Business Simulations: An Excellent Employee Training Tool

If you have ever run your own business you know how much of a hassle it can be to try to keep employees updated on new technology. Training can be very time consuming and expensive for both the company and the employee. This is where business simulations come into play. Using this technology you can find fun, unique, and cost effective ways to train your work force.

Business simulations can be offered in software, games, charts, and other easy to use systems. The most preferred way is with games because this keeps students entertained while they learn. This means they will pay more attention to the lesson and will actually enjoy it.

One very interesting business simulation environment is a lot like role playing. The student will be given a scenario and must figure out how to complete a certain task effectively. Depending on how the student tries to complete the task or how they answer the questions will decide how the environment plays out. This means that if they choose the wrong answer they can have something fail that can effect the simulation. This gives an interactive approach to learning and is more life like because your actions will have consequences.

There are also numerical charts that are used. These help teach employees to keep track of numbers and figure out expenses. It helps give them accounting skills and responsibility.

The best part of business simulations is how easy it is for the teacher to keep track of the students. With software and charts they can follow the students work and keep track of their progress throughout the program. This provides the employers with a hands on approach to what the students are doing.

All of these benefits are helping to switch over companies to use Business Simulation programs. It costs very little for them to try and can help them immensely with the training of their employees. This also helps employees have a good time while still getting the training they need.
Visit http://www.bluelinesimulations.com/ for the best in Business Simulations.

Computer Networking Business Start-up And Hiring Key Employees

Hiring employees in the computer networking business is an exact science. Many computer networking business owners don't have the knowledge required to hire the best and most experienced employees, even though hiring these people is one of the most beneficial factors of business growth. There is a formula to follow that can help you, as a business owner hire the right employees for your computer networking business.

Hiring is a very systematic process, and each computer networking business has to be ready for a very long process. Once you make a list of the most useful candidates for the jobs, the interview process begins. Be prepared to conduct second and even third interviews to ensure you get the right people to help you in your computer networking business.

Classified Ads That Emphasize Opportunity

Job postings for your computer networking business should advertise an opportunity, not simply a job or a position. The words you use to describe the opportunity should reflect the full scope of your company and attract those looking for a career, not just a shorter-term job.

The Job Description

The employees you want will expect a clear description of the job and its responsibilities. In your description, include definitions, expectations, salary, bonuses and all perks.

Honest And Open Reference Conversations

Establish an open and friendly relationship right off the bat with candidate references in order to open up communication. Ask about the applicant's strengths and weaknesses after you've put the reference at ease, and keep in mind that most often a reference is only trying to protect himself when he is guarded with information.

Resumes And Applications

You should demand an applicant fill out completely both an application and a resume. A computer networking business will find out much more about a candidate by expecting both items. Applications provide the answers to important questions regarding felony arrest, citizenship, etc., and make work history easier to determine than a resume alone.

Listening Skills

The ability to listen is a critical skill in the computer networking business, and if a candidate cannot stay focused or truly process what you are saying in an interview, chances are he will not listen as a service-oriented employee.

Following specific guidelines when hiring all employees will guarantee your hires are consistently of the best quality and best fit for your particular computer networking business.


Joshua Feinberg helps computer consultants get more steady, high-paying clients. Learn how you can too. Sign-up now for Joshua's free Computer Consultants Secrets audio training at http://www.ComputerConsultantsSecrets.com

Why Working From Home is Better For Business, Life, Employees And Finally Our Future?

"I will exchange quality for quantity every time" replied 8 out of 10 people when questioned about longer working hours. Working from home was always considered attractive because:-

A)One did not have to wait in traffic queue for hours on end,

B)Of dead time and its impact on productivity and creativity; the time one spent enroute to and from work,

C)Additional time needs to be allowed for getting ready in preparation for work.

D)Adding 4 hours to peoples' journey and other tasks in the morning made people very tired before they even got to work. In fact, the whole process of getting there stifled peoples' ability to perform.

What is the solution? Send work to employee's home so that they can work from home in distinct contrast to making the employee physically go to his/her place of work.

Employers have recognised the benefits of working from home philosophy. Recent advances in technology internet etc have given a new impetus to smarter working practices. Working from home is one such practice.

There is evidence to suggest that people are able to produce more and even work harder. Therefore, productivity is up as well as improvements in the quality of work being produced. Additional benefits include:-

1)A marked reduction in employee absenteeism.

2)An increase in motivation because people were able to use and manage their time as they chose,

3)Staff retention. Flexible working makes people loyal and therefore they are more likely to stay with the employer.

4)The flexibility of arranging your work around your life. This meant that people with young children could come back to work and still have a family life.

The employer benefited the most because he had more potentially employable people to choose from. People with family were one group for example. Having a bigger employment market meant not only bigger choice but better quality of employee as well.

