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Friday, 17 December 2021 12:44

Building a Virtual Onboarding Program

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Hiring new employees is always exciting… but of course, the hiring process is really just the beginning. Once your new hire is officially on the team, you’ll need to have a structured program in place to train your new employee, brief them on important company policies, educate them about perks and benefit options, and more. This process is commonly known as onboarding, and it’s one of the central responsibilities of HR.

As with everything else, onboarding as we know it has been disrupted by the COVID-19 pandemic. These days, a lot of hires start work in a purely remote setting, which means that the onboarding process must happen virtually. This brings a few challenges, but with the right strategy, these challenges can be overcome.

What is Onboarding and Why Does it Matter?

First, a few basics. When we talk about onboarding, we’re talking about the process by which a new employee is integrated into the organization and acclimated to their new role as quickly and as smoothly as possible.

This process means welcoming the new employee, training the new employee, and providing the new employee with all the tools and resources they’ll need to succeed.

A good onboarding process is crucial, for many different reasons:

  • Onboarding helps new employees to become more productive at a faster rate.
  • A good onboarding process also facilitates relationships, helping the new hire become a part of the team.
  • Good onboarding processes help your employees to feel more confident in their work.
  • Good onboarding is associated with higher rates of employee engagement and employee retention.
  • Having a good onboarding program in place can also help your organization to attract top talent.

These are just a few of the reasons why it’s worth it to invest in a good, thoughtful onboarding program, even if it happens to be a virtual one.

How to Develop a Virtual Onboarding Program

So what’s involved with developing a sound virtual onboarding program?

1) Assess your current onboarding process.

Start by reviewing your current approach to onboarding. What are its strengths? What are its limitations? Why were the current processes put into place? And how does your onboarding process fit in with your organization’s mission, values, and goals? As you think about these questions, make sure you court feedback from some of your employees who have been through the onboarding process.

2) Choose the right tools.

For virtual onboarding, you’ll need to find the right online tools and resources. These include communication and collaboration tools, training platforms, and HR software suites. The FullHR team is here to help you navigate the choices, and to find a platform that fits with your onboarding needs.

3) Provide access to vital documents.

Always make sure that new employees can easily access your employee handbook, mission statement, and documents that detail benefits and other HR policies. An internal wiki or shared Drive can work just fine.

4) Provide opportunities for connection.

Virtual hangouts and happy hours can be ideal for fostering relationships with virtual employees. Make sure these are scheduled during normal work hours; don’t make new employees stick around at their computers at the end of a long day.

5) Monitor and measure.

Finally, make sure that you’re constantly taking stock of your onboarding program, using employee surveys and other forms of feedback to measure its effectiveness. Use this information to refine and refocus your onboarding program over time, as needed.

Get HR Solutions from FullHR

Questions about how to build an effective virtual onboarding program? We’re happy to help. Contact the team at FullHR at any time.

Thursday, 09 December 2021 09:37

Open Enrollment for a Hybrid Workforce

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Every open enrollment season brings its own unique challenges. This year, many HR teams will be managing benefits enrollment for a hybrid workforce, trying to accommodate the needs and expectations of in-office workers and remote-only employees alike.

The rise of the hybrid workforce was clearly the fruit of the global pandemic, yet for many businesses, it’s likely to become the new status quo. As such, it’s invaluable for HR professionals to develop a sound strategy for successfully rolling out open enrollment options.

Tips for Open Enrollment in a Hybrid Work Environment

A few guidelines include:

1) Provide plenty of time and education.

Because remote workers are not physically in the building to ask questions, to swing by HR’s office, or to attend in-person meetings, it may be wise to provide a little extra time for employees to study their options and to think about what’s best.

Additionally, try to provide more opportunities than usual for employees to seek answers or clarification. We would advise HR to ramp up their typical number of town halls and Q&A sessions, and to ensure that at least some of those sessions are held remotely.

2) Provide additional options.

