things, mandates an ip age after leavird tamployment. G Agency roor the Inter a with 2 contik of ome M the postal service, but it is perhaps best known for Title Service Act to deny incomd x deductions to emples Act nent, disabilit CCPA Code and t in lor ntng amends those y those time egub e cquivale hishe for contributions to a ealth plan unless s EVentrequirements. The vienation for failing to meet was subsequent4OSHAertain i excise EACISE Syers to tderal law requiring Retirenmasons. These reason tax. and Medical Leave Act of 1993 (FMLA) is a U reacease provide enob-protected unpaid leave for qualified medile family illneAtary service, family military leave, pregnancy, ada. is administered by the Wage and Hour Division of the United State Income Security Act of 1974 (ERISAOF ub, L. 93-406 cogd ted as 29 USCS a federal law. at establishes g standards sion plans in private industry and pr aor extensive rules on the federa me tax effec info interes ersonal on ter care placement of a chila IThe EMLA of Labor, ERISA The Employee Retirement was enacted on Sevd smber 2, 1974, ERISA is hons ERISA with employee benefit plans. ER nd beneficiaries bviRequiring the cted to protect the inancial and other ctions ovee benef VA cipants erning the planadneficiaries; the ing standards Snduct for plalainingoviding for appro nd access to the federal courts. GINA The Genetic I on Nondiscrimin ooalof 2008 (Pub.L. 110- United States designed to prohibit te use of group health plans and health inz4 E's from Aums based solely on a genetiç, asition व 2USERRA Enacted May 21, 2008, GINA), is an Act of Cor FSA on in hee insurance and employment. The ge. deny adoje to a b Tndividual or charning that pers to developing a disea making hiring, firing, bill of the new centuee the Internal Rey most U.S. er or nation U.S. PTO dals' genetic tenswhen uture. TH "first ghts and Jevelegtect n, sex, hed the Policy dn The HR Umbrella ADA Th Business experts highly recommend having one dedicated HR specialist for every 50 employees. This person is your company's "umbrella" during the HR storm. However, there are many factors companies experience that result in the need for additional HR support. Outsourcing some HR services can be a creative and cost-saving solution. HR Tasks Outsourced by Company Size I outsource most HR functions. I outsource some I outsource no HR functions. HR functions. Company Size in Empolyees Each Person = 10% of decision makers surveyed 1-250 RRI FRRA 250-500 501-1,000 1,001-5,000 Benefits of Outsourcing HR for HR Professionals Outsourcing allows me to be perceived as a strategic business partner, giving HR a seat at the Executive Table." As an HR professional, I'm able to focus on core business Our HR staff's functions and contribute to reputation has increased among senior management! my company's overall goals. Outsourcing allows my HR staff more time to spend on strategy development and execution. Our company's HR metrics and measurement have Our HR department's reputation has increased among employees!" improved. Based on a survey of 298 HR professionals Which HR Tasks Are Outsourced Most? (%) Resource Planning I fully outsource that. I partially outsource that. Appraisal Strategy Palicy Employee Relations Information Systems Outplacement Compensation/Benefits Emplayee Assistance Recruitment Training Pensions Payroll Legal 10 20 30 40 50 60 70 80 While there are outsourcing experts in each of these individual sectors, a true HR outsourcing firm will provide ALL of these services, many times for a flat fee. Partnering with an HR outsourcing firm that boasts a "one stop shop" for all these expertise can save your company additional time and funds. HRO Goals and Level of Achievment 10% With HR outsourcing we greatly achieved. With HR outsourcing I have not achieved. With HR outsourcing I partially achieved. 