There were competitive advantages for the employer; outsourcing work to homes saved office and office associated costs. This reduction had positive impact on the cost of production/distribution figures for product/services.

Is there any research to substantiated flexi and working from home transition?

Research in the telecommunication sector proves conclusively that people will trade pay rise for flexibility in working hours. Motoring organisations have looked at flexi working hours and its impact on traffic congestion. Clearly, flexi working hours to reduce peak traffic congestions both in the morning and also at night when people are commuting back home.

Finally, climate change threatens our planet and its very existence. Transport has contributed and exacerbated the climate change problems, working from home will reduce the need for a car and thereby help the environment by eliminating pollution to a large extent.

Work from home; improve quality of life. Read Nazir's view on flex-work & related benefits. For more info. visit home business at http://www.homebusinessrelax.com

Business and Performance Skills of the Employees and Managers

The success of a company or business is often determined by the business and performance skills of the employees and managers within the company. The more qualified and knowledgeable the team is the more efficiently the business will run. Many people who are thinking about starting a career in business will want to consider taking some type of business management or performance management course. In today's competitive field of business it's more important than ever to have that edge over the competition. One of those edges is hiring employees that are as skilled as possible in business management.

Business management concerns itself with all aspects of a business environment that need precise management to ensure that all these divisions run smoothly. The more effectively a company or business runs that more success they will generate in all areas of their affairs. It's the management team of a company that is in charge of making decisions that will affect all employees. It's this team that will create the milestones that the company must cross to go from average to superior. There are many different methods and aspects of business management that will enhance the performance of the company. These methods include communication skills, data management, information management, time management, contact management, and project management.

Performance management is all about the performance that employees exhibit in their business actions. When the average performance of employees never improves the company is in serious jeopardy of never experiencing any growth and finding a solid footing with the competition. It's because of this fear of non-growth that many companies are insisting that their management teams are also well trained in performance management. When the management team of a company performs with excellence the success of the entire company is capitalized. Performance management benefits all areas of the company, whether or not each employee is trained in this discipline or not.

James Hunt has spent 15 years as a professional writer and researcher covering stories that cover a whole spectrum of interest. Read more at www.business-management-center.com

Christmas and Business Gifts for Your Clients and Employees!

 by: Keith Thompson

Tis' the season for business and corporate gift-giving! If you believe in the law of reciprocity, and if your business is the least bit successful you must; you know that giving back is not only the right thing to do, but it's very smart business as well. Let's look at some of the benefits and mechanics of Christmas and holiday gift-giving.

* WHY DO IT AT ALL?

Gift giving is an excellent way to not only say thank you for all the business and continued loyalty your clients and customers have shown over the past year, it help to solidify relationships and in some cases, actually tilt the playing field in your favor. A well-conceived business gift will speak volumes on your integrity, thoughtfulness and sincerity and may make the difference between you and a competitor. As for employees, the days of 50 years and a gold watch are long gone, so a token of appreciation during the holidays or other special occasions can turn a mediocre relationship into one of fierce loyalty.

* WHEN TO DO IT?

Obviously Christmas and the season surrounding it are the major themes here. Other times of the year, such as Thanksgiving, Easter, Labor Day etc., may also present golden opportunities as it is not expected then. Other times to consider might include occasions such as a business anniversary, marriage, births, promotions, new offices or branches, and possibly retirement(ESPECIALLY of a competitor!)

* WHAT TO GIVE?

This can be the most difficult part of the process. All of us have been the recipient of the cookie cutter approach, as the countless fruitcakes of Christmases past haunt our freezers. In a large company, it's difficult to avoid this, but by bearing this in mind, you'll be able to come up something unique and stand out above the rest. Also think of the nature of the business relationship. Anything inappropriate would not only be unappreciated, but could have the opposite effect of that you're trying to achieve. If you can, try to make it as personal as posssible, reflecting the interests and likes of the person receiving the gift. Be mindful of religious differences, as you don't want to offend in that area either. While striving to give the nicest gift possible within your budget, take care not to appear as though you are bribing anyone for business or loyalty.

* HOW TO ACCOMPLISH THIS?

Start as soon as possible, and dedicate at least one person to work on this solely, as depending on the size of your list, it can become onerous. Given enough time and resource, however, it can be done quickly and efficiently. Shopping online has made things so much simpler. You can find so many more choices with the click of a mouse than you could with weeks of prospecting on foot. Many of your favorite brick and mortar merchants now have an online presence as well, as they too recognize the immense possibilities of the medium. Take advantage of web vendors, many of whom offer free shipping, corporate and bulk discounts, and many other perks to get your business. It really is a time-saver!