As the needs of your workforce become more diverse and more complex, it makes sense to increase access to different carriers and plans, whenever possible.

Of course, this dovetails with our point about providing more time and education: The more options you lay out for your employees, the more opportunity they’ll need to research, study, and think.

3) Build on last year’s offerings.

Think back to how you handled open enrollment at the peak of COVID’s fall/winter surge. Many of the innovations or improvisations that served you well last year could be carry-overs into years to come.

For example, we’ve heard from many HR teams that held virtual benefits fairs, or that developed support apps to help employees navigate the open enrollment process. These are potentially lasting solutions that can help you accommodate the needs of your hybrid workforce.

4) Promote, promote, promote.

There are countless ways to keep the open enrollment process top-of-mind for your employees, and also to generate plenty of ongoing excitement and engagement. Topic-specific email blasts, podcasts, videos, and webinars can all be great ways to ensure that employees feel supported throughout their journey.

And make sure you don’t just limit your promotional activities to the open enrollment season. We highly recommend that HR teams continue promoting benefits engagement throughout the year.

Questions About Open Enrollment?

Do you have additional questions about navigating open enrollment in a hybrid work setting? We’re here to chat with you any time. Reach out to FullHR to ask about potential services and solutions.

Thursday, 28 October 2021 13:06

How HR Can Offer Mental Health Benefits

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Over the past 19 months, arguably the biggest trend in HR has been the increased emphasis on mental health within the workplace. Beset with pandemic anxieties and work-from-home isolation, to say nothing of the triggering effect of our discordant political culture, employees have grown more and more aware of their own mental health needs, and more and more desirous that their employers follow suit.

The question is, what can HR do to address this need? There’s actually more than one way for HR to promote mental health within the workplace. We suggest an integrated approach that combines each of these methods.

Offering Mental Health Benefits in the Workplace

1) Promote mental health resources to the entire employee base.

There’s a decent chance that you already have some mental health resources in place but have never had much interest in them until now. For example, a lot of employee insurance programs offer employee assistance programs (EAP), which can provide mental health assessments, counseling, and more.

Also make sure you consider options like Teladoc and remote counseling services, which can be an affordable solution for addressing employee mental health needs. FullHR is happy to provide a number of effective solutions.

The bottom line: See what kinds of mental health benefits you can include with your existing insurance setup, and make sure employees are well aware of the options available to them.

2) Host training sessions.

We’d also recommend hosting training sessions for managers and employees alike. The purpose of these training sessions is twofold. One, it will help reduce the stigma surrounding mental health issues in your workplace. And two, it can be an excellent opportunity to speak more in-depth about the mental health resources that are available at your company.

There are plenty of ways to offer these trainings: Bring in an outside consultant, sign everyone up for online training sessions, or have members of HR lead their own workshops or discussion groups.

3) Support healthy work-life balance.

Ultimately, the mental health benefits and training sessions won’t matter much if your business isn’t also supporting healthy work-life balance. There are a number of ways in which HR can play a part:

  • Provide flexible scheduling for employees who need it.
  • Provide a few extra PTO days.
  • Observe more office holidays.
  • Lead by example, ensuring you work normal hours and don’t send emails after-hours.

Make Mental Health Benefits a Company-Wide Priority

Employees want to know about the mental health benefits that are available to them. There are plenty of ways in which HR can meet this demand. With any questions, don’t hesitate to contact our team at FullHR.

Monday, 13 September 2021 10:56

Creative Approaches to Employee Benefits

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Following the intense disruptions of the COVID-19 pandemic, many industries have experienced labor shortages. Naturally, many business owners have responded to this by doubling down on their recruitment and hiring efforts. That’s certainly important, but don’t forget the other side of the coin: Making every reasonable effort to retain current employees.

One of the most important aspects of employee retention is ensuring that team members feel fully supported in the workplace and appreciated for their good efforts. This is what ultimately instills loyalty to the company. One way to achieve this goal of happy, supported employees is to ensure you’re offering good benefits and perks.

