PCS Staffing

The employee manual can be a valuable means of communication for employers and the workforce. This guidebook helps in providing information and guidance related to an organization’s history, culture, mission, vision, regulations, standards, and benefits.

It comes in a written format and seen as protection for an employer versus any form of inequity or discriminating treatment claims. Moreover, employees can easily access this guide to the company’s practices and regulations. All personnel are required to acknowledge in writing the receipt of this manual.

Even if a business entity decides to outsource its employee handbook development, management still needs to understand the steps in preparing this reference.

Start with an Outline

The outline should include all relevant topics or details which are:

1. Purpose of handbook
2. Information about the company
3. Mission and Vision statement
4. Equal employment opportunity statement
5. Contractual disclaimer

Other topics are left to employer’s discretion in connection with the employee handbook development such as legal directives for federal and state legislation specifically the following:

1. Family and Medical Leave Act (FMLA)
2. Consolidated Omnibus Budget Reconciliation Act (COBRA)
3. Equal Employment Opportunity Commission (EEOC)
4. American with Disabilities Act (ADA)
5. Fair Labor Standards Act (FLSA)
6. Anti-Discrimination Laws

Employers, who fail to communicate these in the employee handbook, can cause confusion and noncompliance with the laws.

Pinpoint Required Policies

There is no law requiring a written employee manual. Nevertheless, there are laws that compel employers to maintain certain written rules or procedures. One is printed policies on harassment in the workplace, discrimination against individuals, workplace health and safety regulations, and leave of absence. In fact, some state and local legislation require maintaining the employee handbook for essential information.

Formulate Guidelines Reflecting Company Values

Some employers set higher standards other than what the law mandates. This can be indicated through the language used and the policies mentioned. For instance, companies that want a safe workplace for the workforce use a wide-ranging definition of health and safety in the workplace compared to what has been defined by federal, state, or local laws.

Include an Acknowledgement Form

All employers must be required to sign (together with the date of receipt) affirming that they take responsibility for reading, understanding, and adhering to all items stated in the handbook. Management needs to explain that this manual is not an employment contract.

Furthermore, management reserves the right to interpret policies and make the necessary changes at any given time. It is recommended that a number of employees are asked about their feedback of the handbook prior to approval, publication, and dissemination.

Winding Up

Employers should come up with plans for training authorized employees like supervisors regarding the correct interpretation and application of policies, distributing the manual to employees, and updating as required.

PCS Prostaff – Certified Solutions Provider

If you want assistance in employee handbook development, don’t hesitate to contact PCS Prostaff.

We have been in the business of providing for different business organizations in California and adjacent states during the last 20 years. As a service provider, it ensures ease of payroll processing as well as systematic management of company payroll.

You can always visit our company website at https://pcsprostaff.com/ to see our competencies and know the services that we offer. Or call us at these numbers 866-671-4344 during business hours to set an appointment with our HR specialists.

Among the different human resources services, workforce management (WFM) is crucial in boosting the productivity and skills of a company’s employees. This is accomplished by making sure that human resources are efficiently distributed. For today’s business organizations, WFM solutions prioritize these primary areas.

• Scheduling of Staff’s Responsibilities
• Tracking of Employee Time and Attendance
• Payroll Management

Staff Scheduling

Successful workforce management begins with the proper scheduling of personnel and shift administration. The main focus is to assign the right number of individuals with the appropriate qualifications. To put it differently, HR needs to assign competent employees where and when they are needed.

With an organized scheduling, HR departments achieve the following goals:

• Correct deployment of individual and rotating shifts.
• Creation of overviews of the days of the week and number of hours that an employee is supposed to work.
• Checking of daily attendance.
• Planning of annual leaves or vacations.
• Duty rosters for all employees.

Certainly, scheduling should be automated because this helps the HR people to promptly respond via quick, direct, and straightforward communication channels. In other words, the task is performed on an interactive timetable or calendar. The HR teams can effortlessly manage the workforce on this calendar while personnel view their schedules through the web or mobile applications.

Time and Attendance Tracking

Next to scheduling is tracking the time and attendance of each employee. Attendance means the HR department obtaining information whether a worker is present or absent and the reason for his or her absence. Time refers to the number of hours worked per week and overtime rendered for correct payroll processing. Accurate timesheets are among the essential conditions in WFM. Time and attendance are always based on the so-called documented clocking events using any of the following:

• Website apps
• Mobile devices (phones)
• Time clock terminals
• Bluetooth beacons

Payroll Management

Payroll management, as one of the important human resources services, includes the complete process of computing hours worked, paying employees, deducting withholding taxes, and maintaining the company’s business documentation. However, managing payroll can be difficult and full of liabilities. This is why HR must understand how to properly manage payroll so the company is legally compliant.