Christmas and Holiday gift-giving isn't the gargantuan task it used to be. The internet and a smart strategy make it profitable and enoyable!

Keith Thompson is webmaster of GiftsForBiz.com, and the recipient of many BAD holiday gifts. See some great choices at his website!

http://www.giftsforbiz.com

keith@giftsforbiz.com

Building A Stellar Business One Employee At A Time

 by: John Beaton

Top businesses that continually lead their industry clearly understand a simple fact:

People are their most vital assets.

Every employee plays a key role in the company. In today's climate, your company cannot afford redundant employees.

All businesses are run and operated by people. Each person makes decisions every day based on what that person believes and values. When a person makes better value decisions, it generates better results for the company. A quantum shift begins, one that most other businesses dream about. Now, there's a way for every company to turn that dream into a reality.

Executives who excel know what their people value. Employees who align their values with their actions make better and more profitable decisions. One way is to ask each person what is important in life. Some will be crystal clear and will be able to tell you, others will have an idea and others still will be uncertain.

Executives who lead know what their people value, the strengths they possess and the roadblocks they experience. Employees want to know what causes their roadblocks and how to eliminate them. Companies can develop their people to make better decisions and commitments that are critical to the success of the business. Helping employees understand themselves better is vital to the success of the employee and the company.

There is a little known science that can help called Axiology. It's the study of values and judgments. The pioneer and leading authority in Axiology, Dr. Robert S. Hartman spent most of his life studying and teaching human values. Using advanced mathematics and calculus, he developed the "Hartman Value Profile" as a tool to help individuals and organizations know their values with certainty. The value profile provides a way to harness a person's strengths and talents, and not allow "weaknesses" and blind spots in thinking get in the way.

The result: companies become more successful and of higher service to others.

Four of Dr. Hartman's friends, Abraham Maslow, Albert Ellis, Erich Fromm and Victor Frankl were leading authorities in the field of human understanding. These colleagues agreed that Dr. Hartman's "scientific" discovery of the three dimensions of value put him in the company of Galileo and Copernicus. In 1973 Dr. Hartman was nominated for a Nobel Prize.

The question is, if the Value Profile is so accurate and effective, why haven't most businesses heard of it? If it can give you so much insight into a person's talent and ability, why aren't more companies using it?

Says John Beaton, President of Team Results, Inc., "Companies don't know about Axiology and the value profile because nobody has told them about it. Axiology is a little known science and the Value Profile an even lesser known tool. It's our mission to bring Axiology and the profile to individuals and companies throughout North America. Axiology is a major step forward in understanding and developing people."

The Hartman Profile provides insights on how a person's values can be best utilized at work. Individuals discover their hidden skills and how to tap into them. It provides critical information on where a person's attention is focused. It pinpoints what they overlook ("blind spots") and how clearly they see and understand what is going on around them. It goes further; it explains how balanced or biased a person's thinking is, and how that thinking influences their choices and decisions.

How does this help the Executive create a stellar organization?

By knowing ... really KNOWING and not guessing what are the strengths of every employee, and in which areas are the roadblocks. The value profile helps people make better decisions. The Executive will know which employees are best suited to work on which projects. There is less downtime on projects and more cost savings on project and lower stress for everyone.

Executives can use the value profile to better identify, screen and promote the top performers in their business. This tool reveals the best capacities of existing employees, enabling you to build and lead a stellar business.

Imagine the effect of releasing the full potential of all your employees by taking advantage of all their strengths, while eliminating most of the roadblocks that stop them? By knowing employee values, the Executive can place people in the best positions where they will thrive and drive the organization to stellar heights. Team Results Inc. and Axelrod & Associates. All rights in all media reserved. Right to publish this article is granted provided the article and the by-line are reprinted intact.

John Beaton has a driving passion to help Executives and business become of higher service to others and his favorite tool is the Hartman Profile. More information is available at http://www.ceocoachingsolutions.comjohn@ceocoachingsolutions.com

Business Opportunity - Leverage Your Employees!

For business to be successful, you have to take every step possible to make sales, control costs, be profitable. Yet there is an asset that so often gets looked over.

The very people you employ.

And if your work it right, they can bring in rewards like you never thought possible.

As a business asset, they don't sit well on the P&L statement. They aren't
valuable like a piece of machinery, or an office block. There is no assignment of currency with which you can measure them. But living and breathing within the walls of your premises are the biggest asset you could think of - your people.

Here's why...

Your people are:-

1. Your Face
   They are like a big advert on a bus or a hoarding. Whatever you want them to be - they are you, in whatever way they feel at the time. One slip and there goes a lifetimes worth of business (have you ever worked that out over 20 years - try it!)

2. Interactors
   They are one side of the two-sided interaction between your business and your customers, clients and suppliers and anyone else you can think of. This interaction is not just a choice, but a reflection of how your are within your business. So their 'interaction' is down to you and you alone.