21% Improve Quality Reduced Costs 46% 59% 12% 32% 15% Relieving Internal HR Pressure Access to Skills and Knowledge Access to New Technology 51% 59% Satisfaction with HR Outsourcing Iam very 12% 3% 32% Iam very dissatisfied. satisfied. Satisfaction with HRO Vender Relationship 3% 35% I am somewhat I am somewhat 7% dissatisfied. satisfied. Satisfaction with HRO Vender Services DOherty Sources: HR Outsourcing and HR Function Threat or Opportunity Survey Report Chartered Institute of Personnel and Development 2009 Human Resource Outsourcings - is It Here to Stay? Survey Report Society for Human Resource Management August 2008 Human Resource Outsourcing Survey Report Published by Soclety for Human Resource Management July 2004 Business People Vector Art by http://parkablogs.com/ EMPLOYER SERVICES DohertyHRO.com Twitter: @DohertyHRO A3% The Storm of HR Responsibilities Human Resources is one of the most important aspects of your company. The core functions of this department are to ensure your employees are knowledgeable in their position, performing at optimal output and satisfied with their pay, benefits and work environment. The responsibilities of individuals tasked with this station vary greatly from day-to-day and they are most likely personnel to encounter the brunt of the HR storm. ent Ee, even in. t RRA also hehta wy clarifying the law, h Counseling cement r. c of La serve comp for National Em fecis Tyees already eligi" Je to red to pesometimes ) is an a. vironmental Pate iction Agees oan U Beneharged wite s oring human nedarth and ti nber Jyees plance. ederal gover the St, by writing and enforcing regula (PPAO to t d the Congre: g oun was proposed by Presid en of Uixon and began operation on Dec tion plan to Congressw on. RIşk Vicfied by committee inearings in thetabl and miesident. lav after submittecg Checksministrator, who is apl Senate.[3] The : administrator is Lisa P. Jaeee EPA is no a Cabinet aagemehe administra nmally given cabinet rank. OL Consolidatesreaiploye udget Reconciliation Act and apfiction d by Congress. The current The agency has approximately 17,000 fll-sd te employees.[4] of 1985 (or COBRA) is a law passed by th titongress on a reconciliation basis and si Reviewlent Ronald Reagan that, among other things, mandates an ip age after leavird ttamployment. G Agency roor the Inter with 2 contik gram giving some employees the abillo Divone health insur nce cover- amendments to the Employee Retire of ome Securi t of 1974 in nent, disabili CCPA W postal service, but it is perhaps best known for Code and t the Tamends Ny those Tor Titler Act p Service Act to deny incomd x deductions to emples ank dedur time egub ne equivale Dishe for contributions to a ealth plan unless s subsequent4OSHA ertain tderal law requiring Events irequirements. The viuation for failing to meet i excise was and Medical Leave Act of 1993 (FMLA) is a U provide 9enob-protected unpaid leave for qualified medile family illnes tary service, family military leave, pregnancy, adca is administered by the Wage and Hour Division of the United Statee byers to sersonal or ter care placement of a child IThe EMLA of Labor. ERISA The Employee Retirement tax. Dre eRetirenhasons. These reason on Sevd smber 2, 1974. ERISA is a federal law. at establishes g S standards sion plans in private industry and pr aor extensive rules on to protect the inancial and other roviding for appro- Income Security Act of 1974 (ERISAOF ub, L, 93-406 cood ted 29 USCS was enac as the feder? FR d the me tax effect lovee benef VA cipants erning the plaandneficiaries; the ing standards Onduct for pla nd access to the federal courts. GINA The Genetic I on Nondiscrimn aoalof 2008 (Pub.L. 110- cted beneficiaries bvARequiring the Training etions ERISA with employee benefit plans. EB interes info USERRA Enacted May 21, 2008, GINA), is an Act of Cor on in hea insurance and employment. The deny adahe to a ke T ndividual or charning that perse FSA United States designed to prohibit te use of group health plans and health insa E's from Aums based solely on a genetiç, asition duals' genetic ge. renswhen to developing a disea making hiring, firing, bill of the new centu ete the Internal Rey most U.S. er or nation U.S. E PTO uture. TH "first Policy dn ghts and Develestect The HR Umbrella bnnn, sex. hed the ADA Th Business experts highly recommend having one dedicated HR specialist for every 50 employees. This person is your company's "umbrella" during the HR storm. However, there are many factors companies experience that result in the need for additional HR support. Outsourcing some HR services can be a creative and cost-saving solution. HR Tasks Outsourced by Company Size I outsource most I outsource some Ioutsource no HR functions. HR functions. HR functions. Company Size in Empolyees Each Person = 10% of decision makers surveyed 1-250 250-500 501-1,000 1,001-5,000 Benefits of Outsourcing HR for HR Professionals Outsourcing allows me to be perceived as a strategic business partner, giving HR a seat at the Executive Table." As an HR professional, I'm able to focus on core business Our HR staff's