Unique Benefits to Drive Employee Satisfaction

As you consider benefits that can help with employee retention, don’t hesitate to think outside of the box. There are a number of creative options for your HR team to evaluate. A few examples:

Abbreviated Work Hours

This is an especially useful benefit in offices where employees tend to work overtime or need to sometimes take longer hours to finish big seasonal projects. Consider opening an hour later, closing an hour earlier, or even picking one day a week or one day a month where employees can work a half day or simply take the day off altogether.

Mental Health Benefits

As the pandemic continues, mental health remains a significant workplace concern. One way you can support employees is by ensuring that their benefits cover mental health counseling. Also think about giving employees access to a confidential hotline where they can call to talk to someone (at no cost to the employee).

Assistance with Transportation

In cities that have robust public transportation systems, employers can offer financial assistance, even providing employees with free bus or train passes. This can be an especially welcome benefit to employees who cannot afford a vehicle of their own.

Professional Development Opportunities

Another way to help employees feel fully supported is to make an investment in their long-term development. Pay for employees to master either the technical skills or the softs skills they need to excel. Online training courses, workshops, seminars, and continuing education classes should all be on the table.

Massage Days

A good massage can go a long way toward alleviating stress and can even help ease symptoms of physical pain. Consider bringing in an in-office massage therapist once or twice a year, particularly during a big project or a busy season.

Cleaning Services

Some employees may struggle to balance their workplace responsibilities with the basic demands of homeownership. Consider helping employees pay for home cleaning services, even if it’s just a one-time thing.

Great Benefits Support Employee Retention

The bottom line: Your benefits package can be an invaluable tool for boosting employee retention… and there’s never been a better time to give your offerings a creative overhaul.

With questions about designing an effective benefits package, we welcome you to contact us. Reach out to the FullHR team at any time.

Friday, 13 August 2021 08:59

HR Compliance for Small Businesses

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HR professionals have many responsibilities: Recruiting, hiring, onboarding, and terminating employees; managing payroll; administering company benefits; and even managing health and safety procedures. And yet, the most important of HR’s roles may be ensuring compliance with all pertinent laws and regulations.

Businesses have to follow a number of laws related to employment and labor. This can seem daunting, especially in smaller companies with more modest HR teams. (Or, in companies so small that the business owner has to handle HR functions all on their own.)

A good first step is simply ensuring knowledge of what HR compliance is, and what it requires of your small business.

Defining HR Compliance

HR compliance can be defined as the process of creating, implementing, and enforcing internal policies in accordance with employment and labor laws. The goal of HR compliance is primarily to avoid legal issues, but also to help minimize employee disputes.

HR compliance is sufficiently important, and sufficiently complex, that it’s generally best to entrust it to an experienced professional. This may be someone in-house, or it may be an outsourced consultant.

Key HR Compliance Tasks for Small Businesses

There are a handful of HR compliance tasks that are especially important for small business to follow:

  1. Display mandatory posters. Federal regulations require businesses to obtain and display posters that list certain labor laws and make employees aware of their rights. Some states may have some additional posters that must be displayed. The regulations regarding these posters change pretty often, so one of the important tasks of HR is to regularly check that their posters are current.
  2. Accurately classify workers. It’s crucial for businesses to classify employees properly. Some might be hourly, and others salaried. There are also important distinctions between exempt and non-exempt, and contractors versus employees.
  3. Keep an up-to-date employee handbook. While not every state requires an employee handbook, it’s often a good idea, providing a simple way to keep employees up to date about internal policies as well as their legal rights.
  4. Provide the right paperwork. When new hires are brought on board, it’s vital for HR to provide them with the necessary documents.
  5. Abiding by “final paycheck” laws. A final way to ensure HR compliance is to verify that, when an employee resigns or is terminated, they are paid on their last day of work.

Maintaining HR Compliance

As for how to maintain HR compliance, the best advice we can give is to hire a seasoned professional who is able to stay up to speed regarding HR laws, and who has some experience crafting internal policies and procedures to maintain regulatory compliance.

