Paycheck Protection Program: Frequently Asked Questions

In the wake of Coronavirus, the American government created a loan program known as the Paycheck Protection Program. They did this in conjunction with the Coronavirus Aid, Relief, and Economic Security (CARES) Act.

The $350-billion project was created to provide small businesses with eight weeks of advance cash-flow assistance via federally-guaranteed loans. In late April, the program expanded with an additional $310 billion in the form of the Paycheck Protection Program and Health Care Enhancement Act. This changed the program in several important ways, allowing businesses more time to use their funds and streamlining loan forgiveness.

Wondering if Paycheck Protection is a good choice for your Orange City business? Not sure you even qualify? Join us, today, as we take a look at some of the most common FAQs we’ve heard regarding paycheck protection, and find the answers you’re looking for.

Can I Only Apply Through One Lender?

Not at all! Businesses applying for PPP can approach as many lenders as they like. The thing to keep in mind is there’s no risk of accidental approval for two loan applications. Lenders processing PPP loans will receive an SBA approval number for any business that qualifies. The SBA only issues one of these numbers (known as PLPs) for each tax identification number, which means two PPP loans can’t actually be approved for one applicant.

What happens to your application with one lender if another lender approves it first? Simple: they will reject any outstanding PPP applications once the PLP number is approved. If you don’t want to be rejected, you’ll want to withdraw your application from these lenders once you’ve confirmed it is approved.

Is This The Same As The SBA Disaster Loan?

The SBA’s Economic Damage Disaster Loan (EIDL) is a separate initiative that shares a lot of DNA with Paycheck Protection but is 100% unique. The SBA’s Disaster Loan (as many people call it) can demand collateral for any loan amount greater than $ 25,000. Paycheck Protection doesn’t require personal or commercial guarantees in order to be approved.

The SBA’s Disaster Loan usually requires that you not have any other lines of credit open anywhere else. Paycheck Protection does not. Paycheck protection loans are also forgivable, provided you followed the terms, whereas disaster loans require a mandatory repayment.

Could I Apply for Both a PPP and an SBA Disaster loan?

Absolutely! But they can’t be for the same purpose. 

Does Reducing The Size Of My Workforce Impact My PPP Request?

Only if you have no plans to re-hire any of them or reestablish your standard pay for regular work hours. Prove that you’ve maintained your employee wages and that your pay hasn’t dropped below 25% of your monthly average, by December 31st, and you should have no problems with your application.

Paycheck Protection Program compliance is a central issue in the new payroll regulations currently on their way to American businesses. We’ll be taking a look at some more of these in the coming months, so make sure to check in with us for updates. For payroll and timekeeping services from a professional to help you stay on top of this changing business landscape, get in touch with us, today.

3 Tips for a No-Stress Payroll Process

Whether you’re doing your own payroll work for the first time or you’ve been handling it for years, it remains a complicated process with a lot of moving parts. Sure, on the surface, handing out checks to your employees on a specific date each month might sound easy, but there’s a lot more to it than that.

Payroll processing involves a fair amount of knowledge specific to the wage laws and your local, state, and federal taxes. That has to be combined with knowledge of your company’s internal processes and whatever the most recent changes to each employee’s tax information are.

Feeling a little intimidated yet? Don’t be! Join us, today, as we bring you three expert tips for stress-free payroll management, perfect for your Deland office.

Extensive Documentation

Payroll is a paperwork-heavy process, and it’s best to get on top of that early on. Staying organized with extensive documentation, both on your side and the employee’s side will help to keep your operation on the rails. Make sure your employees have the correct paperwork when they start working, including:

* their federal W-4
* any and all state withholding forms, dependant on where you operate
* any and all local withholding forms, depending on your state’s requirements
* their form I-9

Keep in mind, your employees can request changes to their W-4s and other documentation at any time during the year. This has a direct impact on how much you’ll end up withholding from their paychecks.

Retaining Your Documents

Once you and your employees all have everything you need documented, it’s important to keep those records somewhere accessible for the appropriate amount of time. Whether it’s physical or digital documentation, the US Equal Employment Opportunity Commission requires you to keep your personnel records for a full year, and all payroll records for three years. 

It’s recommended to keep Forms I-9s in a safe place, away from the rest of the employee’s records so that it can be pulled for inspection on request.

Maintain A Tax Date Calendar

One of the biggest challenges for many business owners is working their tax responsibilities into their yearly business operations. But it’s inescapable – you’ll need to file your taxes come year-end, no matter what. Income, social security, and medicare taxes – it’s all got to be there.

The best thing you can do for your payroll process is to maintain a consistent calendar of upcoming local and federal tax filing dates. You’re going to have income, Social Security, and Medicare taxes to report and deposit, throughout the year. With a large payroll, you’ll need to deposit payroll taxes based on a biweekly schedule. If you have a smaller payroll, the 15th of each month is your deposit date. 

Add to that the federal unemployment tax due dates, with state and local taxes thrown in on top of that, and the whole issue becomes very complex. There’s a lot to factor in, so the important thing becomes scheduling and sticking to your schedule so nothing falls behind. In order to keep everything in order, a calendar with the most critical dates to your business is strongly recommended.