functions and contribute to reputation has increased among senior management! my company's overall goals. Outsourcing allows my HR staff more time to spend on strategy development and Our company's HR metrics and measurement have Our HR department's reputation has increased among employees!" improved. execution. Based on a survey of 298 HR professionals Which HR Tasks Are Outsourced Most? (%) Resource Planning I fully outsource that. I partially outsource that. Appraisal Strategy Policy Employee Relations Information Systems Dutplacement Compensation/Benefits Employee Assistance Recruitment Training Pensions Payroll Legal 10 20 30 40 50 60 70 80 While there are outsourcing experts in each of these individual sectors, a true HR outsourcing firm will provide ALL of these services, many times for a flat fee. Partnering with an HR outsourcing firm that boasts a "one stop shop" for all these expertise can save your company additional time and funds. HRO Goals and Level of Achievment I0% With HR With HR With HR outsourcing we greatly achieved. outsourcing I partially achieved. outsourcing I have not 21% achieved. 42% Improve Quality Reduced Costs 46% 59% 12% 32% 15% Relieving Internal HR Pressure Access to Skills Access to New and Knowledge Technology 5% 59% Satisfaction with HR Outsourcing 32% Iam very dissatisfied. Iam very 12% 3% satisfied. Satisfaction with HRO Vender Relationship 3% 35% I am somewhat I am somewhat 7% dissatisfied. satisfied. Satisfaction with HRO Vender Services DOherty Sources: HR Outsourcing and HR Function Threat or Opportunity Survey Report Chartered Institute of Personnel and Development 2009 Human Resource Outsourcings - Is It Here to Stay? Survey Report Society for Human Resource Management August 2008 Human Resource Outsourcing Survey Report Published by Society for Human Resource Management July 2004 Business People Vector Art by http://parkablogs.com/ EMPLOYER SERVICES DohertyHRO.com Twitter: @DohertyHRO 3% The Storm of HR Responsibilities Human Resources is one of the most important aspects of your company. The core functions of this department are to ensure your employees are knowledgeable in their position, performing at optimal output and satisfied with their pay, benefits and work environment. The responsibilities of individuals tasked with this station vary greatly from day-to-day and they are most likely personnel to encounter the brunt of the HR storm. ent Ee, even in. t RRA also hehta wy clarifying the law, h Counseling cement r. c of La serve comp for National Em fecis Tyees already eligi" Je to red to pesometimes ) is an a. vironmental Pate iction Agees oan U Beneharged wite s oring human nedarth and ti nber Jyees plance. ederal gover the St, by writing and enforcing regula (PPAO to t d the Congre: g oun was proposed by Presid en of Uixon and began operation on Dec tion plan to Congressw on. RIşk Vicfied by committee inearings in thetabl and miesident. lav after submittecg Checksministrator, who is apl Senate.[3] The : administrator is Lisa P. Jaeee EPA is no a Cabinet aagemehe administra nmally given cabinet rank. OL Consolidatesreaiploye udget Reconciliation Act and apfiction d by Congress. The current The agency has approximately 17,000 fll-sd te employees.[4] of 1985 (or COBRA) is a law passed by th titongress on a reconciliation basis and si Reviewlent Ronald Reagan that, among other things, mandates an ip age after leavird ttamployment. G Agency roor the Inter with 2 contik gram giving some employees the abillo Divone health insur nce cover- amendments to the Employee Retire of ome Securi t of 1974 in nent, disabili CCPA W postal service, but it is perhaps best known for Code and t the Tamends Ny those Tor Titler Act p Service Act to deny incomd x deductions to emples ank dedur time egub ne equivale Dishe for contributions to a ealth plan unless s subsequent4OSHA ertain tderal law requiring Events irequirements. The viuation for failing to meet i excise was and Medical Leave Act of 1993 (FMLA) is a U provide 9enob-protected unpaid leave for qualified medile family illnes tary service, family military leave, pregnancy, adca is administered by the Wage and Hour Division of the United Statee byers to sersonal or ter care placement of a child IThe EMLA of Labor. ERISA The Employee Retirement tax. Dre eRetirenhasons. These reason on Sevd smber 2, 1974. ERISA is a federal law. at establishes g S standards sion plans in private industry and pr aor extensive rules on to protect