3. Proactive
   Great at the day job, your people can give more. They can think ahead and develop a knack of being pro-active for you. Using them as one big team you suddenly have 10 pairs, a hundred pairs or even a thousand pairs of eyes and ears, noticing and responding to things, on your behalf.

4. Choosers
   They choose how to interact with your clients, customers and suppliers. And in that choice; in that very moment, they are able to make successful and long-term relationships - or not. They have the choice.

5. Synergistic
   They can contribute to you much more than the bare bones of their 'being there'. If you build the right relationship with your people they will spin and bounce ideas off you like no tomorrow. This is a very rich asset for you to utilise.

6. Weight Lifters
   They can take some of your burden away. If you treat them fairly, honestly and trust them, your people are able to take on new roles - and give you time and energy, which will leverage your skills in your business to there most effective.

7. Prospectors
   Great employees, onside with you, can be brilliant for developing new clients or customers. They will work on your behalf, if your behaviours encourage them to fight for you. Too often employees expend energy fighting against their organisation.

8. Sensors
   When in the flow, as your people will be when they work in the great culture you have in your business, they will 'smell out' business. They will create freqently returning customers and sell each one of them more. In that enabled relationship they are a money-making machine.

9. Recruiters
   They will wear your business or organisation on their sleeve - so if you need great employees to show up for you, working on your existing people is a first, vital step. They will recruit for you!

10. Your Life
    Great employees make a great team. A great team make you enjoy that 40% of your life you spend at work. If you treat them well (see below), you will reap rewards far beyond the financial value of what the cashflow is - or the profit outturn. You will lead a happy and fun life at work, full of laughter and joy - what more could you want? By the way - your business will do very well too!

So what do you need to do. In my experience, not much. Do these things and you will have a brilliant teams about you.

• Say 'Thank You' often
• Be very clear in your expectations
• Be interested in your people fully
• Be honest and trustworthy
• Deliver your promises (or don't make them)
• Be consistent and very fair
• Keep your people informed
• Model the way you want your people to be
• Be a part of the team - join in
• Fight for their cause

Working with people can be such fun and so rewarding. It ain't hard either - but you can do it if you focus, one changed behaviour at a time. Step by step.

2005 Martin Haworth is a Business and Management Coach. He works worldwide, mainly by phone, with small business owners, managers and corporate leaders. He has hundreds of hints, tips and ideas at his website, www.coaching-businesses-to-success.com. (Note to editors. Feel free to use this article, wherever you think it might be of value - with a live link if you can).

Business Gifts for Your Clients and Employees

Business Gifts for Your Clients and Employees!

by Keith Thompson

Tis' the season for business and corporate gift-giving! If you believe in the law of reciprocity, and if your business is the least bit successful you must; you know that giving back is not only the right thing to do, but it's very smart business as well. Let's look at some of the benefits and mechanics of Christmas and holiday gift-giving.

* WHY DO IT AT ALL?
Gift giving is an excellent way to not only say thank you for all the business and continued loyalty your clients and customers have shown over the past year, it help to solidify relationships and in some cases, actually tilt the playing field in your favor. A well-conceived business gift will speak volumes on your integrity, thoughtfulness and sincerity and may make the difference between you and a competitor. As for employees, the days of 50 years and a gold watch are long gone, so a token of appreciation during the holidays or other special occasions can turn a mediocre relationship into one of fierce loyalty.

* WHEN TO DO IT?
Obviously Christmas and the season surrounding it are the major themes here. Other times of the year, such as Thanksgiving, Easter, Labor Day etc., may also present golden opportunities as it is not expected then. Other times to consider might include occasions such as a business anniversary, marriage, births, promotions, new offices or branches, and possibly retirement (ESPECIALLY of a competitor!)

* WHAT TO GIVE?
This can be the most difficult part of the process. All of us have been the recipient of the cookie cutter approach, as the countless fruitcakes of Christmases past haunt our freezers. In a large company, it's difficult to avoid this, but by bearing this in mind, you'll be able to come up something unique and stand out above the rest. Also think of the nature of the business relationship. Anything inappropriate would not only be unappreciated, but could have the opposite effect of that you're trying to achieve. If you can, try to make it as personal as possible, reflecting the interests and likes of the person receiving the gift. Be mindful of religious differences, as you don't want to offend in that area either. While striving to give the nicest gift possible within your budget, take care not to appear as though you are bribing anyone for business or loyalty.