The most effective way to do this may be to outsource. That’s something we’re happy to talk with you about. To find out more about our HR experience, and the different ways in which we can help your small business, contact FullHR today.

Friday, 23 July 2021 08:12

Clock In Your Future With Facial Recognition

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Small business owners who want the highest level of workforce management need an advanced employee time clock. If you’re still using older tech, you’re missing out on new features that help small businesses manage more efficiently, meet new challenges, and get back to work faster.

New Challenges

As small businesses bring employees back to the worksite, employers are addressing new challenges that require intelligent solutions. Let’s look at a few of the challenges employers are facing…

With more employees on site, punch lines are beginning to slow. Employers are looking for new ways to speed punch lines and better manage employee authentication.

Traditional methods of authentication such as fobs or cards are easy to lose, and employees regularly forget passcodes or PINs. Punch problems can slow the process of starting work which reduces productivity.

Biometric fingerprint scanners have filled an important niche in convenient and secure punching. However, in some industries, worn fingerprints fail to register and disrupt the clock-in line. Employers in many industries are looking for solutions that can speed up punchlines, increase security and get employees to their work stations without reliance on fingerprint technology.

Most employers with hourly workers pay more for labor due to hours theft. Unfortunately, many basic time clocks offer only a partial solution to prevent buddy punching and timecard fraud.

To complicate the issue, employers with conventional clocks don’t often have insight into labor allocation because they can’t tie employee time to jobs or clients. Furthermore, most traditional clock solutions can’t capture data at clock-in such as job location or wellness information.

Ease of use is another issue that sets advanced time clocks apart. Traditional punch solutions can be confusing for employees or are difficult to manage.

New concern for workforce health has increased adoption of employee wellness strategies.

Small businesses are working to ensure employees that wellness is a priority, and that the office is a safe place to work.

An effective strategy to ensure employee wellness is thermal scanning at punch in. Our new Vision+ clock features intelligent thermal scanning to ensure employees are healthy and ready for work.

Finally, synchronization with timekeeping software is essential for advanced workforce management. Without a real-time connection to your software solution, you simply aren’t able to take advantage of time and money-saving features that are inherent in modern timekeeping.

Bottom line?

Business owners using traditional punch solutions, or none at all, lose productivity every day.

We have a solution

Enter facial recognition and thermal scanning; the future of secure biometric time tracking. Facial recognition provides a fast, secure method of authentication that doesn’t need to be kept in a pocket or remembered.

Facial recognition solves new challenges as employees come back to work. It also helps employers prevent more types of time theft than with fingerprint, prox card or PIN clocks.

Our new Vision+ clock features intelligent thermal scanning to ensure employees are healthy and ready for work.

Small businesses like yours can solve these problems and more with our all-new Vision and Vision+ facial recognition time clock hardware.

How Does Facial Recognition Work?

With faster processing, higher security and full integration with our time and attendance software, Vision offers an intelligent solution for modern timekeeping.


A faster processor means shorter shift changes. With Vision, facial recognition is nearly instant, and authentication takes less than a second. This ensures employees can start their shift without taking extra time at the clock.


Vision features advanced security so that employee biometric data is encrypted and unshareable.

It also has built-in biometric consent so that employers can comply with new laws requiring employee consent to use biometric data. Compliance with biometric consent laws is already required in California, Texas and a growing number of additional states.

Facial recognition provides additional security to help you avoid buddy punching and other forms of time theft.


Vision requires only a face to authenticate so there is no need to carry a fob or card, and no need to remember PINs or passwords.

It also works in environments that are tough on fingerprints. Industries like hospitality, construction and manufacturing are notoriously hard on fingerprints, yet these environments are most in need of fast and accurate biometric authentication. With Vision, no fingerprints are needed, and say goodbye to cards, fobs and PINs.