the inancial and other roviding for appro- Income Security Act of 1974 (ERISAOF ub, L, 93-406 cood ted 29 USCS was enac as the feder? FR d the me tax effect lovee benef VA cipants erning the plaandneficiaries; the ing standards Onduct for pla nd access to the federal courts. GINA The Genetic I on Nondiscrimn aoalof 2008 (Pub.L. 110- cted beneficiaries bvARequiring the Training etions ERISA with employee benefit plans. EB interes info USERRA Enacted May 21, 2008, GINA), is an Act of Cor on in hea insurance and employment. The deny adahe to a ke T ndividual or charning that perse FSA United States designed to prohibit te use of group health plans and health insa E's from Aums based solely on a genetiç, asition duals' genetic ge. renswhen to developing a disea making hiring, firing, bill of the new centu ete the Internal Rey most U.S. er or nation U.S. E PTO uture. TH "first Policy dn ghts and Develestect The HR Umbrella bnnn, sex. hed the ADA Th Business experts highly recommend having one dedicated HR specialist for every 50 employees. This person is your company's "umbrella" during the HR storm. However, there are many factors companies experience that result in the need for additional HR support. Outsourcing some HR services can be a creative and cost-saving solution. HR Tasks Outsourced by Company Size I outsource most I outsource some Ioutsource no HR functions. HR functions. HR functions. Company Size in Empolyees Each Person = 10% of decision makers surveyed 1-250 250-500 501-1,000 1,001-5,000 Benefits of Outsourcing HR for HR Professionals Outsourcing allows me to be perceived as a strategic business partner, giving HR a seat at the Executive Table." As an HR professional, I'm able to focus on core business Our HR staff's functions and contribute to reputation has increased among senior management! my company's overall goals. Outsourcing allows my HR staff more time to spend on strategy development and Our company's HR metrics and measurement have Our HR department's reputation has increased among employees!" improved. execution. Based on a survey of 298 HR professionals Which HR Tasks Are Outsourced Most? (%) Resource Planning I fully outsource that. I partially outsource that. Appraisal Strategy Policy Employee Relations Information Systems Dutplacement Compensation/Benefits Employee Assistance Recruitment Training Pensions Payroll Legal 10 20 30 40 50 60 70 80 While there are outsourcing experts in each of these individual sectors, a true HR outsourcing firm will provide ALL of these services, many times for a flat fee. Partnering with an HR outsourcing firm that boasts a "one stop shop" for all these expertise can save your company additional time and funds. HRO Goals and Level of Achievment I0% With HR With HR With HR outsourcing we greatly achieved. outsourcing I partially achieved. outsourcing I have not 21% achieved. 42% Improve Quality Reduced Costs 46% 59% 12% 32% 15% Relieving Internal HR Pressure Access to Skills Access to New and Knowledge Technology 5% 59% Satisfaction with HR Outsourcing 32% Iam very dissatisfied. Iam very 12% 3% satisfied. Satisfaction with HRO Vender Relationship 3% 35% I am somewhat I am somewhat 7% dissatisfied. satisfied. Satisfaction with HRO Vender Services DOherty Sources: HR Outsourcing and HR Function Threat or Opportunity Survey Report Chartered Institute of Personnel and Development 2009 Human Resource Outsourcings - Is It Here to Stay? Survey Report Society for Human Resource Management August 2008 Human Resource Outsourcing Survey Report Published by Society for Human Resource Management July 2004 Business People Vector Art by http://parkablogs.com/ EMPLOYER SERVICES DohertyHRO.com Twitter: @DohertyHRO 3% The Storm of HR Responsibilities Human Resources is one of the most important aspects of your company. The core functions of this department are to ensure your employees are knowledgeable in their position, performing at optimal output and satisfied with their pay, benefits and work environment. The responsibilities of individuals tasked with this station vary greatly from day-to-day and they are most likely personnel to encounter the brunt of the HR storm. ent Ee, even in. t RRA also hehta wy clarifying the law, h Counseling cement r. c of La serve comp for National Em fecis Tyees already eligi" Je to red to pesometimes ) is an a. vironmental Pate iction Agees oan U Beneharged wite s oring human nedarth and ti nber Jyees plance. ederal gover the St, by writing and enforcing regula (PPAO to t d the Congre: g oun was proposed by Presid en of Uixon and began operation on Dec tion plan to Congressw on. RIşk Vicfied by committee inearings in thetabl and miesident. lav after submittecg Checksministrator, who is apl Senate.