* HOW TO ACCOMPLISH THIS?
Start as soon as possible, and dedicate at least one person to work on this solely, as depending on the size of your list, it can become onerous. Given enough time and resource, however, it can be done quickly and efficiently. Shopping online has made things so much simpler. You can find so many more choices with the click of a mouse than you could with weeks of prospecting on foot. Many of your favorite brick and mortar merchants now have an online presence as well, as they too recognize the immense possibilities of the medium. Take advantage of web vendors, many of whom offer free shipping, corporate and bulk discounts, and many other perks to get your business. It really is a time-saver!

Christmas and Holiday gift-giving isn't the gargantuan task it used to be. The internet and a smart strategy make it profitable and enjoyable!

Keith Thompson is webmaster of GiftsForBiz.com, and the recipient of many BAD business gifts.

Small Business Employee Hiring Mistakes

It probably started with the first person you hired. As a brand new small business owner, you hired your first employee without knowing exactly what role they would play, a well thought-out job description, no skills testing or resume checking, no source of funding for their pay check and no game plan for getting the best they had to give. Guess who you hired? You hired "You" for the position of business owner and every other job you're currently doing. Here's how to avoid the same small business hiring mistakes in the future.

Create an Organizational Structure

Every small business must perform certain basic functions to ensure their success and profitability. Your organizational chart should reflect not the people who occupy the position but the position itself. What must be accomplished is the function you will ultimately hire an employee for.

For example, if your small business uses a direct sales method to accomplish its marketing function then the chart needs a place in it for that position. Yes, someone or some system will perform the function as an employee, but the first issue is to designate the function. If the function doesn't exist don't hire someone to fill the space just because they could be good at it or you'd like to employ them. Start with spaces, not faces when you create your small business organizational structure.

List the Skills You Need to Hire

Once you've created an organizational chart based on the functions required for your small business to succeed and profit, than you can turn your attention to the skills required for the position. You're still not at the stage of hiring an employee. You're only at the point of listing the skills an ideal employee should possess.

A common small business hiring mistake is to hire people who you like or are related to you. The idea of fully understanding the skills and aptitudes required to successfully complete the required tasks of a particular job is not always how a small business owner approaches the development of a job description. Every employee should be hired against a job description.

Don't hire a person with the idea you'll fit them in. Hire the skills you need to accomplish the functions required by your small business. A good employee starts with a person who possess the basic skills you've listed.

Source Funds to Compensate the Position

Every small business function and the jobs required to complete them must be matched to a source of funds. Each employee function you hire should be viewed from a cash flow standpoint. Does the position primarily create revenue or save expenses.

Revenue producing employee positions are often part of your marketing function. Expense saving positions may be found in your operations function. In either case, you'll need to determine the source of funds for compensating the employee. If the position is revenue producing the source of funds for compensation might be the sales volume the employee creates. If the position is expense saving the source of funds might be tied to how the employee impacts your monthly overhead.

In every case, the source of funds used to pay an employee position must be determined before deciding to hire the position. It's also very important to discuss how a position is to be paid and what your expectations are with any employee candidate. Don't expect an unclear source of funds to produce the cash flow you need on payday.

Design a Plan to Motivate the Person Hired

Given an organizational structure, a list of required skills for the employee position and a source of funding based on creating revenue or saving expenses, you now ready to actually hire a qualified individual - a real person. If you're a fit, hire yourself or some other qualified person. Once you've selected a candidate to hire there's one more critical step.

It's too time consuming and expensive to make the small business hiring mistake of not keeping a person you've just hired. And, for most new employee hires, they'd like their new job to work out too. It's critical to design a plan to ensure employee retention. At the core of employee retention is keeping people engaged and motivated. Do you know what you're potential employee is looking to achieve through their employee relationship?

Small business owners often feel the steps required to avoid common employee hiring mistakes are not worth the rewards following them would provide. The first reward for following the steps listed above is a small business that's on track for reaching its objectives. The second reward is exponential results of having an employee who is truly qualified for the position they hold. The third reward is getting your money's worth out of the compensation you're paying. The fourth reward is a long-term employee satisfied with the position they hold.

If these rewards fit your small business hiring goals then use the four steps above to avoid these common employee hiring mistakes. It's possible you didn't subject yourself to these steps when you hired yourself as a small business owner, but it's never too late for you and all the jobs you do to benefit from them.

Learn' Do Solutions - Free Assistance to maximize your small business profits. Small Business Crossword Puzzle at: http://www.profitpuzzle.com. Don Osborne authors The Profit Puzzle to help you plan, finance, start up, run, grow, sell your small home based business ideas.

Landscaping Business; Employee Relations

There are few industries or service type businesses, which are more labor intensive then that of the Landscaping Profession. Whether it is the installation of new landscape designs or the maintenance or mowing of the existing properties; it is done by people power working with the proper tools. Efficiency is king and teamwork is the key to staying on schedule and wasting little time or effort getting the work done.