Here are the vital reasons for businesses to manage payroll accordingly:

• Legal Requirements – There are rules and regulations at the federal and state levels. Late filing leads to heavy penalties and legal liability which can be a big headache for the business owner.
• Employee Retention – Top performers will likely leave the organization if they are not paid on time. Therefore, HR must see to it that the entire workforce is promptly paid what is due them.
• Performance and Efficiency – Retaining employees is not enough. They should also do their jobs very well. Any problem in salaries can cause them to lose interest and leave the company.
• Finances – Inefficient payroll management can adversely affect the company’s finances. This may result in bank fines and legal problems in the future.

PCS Prostaff

For companies that need various human resources services, you can always call PCS Connect at these phone numbers 866-671-4344 during regular business hours. You may also check out our website at www.pcsprostaff.com for more information about our company and services. We can send representatives to meet with you to discuss your requirements.

Strategic staffing refers to the HR strategy that is meant to ensure that a company has the workforce it needs to accomplish business objectives and targets. Once a business owner has outlined a detailed course of action, he or she can decide how many employees are required along with their skillsets.

The HR team can match this information versus current employee profiles and identify potential disparities. Therefore, when the enterprise needs to expand, there are sufficient staff to meet its requirements. In this regard, here are staffing strategies that businesses can consider.

Define Position Requirements

HR managers and personnel must identify what exactly the organization needs and find out their financial capabilities. Determine positions that should immediately filled up and those that can wait for the meantime. Identify the category of employment – full-time, short-term, contractual, or temporary.

Small businesses must have a mission statement underscoring its unique position and inputs to its customer base. It is more of ‘what makes the brand, product, or service stand out against the competition. Creating new roles and hiring top talents must be aligned with this mission statement. Focus on positions based on the company’s short-term and long-term goals

Plan Ahead for Staffing Needs

In hiring, take into account the company’s future personnel requirements. At present, only two or three employees may be needed. However, the organization will surely need additional staff when it starts to grow and succeed. This may affect early hires since they will likely be considered for leadership roles. Make plans on a bigger scale but be practical for cost-efficiency.

Contact Qualified Candidates

Reaching out to the most qualified candidates entails diversifying the job posting approach. Publish job descriptions on online job boards with global extent. Use keywords and terminologies that applicants are prone to use when they utilize search engines or job boards’ features in looking for work. Include essential information whatever the role or arrangement is (full-time or part-time). Lastly, use the most common job titles and include synonyms in the job descriptions.

Fast-Track Decision Making

One of the most effective staffing strategies is to be prompt in making decisions. Hiring managers need to review job applications every day. They must promptly contact candidates for scheduling of interviews. Initial quick interviews are quite effective before conducting a final detailed interview.

Compelling Offers

It pays to make a compelling offer to the most qualified candidate. In determining compensation, it is advisable to choose salary tools to know the prevailing market rates. Big companies can certainly afford to offer higher pay. However, it does not mean that smaller enterprises cannot win over top talent. Hiring managers must give persuasive reasons why it is beneficial for them to work for a small business.

PCS Prostaff

For companies that need staffing strategies, you can always call PCS Connect at these phone numbers 866-671-4344 during regular business hours. You may also check out our website at www.pcsprostaff.com for more information about our company and services. We can send representatives to meet with you to discuss your requirements.

PCS Connect is your one-stop global business solution for companies looking for customer service issues or seeking effective ROI solutions. Through the years, we have evolved into the leading BPO company in customer service, back-office support, lead generation, and sales.

Many companies have turned to a workforce agency in filling up open positions in their respective organizations. Employers handling recruitment and hiring processes internally may not fully understand the advantages of using employment agencies. Here are some on these benefits.

Find Qualified Candidates Faster

Workforce agencies shorten the process in hiring competent employees. They have a huge talent pool in their database. Besides, it is easy for them to leverage a vast network of connections. These expert recruiters have access to apps that help them locate skilled and experienced individuals. Both applicants and employers have more options if a dependable middleman performs these functions compared to relying on HR staff.

Focus on Recruitment Management

People look for work to earn a living and develop their careers. On the other hand, companies hire employees to ensure that operations run smoothly. Recruitment should not consume a considerable portion of employers’ resources, time, and efforts. By retaining a reputable agency, the complexities of staffing are left to someone who can focus on hiring capable personnel.