[3] The : administrator is Lisa P. Jaeee EPA is no a Cabinet aagemehe administra nmally given cabinet rank. OL Consolidatesreaiploye udget Reconciliation Act and apfiction d by Congress. The current The agency has approximately 17,000 fll-sd te employees.[4] of 1985 (or COBRA) is a law passed by th titongress on a reconciliation basis and si Reviewlent Ronald Reagan that, among other things, mandates an ip age after leavird ttamployment. G Agency roor the Inter with 2 contik gram giving some employees the abillo Divone health insur nce cover- amendments to the Employee Retire of ome Securi t of 1974 in nent, disabili CCPA W postal service, but it is perhaps best known for Code and t the Tamends Ny those Tor Titler Act p Service Act to deny incomd x deductions to emples ank dedur time egub ne equivale Dishe for contributions to a ealth plan unless s subsequent4OSHA ertain tderal law requiring Events irequirements. The viuation for failing to meet i excise was and Medical Leave Act of 1993 (FMLA) is a U provide 9enob-protected unpaid leave for qualified medile family illnes tary service, family military leave, pregnancy, adca is administered by the Wage and Hour Division of the United Statee byers to sersonal or ter care placement of a child IThe EMLA of Labor. ERISA The Employee Retirement tax. Dre eRetirenhasons. These reason on Sevd smber 2, 1974. ERISA is a federal law. at establishes g S standards sion plans in private industry and pr aor extensive rules on to protect the inancial and other roviding for appro- Income Security Act of 1974 (ERISAOF ub, L, 93-406 cood ted 29 USCS was enac as the feder? FR d the me tax effect lovee benef VA cipants erning the plaandneficiaries; the ing standards Onduct for pla nd access to the federal courts. GINA The Genetic I on Nondiscrimn aoalof 2008 (Pub.L. 110- cted beneficiaries bvARequiring the Training etions ERISA with employee benefit plans. EB interes info USERRA Enacted May 21, 2008, GINA), is an Act of Cor on in hea insurance and employment. The deny adahe to a ke T ndividual or charning that perse FSA United States designed to prohibit te use of group health plans and health insa E's from Aums based solely on a genetiç, asition duals' genetic ge. renswhen to developing a disea making hiring, firing, bill of the new centu ete the Internal Rey most U.S. er or nation U.S. E PTO uture. TH "first Policy dn ghts and Develestect The HR Umbrella bnnn, sex. hed the ADA Th Business experts highly recommend having one dedicated HR specialist for every 50 employees. This person is your company's "umbrella" during the HR storm. However, there are many factors companies experience that result in the need for additional HR support. Outsourcing some HR services can be a creative and cost-saving solution. HR Tasks Outsourced by Company Size I outsource most I outsource some Ioutsource no HR functions. HR functions. HR functions. Company Size in Empolyees Each Person = 10% of decision makers surveyed 1-250 250-500 501-1,000 1,001-5,000 Benefits of Outsourcing HR for HR Professionals Outsourcing allows me to be perceived as a strategic business partner, giving HR a seat at the Executive Table." As an HR professional, I'm able to focus on core business Our HR staff's functions and contribute to reputation has increased among senior management! my company's overall goals. Outsourcing allows my HR staff more time to spend on strategy development and Our company's HR metrics and measurement have Our HR department's reputation has increased among employees!" improved. execution. Based on a survey of 298 HR professionals Which HR Tasks Are Outsourced Most? (%) Resource Planning I fully outsource that. I partially outsource that. Appraisal Strategy Policy Employee Relations Information Systems Dutplacement Compensation/Benefits Employee Assistance Recruitment Training Pensions Payroll Legal 10 20 30 40 50 60 70 80 While there are outsourcing experts in each of these individual sectors, a true HR outsourcing firm will provide ALL of these services, many times for a flat fee. Partnering with an HR outsourcing firm that boasts a "one stop shop" for all these expertise can save your company additional time and funds. HRO Goals and Level of Achievment I0% With HR With HR With HR outsourcing we greatly achieved. outsourcing I partially achieved. outsourcing I have not 21% achieved. 