In addition, Vision works in low-light environments, and is portable when using battery backup for remote offsite clocking.

Of course, Vision will accept PIN authentication where facial recognition is difficult.


Vision allows you to create custom clock prompts to engage employees at punch in. Clock prompts can deliver notifications to an entire shift. Many employers are using the prompts to screen employees for symptoms of illness. This reminds employees to be mindful of their health and its impact on the workplace.


The Vision time clock helps prevent punch errors by only presenting logical clocking options based on the current state of each employee. Employees who have yet to clock in will only see clock in options. Employees who have clocked in will only see options for meals, breaks or clocking out.

With intelligent clock options, employees are less likely to make punch errors that lead to payroll mistakes.


With biometric consent, intelligent clock features, and full integration to our time and attendance software, Vision provides the ultimate in compliance. Employers can use clock prompts to ensure the proper classification is assigned to each employee on punch, and time and attendance records are updated in real time.


Vision Plus features thermal scanning to help ensure that employees are healthy by scanning their temperature as they clock in. This feature is particularly helpful in a post-COVID environment where employers are looking for additional assurances that workers are well, and to help foster confidence among employees that wellness is a priority.

How does hardware integration affect my business?

Timekeeping has a profound effect on labor costs, operational efficiency and payroll accuracy. With hardware integration to our Vision clock, timekeeping becomes an intelligent process that automates workflows, increases security, promotes wellness and saves you time and money.

Let’s look at some numbers:

$7.4 billion is lost per day to unrecorded work activities.

As a whole, small businesses are losing a lot of money to unrecorded work activities. This includes rounding up in favor of employees, early punch in, and time theft. Our time and attendance solution and Vision clock hardware provides real-time accuracy, schedule enforcement and biometric assurance that time is allocated to the right person. Our intelligent timekeeping records everything and even offers notifications to alert you when employees record information outside of your parameters.

Time theft can add as much as 7% to your gross annual payroll.

Buddy punching, early punch in, and unrecorded breaks are costing you more than you know. Our Vision clock makes buddy punching impossible. Lockout features in our timekeeping software prevent employees from punching in earlier than you specify to reduce unplanned overtime, and our intelligent clock features reduce missed punches and other punch errors.

Automated time tracking can reduce the time it takes to calculate timecards from 7 minutes per card per pay period to 1 minute per card per pay period.

Manual timecard management is error-prone and a real time-killer. The American Payroll Association estimates that it takes a minimum of 15 minutes to discover, track down and fix a timecard error. That ads up fast considering errors are common in most hand-calculated processes. Our Vision clock automatically records all your punch data and stores it in our timekeeping software. All the calculations are done automatically, and delivered straight to payroll without any opportunity for human error. You’ll save time and effort every pay period.

Daily timesheet updates improve timekeeping accuracy.

With a manual process, employees who log their time at least once a day are 66% accurate, whereas those who log their time weekly are only 47% accurate, and people who complete their timesheet less than once a week are only 35% accurate!

Our new Vision clock helps you track time on a daily basis, including meals and breaks. This increases accuracy over traditional timekeeping and saves a significant amount of money in the long run.

The average cost of labor every time an employee fills out a timecard is $9.37. For a company with 100 employees, that’s $937 in employee time every pay period.

Our intelligent timekeeping software and new Vision clock bring a new level of speed and accuracy to time collection. Vision authenticates an employee’s identity in less than a second and automatically presents punch options that are relevant to the employee’s current state. That means employees can clock faster, and never have to manually record time, remember dates, or backfill a timecard.

Surveys indicate that up to 60% of employees are apprehensive about returning to the workplace.

Vision+ with thermal scanning can help employers track wellness and ensure that the workplace is healthy. Employees feel better about accepting risk when they know their employer is concerned about wellness and has taken measures to help ensure a safe work environment. Vision+ can also help employers track and respond to employee wellness, helping them remain compliant with new laws including OSHA and the Families First Coronavirus Response Act.


