Congratulations! Your small business is exploding, and you can now afford to hire your first employee. Perhaps you're exhausted from wearing all hats for too many years and you can't wait to offload some of the most time-consuming tasks on a helper. Maybe there are aspects of your business that you don't fully understand, and you know that an experienced employee will do a much better job than you. You may even want to hire an employee so that you can spend more time with your family or out having fun.
One of the best ways to get a group of HR professionals talking is to bring up Millennials. Everyone has an opinion about what makes this generation different from older generation. But, what do Millennials think makes them different?
More than any other generation of workers, many employers today have become convinced that millennials are difficult employees to manage. Despite the reputation that has somehow cropped up around the millennial generation, the reality of young employees in the workplace is quite different than their popular reputation.
Working from home is a hot topic for HR professionals. From employees who plead for the ability to have more flexibility in their schedule to managers who cast a doubtful look on those 'missing' from the office, this is one topic that calls for structure. For someone that has spent nearly a dozen years either working from home part- time or full-time, I've found these three tips make working from home work for me, and the organization.
OSHA requires certain covered employers to keep a record of serious occupational injuries and illnesses. Businesses covered by this requirement must complete OSHA Form 300 to be in compliance with the law. Recent changes in the regulations governing the Form 300 log have caused a lot of confusion about what employers are exempt from the requirement, if electronic submission requirements apply or not, and what the latest record maintenance and posting requirements are.
Every fall as children head back to school across the country, HR manager gear up for the annual increase in school-related HR issues. The issues range from parents wanting time off to attend school events to employees having to stay home or leave early because of a child’s illness. Here are some strategies to help you handle some of this back to school HR issues.
Finding, recruiting, and hiring a new employee can be surprisingly expensive. These costs don’t even take into account all the money you will invest in the employee after he or she is hired. The good news is that there are many ways you can control, and even reduce, all of the costs associated with finding the right new hire for your organization.
Adding new employees can be a great way to accelerate the growth of your business—if you can afford them. One of the factors that separates successful firms from chronically cash strapped ones is being able to properly calculate the cost of adding a new employee. Before you can know if now is the right time to invest in additional employees you have to calculate the cost per hire.
Even with a standard formula, companies still have a lot of flexibility when deciding what needs to be included and what should be left out. Issues that a company must decide on when calculating CPH are:
- How to calculate the salary costs of employees related to recruitment activities
- Who should be included as a new hire?
- What time period should be used for the calculation
Prior to 2012, the ways firms calculated CPH varied significantly. Some calculations were much more accurate than others. The Society for Human Resource Management (SHRM) and the American National Standards Institute (ANSI) collaborated to develop a standard CPH formula.