42% Improve Quality Reduced Costs 46% 59% 12% 32% 15% Relieving Internal HR Pressure Access to Skills Access to New and Knowledge Technology 5% 59% Satisfaction with HR Outsourcing 32% Iam very dissatisfied. Iam very 12% 3% satisfied. Satisfaction with HRO Vender Relationship 3% 35% I am somewhat I am somewhat 7% dissatisfied. satisfied. Satisfaction with HRO Vender Services DOherty Sources: HR Outsourcing and HR Function Threat or Opportunity Survey Report Chartered Institute of Personnel and Development 2009 Human Resource Outsourcings - Is It Here to Stay? Survey Report Society for Human Resource Management August 2008 Human Resource Outsourcing Survey Report Published by Society for Human Resource Management July 2004 Business People Vector Art by http://parkablogs.com/ EMPLOYER SERVICES DohertyHRO.com Twitter: @DohertyHRO 3% The Storm of HR Responsibilities Human Resources is one of the most important aspects of your company. The core functions of this department are to ensure your employees are knowledgeable in their position, performing at optimal output and satisfied with their pay, benefits and work environment. The responsibilities of individuals tasked with this station vary greatly from day-to-day and they are most likely personnel to encounter the brunt of the HR storm. ent Ee, even in. t RRA also hehta wy clarifying the law, h Counseling cement r. c of La serve comp for National Em fecis Tyees already eligi" Je to red to pesometimes ) is an a. vironmental Pate iction Agees oan U Beneharged wite s oring human nedarth and ti nber Jyees plance. ederal gover the St, by writing and enforcing regula (PPAO to t d the Congre: g oun was proposed by Presid en of Uixon and began operation on Dec tion plan to Congressw on. RIşk Vicfied by committee inearings in thetabl and miesident. lav after submittecg Checksministrator, who is apl Senate.[3] The : administrator is Lisa P. Jaeee EPA is no a Cabinet aagemehe administra nmally given cabinet rank. OL Consolidatesreaiploye udget Reconciliation Act and apfiction d by Congress. The current The agency has approximately 17,000 fll-sd te employees.[4] of 1985 (or COBRA) is a law passed by th titongress on a reconciliation basis and si Reviewlent Ronald Reagan that, among other things, mandates an ip age after leavird ttamployment. G Agency roor the Inter with 2 contik gram giving some employees the abillo Divone health insur nce cover- amendments to the Employee Retire of ome Securi t of 1974 in nent, disabili CCPA W postal service, but it is perhaps best known for Code and t the Tamends Ny those Tor Titler Act p Service Act to deny incomd x deductions to emples ank dedur time egub ne equivale Dishe for contributions to a ealth plan unless s subsequent4OSHA ertain tderal law requiring Events irequirements. The viuation for failing to meet i excise was and Medical Leave Act of 1993 (FMLA) is a U provide 9enob-protected unpaid leave for qualified medile family illnes tary service, family military leave, pregnancy, adca is administered by the Wage and Hour Division of the United Statee byers to sersonal or ter care placement of a child IThe EMLA of Labor. ERISA The Employee Retirement tax. Dre eRetirenhasons. These reason on Sevd smber 2, 1974. ERISA is a federal law. at establishes g S standards sion plans in private industry and pr aor extensive rules on to protect the inancial and other roviding for appro- Income Security Act of 1974 (ERISAOF ub, L, 93-406 cood ted 29 USCS was enac as the feder? FR d the me tax effect lovee benef VA cipants erning the plaandneficiaries; the ing standards Onduct for pla nd access to the federal courts. GINA The Genetic I on Nondiscrimn aoalof 2008 (Pub.L. 110- cted beneficiaries bvARequiring the Training etions ERISA with employee benefit plans. EB interes info USERRA Enacted May 21, 2008, GINA), is an Act of Cor on in hea insurance and employment. The deny adahe to a ke T ndividual or charning that perse FSA United States designed to prohibit te use of group health plans and health insa E's from Aums based solely on a genetiç, asition duals' genetic ge. renswhen to developing a disea making hiring, firing, bill of the new centu ete the Internal Rey most U.S. er or nation U.S. E PTO uture. TH "first Policy dn ghts and Develestect The HR Umbrella bnnn, sex. hed the ADA Th Business experts highly