Small businesses can effectively manage their modern workforces with our new Vision and Vision+ biometric time clocks. The Vision facial recognition clock paired with our timekeeping solution solve critical time and attendance pain points while providing the highest level of workforce management.

Vision+ provides additional data that helps you establish wellness protocols and assure employees that their workplace is safe.

Give us a call to schedule a demo and discover what Vision facial recognition can do for your business.

Every year, employees have a brief window in which they can sign up, cancel, or alter the terms of their existing health insurance policy. This is known as the open enrollment period, and at many companies it also provides employees with the opportunity to sign up for life insurance and other benefits.

One of the central responsibilities of HR is to communicate with employees about the open enrollment period. This means more than just making a perfunctory announcement. It also means properly educating employees about the benefits available and about how they can take advantage of them. And it means opening a dialogue to address any questions or concerns.

As your HR team contemplates different ways to communicate with employees, there are two main options to consider: Active vs. passive. Both options come with their own pros and cons, and deciding between the two is a crucial step in keeping your employees properly engaged in the benefits process.

Active Enrollment Communication

With active enrollment communication, employees do not have the option of automatically continuing their benefits from the previous year; instead, they must actually review the options and make a decision about the plan they wish to have for the coming year (even if it does end up being identical to their plan from last year).

As you can imagine, this is an effective way to get employees more engaged in benefits selection, and to essentially force them to become educated about the different options. In years when there are a lot of major changes to the available benefits packages, active enrollment communication can be highly advantageous.

The biggest downside? There is a major onus on HR to properly communicate exactly what employees need to do to choose their benefits. And for employees, there may be steep consequences for not acting. For example, employees who do not enroll in a plan may have their coverage dropped altogether.

The primary pros of active enrollment communication:

  • It requires employees to consider their options.
  • It provides HR with a great opportunity to educate employees about their benefits.
  • It coaxes employees to discontinue benefits they no longer need.
  • It creates a chance to collect/update important employee data, such as life insurance beneficiaries and emergency contacts.
  • It prevents certain benefits, like Flexible Spending Arrangement (FSA) or Health Savings Accounts (HSA) employee paycheck contributions, from being overlooked.
  • It mitigates liability to the business owner by having a valid enrollment or waiver for benefits by every employee.

Meanwhile, the biggest cons include:

  • Some employees may be overwhelmed by the sheer volume of information being thrown at them.
  • The employee may be on vacation and must make special arrangements to complete the Open Enrollment in the time/dates allotted.
  • Active enrollment communication requires a lot of effort and may be tough without input from third parties.

Passive Enrollment Communication

With passive enrollment, employees are automatically re-enrolled in benefits based on selections they made in the past; this is the easier of the two options, and as such, it’s quite a bit more common than active enrollment communication.

The benefits are mostly pretty obvious: There is a much lighter administrative burden. Employees will not lose their benefits simply by failing to act or by forgetting to re-enroll. It’s more convenient for everyone involved.

However, there can also be some drawbacks. For example, as this is the only time during the year when coverage for many benefit options may be changed, it is incumbent on the employee to reach out and request assistance to assure changes occur during the window of opportunity, employees may not make fully informed decisions about the different benefits available. They may not take full advantage of the options available to them, which in turn can decrease their own satisfaction, engagement, and not utilize this essential protection for themselves and their family.

Also, because employees tend to be less informed about their benefits, many companies see more health problems among their workforce, more sick days, etc. This employee decision may result in higher employer Worker’s Compensation Insurance claims as employees find themselves without group benefits coverage as they wait to enroll in the next enrollment year.

Choosing How to Communicate About Open Enrollment

There is no question that passive enrollment communication is the easier approach, but that doesn’t necessarily make it the best. Active enrollment may result in a more engaged and informed workforce, and in better benefits utilization overall. As you weigh these options, we would love to offer our insight. Contact your licensed FullHR professionals to learn more.

Monday, 14 June 2021 12:44

How Does Outsourcing HR Help You Save Money?