One Expert Landscape Manager, Mr. Jon Bitzer, explains his secrets of maintaining his team of 20 employees. He breaks his employees into specialty crew teams. One of his teams is a group, which consists of four members, which mows 52 properties per week. Since the schedule is stacked there is little room for error or missed appointments. Especially since Jon is in charge of all the parks, downtown areas and many of the shopping center areas in and around Atlantic City. As a matter of fact much of the turn-around of Atlantic City is in fact due to its new image and nowhere is it more evident than the ambiance created by the landscaping out front.

How does John keep his crews motivated and the teamwork atmosphere strong? Each Friday he meets with his employees for breakfast and buys them pancakes, sausage, bacon and egg deluxe hardy style meal. On the clock of course; the team discusses family, hobbies and gets to know one another. They discuss suggestions of schedule changes and efficiency improvements. He gets total buy in from the team; using their ideas to propel the mission of staying on schedule and making Atlantic City, the city for lovers that it is. Jon and his crews and specialty teams are in-charge of your first impression when you come to the city. His strategy is working; the crews work as a perfectly well oiled machine and have the motivation of a Navy Seal Team. They flat get the job done each and every day and you know what? It shows, think about it.

"Lance Winslow" - Online Think Tank forum board. If you have innovative thoughts and unique perspectives, come think with Lance; www.WorldThinkTank.net/. Lance is a guest writer for Our Spokane Magazine in Spokane, Washington

Business Employee Of The Month - Motivation And Productivity Benefits - Stress Free Productivity

I was tired of mediocrity. Hence I started this program.

GET OUT OF MEDIOCRITY.

Hi. I’m Alexio Munowenyu, and welcome to the art of stress free productivity. This article caters for all your latest employee news and everything else you need to know about getting out of being a mediocre person and getting into being a confident and esteemed lady or gentleman. The aim is to get you where you want to get to, by SPEAKING YOURSELF ALL THE WAY TO SUCCESS. If you ever hope of making it in this world today be sure to protect the words that come out of your mouth. Those of you who read the bible are familiar with the words ‘Death and life are in the power of the tongue.’ Hence speak life, you will get life. Speak death, you will get death!

Employee motivation and productivity is essential for any business to run smoothly. Do you have unmotivated staff? Well, if that's the case, what kind of rewards are they getting at the end of a pay period? What are their incentives? Do they need coaching on dressing, smiling, confidence, responsibility, feeling good about themselves? What kind of training programmes are there for these people you employ? Do you ever spend time with them on the floor? Do you make them feel supported by commending their efforts or you are quick to reprimand them on poor performance, or rather, do you know what feeds the poor performance? Hmm? Have you ever organised an outing for the staff? Do you ever send them Christmas cards or easter cards or even birthday cards or they just maybe just age and age until you feel like yep, time for you to retire, get on out of here!!

These things may seem funny to some but are serious issues of concern to others. These issues mean the difference between success and failure. Success is not always about money. Well thats true because there are so many people in the world today with more than enough to live on in their bank accounts but are wounded spirits inside. Hence, this is all too evident when you hear them speak. Their words paint a picture of either no hope, staleness, grief, worry, and to some degree envy is entangled in their complicated webs that they have woven about themselves. In public they all wear masks ('metaphorically speaking', if you remember that line from 'The Mask'), and say words that they don't mean. When they are by themselves however, thats when they speak words that defines who they really are, because they believe that nobody is listening. So they are 'free' to say words concerning themselves that 'entrap' them, because they happen to believe those words. How odd.

But then that is very easy to spot. Unmotivated employees say a lot of words to themselves in private, forming a certain character about them, which manifests in their conduct at work. Most of the time, their state of being unmotivated has nothing to do with the workplace at all. Not even the boss, despite how the boss may look mean all the time and never smile. These employees are human beings whose characters have been made up of relationships with people throughout their lives. Someone in these relationships has said something to your employee that has stuck with them all these years. And a pay rise doesn't even do it for them at times either! Thats where I come in.

I live in Leeds, UK, and I believe I can help employees about motivation. Yes, I operate in my own capacity and I trust that I can be of a great help to companies that need input in motivating staff. Please write me on alerosa@ntlworld.com or leave an opinion on this blog. I'm looking forward to be hearing from you.

What is a PEO and How Can They Help Your Business?

 

It’s the $51 billion industry you’ve likely never heard of: PEOs. Private Employment Organizations, or PEO’s as they’re known, were deemed the fastest growing business service during the 1990s by the Harvard Business Review. Currently over 700 PEO’s operate in all 50 states and provide service to approximately 100,000 small to mid-sized businesses. So what exactly is a PEO, and how can your business benefit by using one? Following is an introduction to the basics of PEOs.