Simple Process with Direct Guidance

The recruitment agency concentrates on hiring the right people because this is its primary responsibility and obligation to clients. It establishes a high level of know-how in this field and efficiently manages all complexities of recruiting, interviewing, and onboarding of successful employees.

Alignment Between Employers and Candidates

The alignment between a candidate and prospective employer is crucial. Values and culture are very important. These do not have to match between the two parties. However, if these are conflicting, the consequences can be detrimental and costly. In fact, the United States Department of Labor said a negative hiring decision can affect 30 percent of the organization’s annual earnings.

The workforce agency can preclude this misalignment. Employment agencies’ staff interview and evaluate candidates before shortlisting them. The process involves two steps.

• Interview to determine candidate’s capability for the position based on previous experience.
• Skills and psychometric testing for those who pass the initial step. The psychometric test is meant to measure intellectual proficiency along with personality traits associated with the role.

Competitive Advantage

The market is candidate-driven. Using an agency gives the company an edge because of its expertise and connections. The recruiter’s contacts provide this advantage in getting top talent. It can provide companies the necessary market insights and salary guides to get the best people available before their competitors.

The recruitment agency pinpoints a candidate’s value and consider what they can offer as a means of growth for the company. A recruiter has the experience and time to take that into account. Their networks with senior people in the industry help in discovering unseen talent that the competition may not have considered, or even know.

PCS Prostaff – Certified Solutions Provider

If you need a trustworthy workforce agency, don’t hesitate to contact PCS Prostaff.

Throughout the last 20 years, PCS Prostaff has provided services to all types of business organizations in California and adjacent states.

Visit our company website at www://pcsprostaff.com/ or call us toll-free at (866) 413 4103 to learn more about the services we offer and how we can assist you with your company’s recruitment initiatives.

A human resources auditor conducts this evaluation of the HR department’s performance. The tasks normally include systems, policies, processes, and documentation. In evaluating these, the auditor reviews the different aspects of HR staff’s work such as:

• Hiring Procedures
• Onboarding of New Hires
• Compensation and Benefits
• Performance Review
• Termination of Employment
• Exit Interview

Purpose of Audits

The HR audit helps businesses stay away from regulatory and legal liabilities that may come up because of certain HR regulations and practices. Other than determining legal risks, this process provides companies with information related to the competitiveness of its human resources strategies. It is achieved basically by looking into the best practices of other organizations in its industry.

Fundamentally, audits involve the identification of problems and solutions to such issues especially when these become out of control. It presents an opportunity to measure what a company does right and how such things may be done in another way. Of course, options should be more economical and efficient.

Due to regulations and competitive business environment, the scope of work of a human resources auditor consists of formulating and managing several guidelines, which involve compliance repercussions. These implications may significantly impact the profitability of a business organization.

Types of HR Audits

The HR audit can be designed to be focused or comprehensive, considering time, budget, and personnel constraints. There are different kinds of audits aimed at achieving various objectives.

• Legal Compliance is the most common and connects HR practices with the company’s policies and norms. Moreover, it distinguishes current gaps between existing situations and prerequisites. Likewise, it highlights discrepancies that do not align with rules and regulations.
• Company Culture backs employee retention. The reason is employees who feel understood are more motivated to become productive. This type of audit allows management to look at the bigger picture and facilitates inspection of traits. Some of these are values, philosophy, and standards.
• Health and Safety guarantees that employees are in good health by taking the necessary precautions. Moreover, the audit considers working environments and resources. It reduces the likelihood of work-related health and safety hazards.
• HR Procedures audits enables concerned managers and staff to verify SOPs and standards. Henceforth, the audit ensures that vital policies are put in place. At the same time, it concentrates on the total policy-making formula. Besides, HR departments realize the sections of a company’s rules and regulations.
• Strategic Plan audits are conducted by a human resources auditor when the enterprise opts for strategic planning to make crucial business decisions. Some of these include mergers, joint ventures, restructuring, acquisitions, and substantial company changes. Having complete knowledge about the existing state of the company is necessary when implementing new changes. A strategic HR audit helps in gathering, recognizing, and analyzing the company’s key information.

PCS Prostaff – Certified Solutions Provider

If you need a provider of HR audit, don’t hesitate to contact PCS Prostaff.

Throughout the last 20 years, PCS Prostaff has provided services to all types of business organizations in California and adjacent states.

Visit our company website at www://pcsprostaff.com/ or call us toll-free at (866) 413 4103 to learn more about the services we offer and how we can assist you with your company’s recruitment initiatives.