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Outsourcing time-intensive human resources functions can relieve some of the burden on your HR team, providing them with greater flexibility to engage employees, build culture, and add value to the organization.

But outsourced HR services aren’t only a way to save time. They can also generate considerable cost savings for your business. Indeed, rather than thinking about outsourced HR as an expense, it may make more sense to think of it as an investment.

Consider just a few of the ways in which outsourcing HR can generate cost savings for your business.

Saving Money on Payroll

One of the most common examples of cost-saving HR outsourcing is the use of specialized payroll processors. Outsourcing your payroll can help you avoid errors like employee misclassification. Such errors are fairly common and easy to make, and can generate significant financial penalties for your company. By outsourcing to a specialist, you can steer clear of these errors and comparable payroll-related pitfalls.

Reducing Employee Turnover

Another way in which outsourcing your HR services can help you save money? Reduction of employee turnover.

Consider that, while there are many reasons for employees to leave a company, many of the most common reasons pertain to HR functions. For instance, employees may become dissatisfied with a poorly designed benefits package, with a perceived lack of managerial support, or with a general lack of appreciation for their role within the company.

By outsourcing key HR services, you can both ensure a smarter benefits package and create more opportunities for your in-house HR team to engage the employee base, or to intentionally foster positive company cultures.

And when you reduce employee turnover, you also reduce the expenses that come with new employee salaries, onboarding, and disruptions to your production schedule.

Improving Employee Engagement

The flipside to this is that partnering with an HR company like FullHR can help improve employee engagement. Simply put, your employees will be more invested in the company if they feel like they are well-supported via generous benefits packages. And, by outsourcing administrative tasks, you can free your current HR team to devote more one-on-one attention to employees who need it.

Statistics show that employee engagement is directly linked to productivity, creativity, and profitability. Thus, by ensuring a more engaged workforce, you can also have a sizable impact on the bottom line.

Other Ways to Save with Outsourced HR Solutions

These are just a few examples of how outsourcing HR functions can lead to cost savings. Take note of a recent report from the National Association of Professional Employer Organizations (NAPEO), which finds that the annual ROI of partnering with a PEO can include:

  • Savings of up to 37 percent from health benefits.
  • Average savings of 5 percent from other external HR expenditures
  • Average savings of 4 percent for worker’s comp costs

If you’re ready to learn more about the practical and financial advantages of outsourced HR services, we’d love to tell you more about FullHR’s integrative solutions. Reach out whenever you’re ready to chat.

Tuesday, 27 April 2021 09:13

Reasons to Outsource Your HR Management

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Being a small business owner can be immensely rewarding, bringing new levels of autonomy and independence. Indeed, it can be satisfying personally as well as professionally to set your own agenda and implement your own vision.

The problem, of course, is that doing so requires you to be all things to all people, juggling countless departments or business operations all on your own. It is simply impossible for business owners to do it all, which is why outsourcing essential departments often makes the most sense.

HR management is one of the top areas for business owners to consider as they think about if, what, and when to outsource. Consider just a few of the benefits your small business might achieve simply by choosing to outsource your HR operations.

Outsourcing Allows You to Refine Your Focus

If you don’t have your own dedicated HR department, then someone else on your staff will need to handle things like payroll and benefits administration.

But of course, you didn’t hire your sales reps or your creative personnel to handle HR. You hired them for a completely different focus. Likewise, you have plenty of ways in which you could be leading your team, providing value to customers, or strategizing for your business… but if you’re deep in the weeds of HR, you may have precious little time left over.

Outsourcing is a great way to hand over all of these HR duties to a team of support professionals, freeing you and your staff to focus on your core competencies.

You Can Expand Your HR Offerings

If you keep HR in-house, you’ll have some limitations on the perks and services you can offer to your employees. But if you choose to outsource, you may find a lot of new options available to you. After all, HR professionals who work with multiple clients often have access to superior pricing, advanced technologies, and services you would not be able to access on your own.