What is a PEO? A PEO is not a temp or staffing agency and it is not a payroll service. As defined by the National Association of Professional Employer Organizations (NAPEO), a PEO is an “organization that provides an integrated and cost effective approach to the management and administration of the human resources and employer risk of its clients, by contractually assuming substantial employer responsibilities and risk, through the establishment and maintenance of a co-employer relationship with the client’s employees.”

In other words, a PEO legally hires a company’s employees, which makes the PEO the “employer of record” for tax and insurance purposes. The employees are leased back to the original employer under a co-employment contract. The PEO is then responsible for administration of payroll, workers compensation, employee benefits, and workers compensation. Numerous duties such as 401 (k) administration, risk management, employee counseling, and training and development can fall under these categories depending on the terms of your contract.

Why use a PEO?

Being an employer can be a headache: there are over 60 different employment-related governmental regulations with which a business must comply. The U.S. Small Business Administration reports that owners of small or mid-sized businesses now spend up to a quarter of their time on employment-related paperwork. By outsourcing to a PEO, employers can focus on operating and building their business. Employees gain improved, comprehensive benefits. Some other benefits to consider:

• Improved human resource practices can increase your profitability. PEOs handle basics like employee handbooks or more delicate HR tasks such as sexual harassment training.

• Comprehensive employee benefits makes your business a more attractive place to work

• State of the art HRIS systems better serve you and your employees with on-line access to payroll and employee information

• Coverage under a PEOs master workers comp policy means insurance is more affordable. PEOs yearly shop for the best insurance rates, and since they have an interest in keeping claims low, they conduct risk management training.

• Progressive PEOs offer benefits such as college tuition reimbursement programs and travel services

Who can benefit from a PEO’s services? Businesses from numerous industries—medicine, automotive, construction, retail, manufacturing, hi-tech— outsource to PEOs. According to the NAPEO, their member PEOs average client is a small business with 17 employees. PEO clients are small enough that they do not have the need or ability to staff a human resource department. Even large companies with a dedicated HR department can benefit: they get access to supplemental HR expertise, competitive health insurance, and state of the art HR information systems. PEOs work in cooperation with larger companies’ HR departments.

When is your business ready to outsource to a PEO? Industry experts advise careful preparation when deciding if your business should contract with a PEO. Do your homework. Here are some questions to consider (courtesy of StaffMarket.com):

Are you spending too much for workers’ compensation insurance?

Are your employees asking for benefits you can’t offer?

Are you paying too much for health insurance?

Is your company compliant with state and federal regulations?

Is your turnover rate adversely affecting your company’s performance?

Is your HR department as effective or as efficient as you believe it could be?

If the answers to these questions lead you to believe that a PEO is in your future, appoint a team to the task of conducting thorough market research, attend conferences, and read case studies about HR outsourcing. Utilize their findings in your PEO search.

How do you choose a PEO? First, make sure the PEOs you consider are accredited by the Employer Services Assurance Corporation (ESAC), a nonprofit organization which protects the interests of businesses contracted with PEOs. Accreditation means a PEO meets ESAC’s ethical, financial, and operational standards.

In addition, Make sure your PEO meets state licensing and registration requirements. The following states have licensing laws: Arkansas, Florida, Illinois, Montana, New Hampshire, New Mexico, Oregon, South Carolina, Tennessee, Texas, Utah, and Vermont. The following states have registration laws: Kentucky, Louisiana, Maine, Minnesota, Nevada, New Jersey, New York, North Carolina, Ohio, Oklahoma, Rhode Island, and Virginia.

Here are some more guidelines provided by the NAPEO:

1. Assess your workplace to determine your human resource and risk management needs.

2. Make sure the PEO is capable of meeting your goals. Meet the people who will be serving you.

3. Ask for client and professional references.

4. Check the firm's financial background, and ask for banking and credit references. Ask the PEO to demonstrate that payroll taxes and insurance premiums have been paid.

5. Check to see if the company is a member of NAPEO, the national trade association of the PEO industry.

6. Investigate the company’s administrative and risk management service competence. What experience and depth does their internal staff have? Do any of the senior staff have professional training or designations? Check to see if the PEO’s risk management services have been certified by the Certification Institute at www.certificationinstitute.org.

7. Understand how the employee benefits are funded. Is the PEO fully insured or partially self-funded? Who is the third-party administrator (TPA) or carrier? Is their TPA or carrier authorized to do business in your state?

8. Understand how the employee benefits are tailored. Determine if they fit the needs of your employees.

9. Review the service agreement carefully. Are the respective parties’ responsibilities and liabilities clearly laid out? What guarantees are provided? What provisions permit you or the PEO to cancel the terms of the contract?