recommend having one dedicated HR specialist for every 50 employees. This person is your company's "umbrella" during the HR storm. However, there are many factors companies experience that result in the need for additional HR support. Outsourcing some HR services can be a creative and cost-saving solution. HR Tasks Outsourced by Company Size I outsource most I outsource some Ioutsource no HR functions. HR functions. HR functions. Company Size in Empolyees Each Person = 10% of decision makers surveyed 1-250 250-500 501-1,000 1,001-5,000 Benefits of Outsourcing HR for HR Professionals Outsourcing allows me to be perceived as a strategic business partner, giving HR a seat at the Executive Table." As an HR professional, I'm able to focus on core business Our HR staff's functions and contribute to reputation has increased among senior management! my company's overall goals. Outsourcing allows my HR staff more time to spend on strategy development and Our company's HR metrics and measurement have Our HR department's reputation has increased among employees!" improved. execution. Based on a survey of 298 HR professionals Which HR Tasks Are Outsourced Most? (%) Resource Planning I fully outsource that. I partially outsource that. Appraisal Strategy Policy Employee Relations Information Systems Dutplacement Compensation/Benefits Employee Assistance Recruitment Training Pensions Payroll Legal 10 20 30 40 50 60 70 80 While there are outsourcing experts in each of these individual sectors, a true HR outsourcing firm will provide ALL of these services, many times for a flat fee. Partnering with an HR outsourcing firm that boasts a "one stop shop" for all these expertise can save your company additional time and funds. HRO Goals and Level of Achievment I0% With HR With HR With HR outsourcing we greatly achieved. outsourcing I partially achieved. outsourcing I have not 21% achieved. 42% Improve Quality Reduced Costs 46% 59% 12% 32% 15% Relieving Internal HR Pressure Access to Skills Access to New and Knowledge Technology 5% 59% Satisfaction with HR Outsourcing 32% Iam very dissatisfied. Iam very 12% 3% satisfied. Satisfaction with HRO Vender Relationship 3% 35% I am somewhat I am somewhat 7% dissatisfied. satisfied. Satisfaction with HRO Vender Services DOherty Sources: HR Outsourcing and HR Function Threat or Opportunity Survey Report Chartered Institute of Personnel and Development 2009 Human Resource Outsourcings - Is It Here to Stay? Survey Report Society for Human Resource Management August 2008 Human Resource Outsourcing Survey Report Published by Society for Human Resource Management July 2004 Business People Vector Art by http://parkablogs.com/ EMPLOYER SERVICES DohertyHRO.com Twitter: @DohertyHRO 3% The Storm of HR Responsibilities Human Resources is one of the most important aspects of your company. The core functions of this department are to ensure your employees are knowledgeable in their position, performing at optimal output and satisfied with their pay, benefits and work environment. The responsibilities of individuals tasked with this station vary greatly from day-to-day and they are most likely personnel to encounter the brunt of the HR storm. ent Ee, even in. t RRA also hehta wy clarifying the law, h Counseling cement r. c of La serve comp for National Em fecis Tyees already eligi" Je to red to pesometimes ) is an a. vironmental Pate iction Agees oan U Beneharged wite s oring human nedarth and ti nber Jyees plance. ederal gover the St, by writing and enforcing regula (PPAO to t d the Congre: g oun was proposed by Presid en of Uixon and began operation on Dec tion plan to Congressw on. RIşk Vicfied by committee inearings in thetabl and miesident. lav after submittecg Checksministrator, who is apl Senate.[3] The : administrator is Lisa P. Jaeee EPA is no a Cabinet aagemehe administra nmally given cabinet rank. OL Consolidatesreaiploye udget Reconciliation Act and apfiction d by Congress. The current The agency has approximately 17,000 fll-sd te employees.