The bottom line: Outsourcing may allow you to provide new hires and current employees alike with a much sweeter benefits package, or simply a more seamless HR experience.

Your Employees Will Be Happier

In turn, when your employees see that you care enough to invest in an improved HR experience, it can boost their morale and their positivity about the workplace.

And, as studies have shown, happier employees are often more productive. They are more collaborative. And they are more loyal to their employers. In essence, an investment in HR management services is an investment in your team, and it can pay off huge dividends.

Outsourcing Helps You Save Money

Finally, note that outsourcing your HR management services can be a cost-effective solution.

Rather than paying a salary and benefits for an HR generalist, or an entire HR department, you can simply pay for the services you need to serve your employees and keep your company running smoothly. And as your business grows, you can easily tweak your HR spending.

Discover HR Management Solutions from FullHR

There are plenty of benefits to outsourcing your HR operations. And at FullHR, we want to help you realize those benefits. That is why we are proud to offer an integrated process that saves you time and money, all while ensuring your basic HR functions are taken care of. Our integrated process includes:

  • Processing new hires
  • Payroll
  • Worker’s comp
  • Benefits administration
  • Countless other core HR operations

To learn more about FullHR’s integrated approach, and the benefits it can offer your small business, we invite you to contact us today.


Monday, 15 March 2021 08:43

Helping COVID Long-Haulers Return to Work

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According to medical experts, a mild case of COVID-19 may last anywhere from 10 days to two full weeks, after which time symptoms should subside. Of course, this is a generalization. Tragically, severe cases of COVID end not in relief but in death. And then there are the COVID long-haulers… patients whose symptoms prove to be not acute but chronic, lasting for several weeks or even numerous months.

Given how new COVID really is, there’s still a lot we don’t know about it. Researchers have not determined exactly why the symptoms can be so long-lasting for certain patients. What we do know is that many employees will need to return to the workplace before they have fully recovered from the achiness, fatigue, grogginess, and other symptoms that accompany their COVID diagnosis.

HR teams should be prepared to help COVID long-haulers ease back into the workforce. The question is how.

Understanding the Situation

First, it’s important to have a clear grasp of just how common the COVID long-hauler problem is, and the ways it can impact your workforce.

While we don’t yet have any definitive numbers showing us how many patients experience chronic symptoms, some early studies of the Chinese workforce suggest that as many as a quarter of all COVID cases can last for six months or more.

As for the specific symptoms associated with chronic COVID, initial research points to extreme fatigue, digestive problems, an erratic heartache, cognitive difficulties, dizziness, and headaches.

How to Help COVID Long-Haulers

Quite reasonably, many COVID long-haulers have asked their employers to make some special accommodations, allowing them to resume work even as they continue to manage these unpleasant symptoms. So, what accommodations can actually be made?

One of the most obvious examples is to eliminate the commute. Even if a majority of your workforce is returning to the office, consider making work-from-home an indefinite option. For those who are battling dizziness or simply who get tired easily, eliminating long commutes can make a world of difference.

Flexibility for work breaks is also important. Many COVID long-haulers have found it beneficial to work longer days in exchange for more substantial breaks throughout their daily schedule, allowing them some time to recharge their batteries and stave off the energy crash that can come from long, uninterrupted hours of work.

You can also be open to the idea of part-time arrangements with employees who request them. For example, what if an employee who’s tending to chronic ailments asks to reduce their hours by 30 percent, adjusting their pay accordingly? For some employers, this may be a very viable option.

A Willingness to Be Flexible

For smaller, nimbler companies, concessions like these may seem like no-brainers. For more traditional companies, however, the expectation is often to train an employee and then have them work 40-hour work weeks with consistent daily schedules, basically up until the day they retire.

For companies like these, we urge a willingness to be flexible and creative in helping employees return to work, even as they deal with unprecedented health concerns. And if you need custom HR solutions to make these arrangements more viable, we invite you to contact FullHR at any time.

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