Eric Morgan has been assisting companies with internet marketing for over 7 years. He currently works for MWI web design in Salt Lake City, Utah. For more information on this topic please visit Workforce Solutions - a Human Resources PEO Firm

Small Businesses Benefit From Outsourcing Human Resources to an Employee Leasing or Peo Company

 

Employee Leasing is not a totally new concept. It has been tried and proven by some of today's leaders and most profitable companies. It can help to stabilize your costs and insulate you from unexpected increases, which can send your profit margins tumbling.

Employee leasing can provide "top of the line" benefits packages with a number of employee health insurance options, complete payroll services, personalized reporting and administrative services.

Most employee leasing companies maintain a "minimal" administrative, sales and marketing staff in order to keep overall costs down, and in turn, "employee leasing costs" to their clients.

Employee leasing is a cost-effective convenience for any small business owner. The reductions in cost are made possible through volume discounts by pooling your company's employees together for worker's compensation, health, dental, vision and life insurance benefits, state taxes, S.U.T.A. taxes, federal taxes, etc. Paperwork hassle and time consuming follow up are reduced, and sometimes eliminated, because the employee leasing company does the work for them. All payroll related taxes, filings and reports are also handled by the employee leasing company, leaving the business owner free to take care of the things he or she went into business for... Making A Profit! And remember, leasing your employees takes care of most of the human resource paperwork, thereby allowing the owner to reduce, or possibly eliminate human resource staffing, adding up to more savings!

If employee leasing and PEO cost saving alternatives for human resources sounds like something that could benefit your company, but if you are still skeptical, visit PML Worldwide (National Employee Leasing Company) and see how employee leasing and PEO services can help your business grow.

Jasen A. Burcham http://www.planmarc.com PML Worldwide An Employee Leasing and PEO Company

A Closer Look At Employee Leasing And PEO Services

 

Is It Really an Innovative Management Tool?

LET’S LOOK AT THE REAL PROFIT PICTURE!

In today’s competitive market, only the smart leader sees profit margins climbing. He/she realizes that one of the largest ex-penditures (which must be constantly addressed) is balanced and cost-effective staffing. The successful leader realizes that leasing provides a competitive edge. Employee Leasing is not a totally new concept. It has been tried and proven by some of today’s leaders and most profitable companies. It can help to stabilize your costs and insulate you from unexpected increases, which can send your profit margins tumbling. Our company can manage those risks for you. PML will be your “silent” partner.

SO, HOW DOES IT WORK?

We work together! You become a client and PML becomes your Professional Employer Organization (PEO). Together, we co-employ all of your staff. We assume responsibility for payroll, worker’s comp, unemployment insurance, medical bene-fits, payroll taxes, and other employer/employee-related issues. You maintain control of staffing (hiring and firing), day-to-day on-site supervision, and the usual operations of business. However, you now have PML’s input and expertise at your disposal.

EMPLOYEE LEASING—A PROVEN MANAGEMENT TOOL

(Quotes from: 1. Wall Street Journal, 2. USA Today, and 3. Fortune Magazine)

1. “THE employer avoids payroll, insurance and tax hassles. The staffers are happier, too, because they get better benefits.”

2. “The PEO concept appeals to the small to medium-sized firms who want to be free from bookkeeping chores and labor problems.”

3. “Employees are even more enthusiastic than employers about the arrangement.”

This is the bottom line; as your PEO, PML will handle all those complex issues that rob you of valuable decision-making time. This lets you do what you do best… manage your business and make a profit. We will become the employer of record through a contractual legal arrangement called employee leasing. PML takes the responsibility for payroll administration, taxes and with-holding, worker’s compensation, unemployment insurance, medical benefits and related government mandated regulatory compliance and reporting.

SO WHAT DOES PML DO FOR YOU?

• PML prepares your Payroll Checks.
• PML handles Wage Garnishments.
• PML prepares Management Information Reports.
• PML computes and PAYS State & Federal Payroll Taxes.
• PML pays all FUTA, FICA, and SUTA Taxes.
• PML will help you avoid late TAXES, FEES and PENALTIES.

PML does all this for our clients, but, the best part is, simply, it’s all within what you’re already spending on your own!

AND WHAT IS IN IT FOR EMPLOYEES?

• Prompt accurate payroll and delivery.
• Group Benefit(s) coverage.
• Prompt accurate wage reports for employee purchases.
• Optional choice of BC/BS plans
• Prescription Card option (if enrolled for health coverage).
• Stand alone Dental and/or Vision plan.
• 401K plan.

For more information about employee leasing or PML Worldwide please visit PML Worldwide or call 800*567*0235. PML is one of the longest operating Peo companies in the United States.

This article was written by Jasen Burcham who is the National Sales Director for PML Worldwide and is considered to be one of the industries most aggressive marketing professionals.