[4] of 1985 (or COBRA) is a law passed by th titongress on a reconciliation basis and si Reviewlent Ronald Reagan that, among other things, mandates an ip age after leavird ttamployment. G Agency roor the Inter with 2 contik gram giving some employees the abillo Divone health insur nce cover- amendments to the Employee Retire of ome Securi t of 1974 in nent, disabili CCPA W postal service, but it is perhaps best known for Code and t the Tamends Ny those Tor Titler Act p Service Act to deny incomd x deductions to emples ank dedur time egub ne equivale Dishe for contributions to a ealth plan unless s subsequent4OSHA ertain tderal law requiring Events irequirements. The viuation for failing to meet i excise was and Medical Leave Act of 1993 (FMLA) is a U provide 9enob-protected unpaid leave for qualified medile family illnes tary service, family military leave, pregnancy, adca is administered by the Wage and Hour Division of the United Statee byers to sersonal or ter care placement of a child IThe EMLA of Labor. ERISA The Employee Retirement tax. Dre eRetirenhasons. These reason on Sevd smber 2, 1974. ERISA is a federal law. at establishes g S standards sion plans in private industry and pr aor extensive rules on to protect the inancial and other roviding for appro- Income Security Act of 1974 (ERISAOF ub, L, 93-406 cood ted 29 USCS was enac as the feder? FR d the me tax effect lovee benef VA cipants erning the plaandneficiaries; the ing standards Onduct for pla nd access to the federal courts. GINA The Genetic I on Nondiscrimn aoalof 2008 (Pub.L. 110- cted beneficiaries bvARequiring the Training etions ERISA with employee benefit plans. EB interes info USERRA Enacted May 21, 2008, GINA), is an Act of Cor on in hea insurance and employment. The deny adahe to a ke T ndividual or charning that perse FSA United States designed to prohibit te use of group health plans and health insa E's from Aums based solely on a genetiç, asition duals' genetic ge. renswhen to developing a disea making hiring, firing, bill of the new centu ete the Internal Rey most U.S. er or nation U.S. E PTO uture. TH "first Policy dn ghts and Develestect The HR Umbrella bnnn, sex. hed the ADA Th Business experts highly recommend having one dedicated HR specialist for every 50 employees. This person is your company's "umbrella" during the HR storm. However, there are many factors companies experience that result in the need for additional HR support. Outsourcing some HR services can be a creative and cost-saving solution. HR Tasks Outsourced by Company Size I outsource most I outsource some Ioutsource no HR functions. HR functions. HR functions. Company Size in Empolyees Each Person = 10% of decision makers surveyed 1-250 250-500 501-1,000 1,001-5,000 Benefits of Outsourcing HR for HR Professionals Outsourcing allows me to be perceived as a strategic business partner, giving HR a seat at the Executive Table." As an HR professional, I'm able to focus on core business Our HR staff's functions and contribute to reputation has increased among senior management! my company's overall goals. Outsourcing allows my HR staff more time to spend on strategy development and Our company's HR metrics and measurement have Our HR department's reputation has increased among employees!" improved. execution. Based on a survey of 298 HR professionals Which HR Tasks Are Outsourced Most? (%) Resource Planning I fully outsource that. I partially outsource that. Appraisal Strategy Policy Employee Relations Information Systems Dutplacement Compensation/Benefits Employee Assistance Recruitment Training Pensions Payroll Legal 10 20 30 40 50 60 70 80 While there are outsourcing experts in each of these individual sectors, a true HR outsourcing firm will provide ALL of these services, many times for a flat fee. Partnering with an HR outsourcing firm that boasts a "one stop shop" for all these expertise can save your company additional time and funds. HRO Goals and Level of Achievment I0% With HR With HR With HR outsourcing we greatly achieved. outsourcing I partially achieved. outsourcing I have not 21% achieved. 42% Improve Quality Reduced Costs 46% 59% 12% 32% 15% Relieving Internal HR Pressure Access to Skills Access to New and Knowledge Technology 5% 59% Satisfaction with HR Outsourcing 32% Iam very dissatisfied. Iam very 12% 3% satisfied. Satisfaction with HRO Vender Relationship 3% 35% I am somewhat I am somewhat 7% dissatisfied. satisfied. Satisfaction with HRO Vender Services DOherty Sources: HR Outsourcing and HR Function Threat or Opportunity Survey Report Chartered Institute of Personnel and Development 2009 Human Resource Outsourcings - Is It Here to Stay? Survey Report Society for Human Resource Management August 2008 Human Resource Outsourcing Survey Report Published by Society for Human Resource Management July 2004 Business People Vector Art by http://parkablogs.com/ EMPLOYER SERVICES DohertyHRO.com Twitter: @DohertyHRO 3%