A Truly Stress-Free Payroll Process

Keeping your employees happy with on-time, errorless payroll services is an important part of employee retention. Moreover, it’s just good business. But payrolls are complicated, and if you wade in thinking you’ll just “wing it”, the process can catch up with you pretty quickly. That’s why you need a plan of action and a clear idea of the state and federal requirements when it comes to payroll and withholding taxes.

Looking for expert payroll administration to help you take care of your Deland employees? Vision HR offers expert solutions to help businesses manage their payroll process at an affordable price. Visit us, today, to find out more about our services and how we can help you.

7 Payroll Best Practices

One of the biggest mistakes many companies make, year after year, is in underestimating their payroll process. This is something that calls for strategic thinking, solid teamwork, and consistent execution if you’re going to do it right. And you want to do this right. 

Remember: you’re dealing with a messy combination of numbers, budgets, timesheets, and governmental departments. Payday takes a lot of work to get right, and it’s your job as payroll manager to make make it happen.

Looking for payroll best practices to use in your Deland office? Check out our official list of recommended practices, and let’s sharpen up your payroll process a little.

Maintaining A Policy Manual

Take some time out, right in the beginning, to set up a payroll manual which you can update as you go along. This will make a handy reference tool and give you something to call up for pay periods, W-2s, and PTO policies. 

Distribute the manual to all relevant employees and ask them to reference it when they have a question. Send out notifications whenever important updates are made. 

Map Out The Year Ahead

Worried about tax deadlines creeping up on you? Quarterly tasks keeping you up at night? From Deland, Florida to Juno Alaska, the one thing you can count on is that these dates will remain the same, across the board. Maintain a complete calendar of important dates and deadlines for the year to stay up to date with your upcoming deadlines.  

Provide Forms In A Timely Manner

This may sound like obvious advice, but make sure you execute your W-2s, 1099, 1095-C and other submissions. Late filing penalties are no fun for anyone, especially smaller businesses, so keep track of your deadlines for submission, both to the IRS and your employees.

Classify Employees Properly

File the right tax forms more easily by making sure you have your employees properly classified ahead of time. Full-time employees. Independent contractors. Exempt. Nonexempt. Whatever your staff makeup, make sure you properly classify your employees and you’ll be off to the right start.

Be warned: IRS fines aren’t the only consequence of incorrect classification. This can also lead to miscalculating state wages and reported ACA hours, which could lead to further financial penalties. Save yourself time and money by simply classifying employees correctly in the beginning.

Track Everything

Keep records of all employees, and consider a staff management system to keep everything together. Once you start hiring, firing, and retiring across your workforce, these numbers can get complicated quickly.

Reconsider Your Payroll System

Test our your payroll system for any potential errors. Chances are, you’ll identify several things you didn’t know didn’t work. Once you’ve seen where you can improve, consider an automated system to help save yourself a little time and a lot of potential errors.

Develop A Strict Payroll Approval Process

It’s important to know your budget, understand your pay periods, and keep track of your schedules. There’s got to be a payroll process that you integrate and stick with, developing an approval process for hours worked and revising anything a manager may have overlooked. All of this adds up and can speed up your payroll budget significantly if you figure out the best process and stick to that, permanently.

Payroll Best Practices

So now you’ve gotten the hang of your payroll process with our expert payroll best practices. Congratulations. Want to make it even easier, with a highly-rated payroll service in your Deland business? Get in touch with us, today, to find out how Vision HR can help you succeed.

Payroll Auditing for Deland Businesses

At their most basic, payroll best practices include completing a payroll process and understanding where your shortcomings are so you can fix them, moving forward. Both processes sound easy, but you’d be surprised how often people trip up on them. 

Payroll is one thing. If you don’t have a proper process in place to guarantee those checks are going out on time, every week, you’ll find yourself in hot water quick! And then there’s auditing.g The process of checking and re-checking your system for issues, inaccuracies, and inefficiency can seem impossible, especially if you aren’t some Deland payroll specialist with all your financial ducks in a row. 

Not to worry about that audit, though: we’ve got just payroll auditing guide for you.

Payroll Auditing: The Why

A salary manager who’s on top of the payroll process will typically check the incoming and outgoing salary numbers about once a quarter to make sure everything is as it should be. A well-orchestrated audit can help in the following ways:

* maintaining accuracy
* ensuring compliance
* identifying issues before they develop
* strengthening financial processes

 

What Does An Effective Payroll Audit Include?

Internal payroll audits need to hit specific notes to be effective, and one of those is consistency. Make this part of your standard business practice, checking off items from our checklist to help you get started.

And remember: every organization has unique needs. Not all payroll audits will look the same. Give some real consideration to your specific needs and how best to serve them.

Verifying Payment Rates

Start simple: employee-by-employee, confirm that the pay rate you have on file for them is the same one on your payroll records. Mistakes can happen, and now is a good time to catch them. Make sure your records are accurate and you are paying what is owed.

Compare Pay With Time and Attendance

For your next trick, check on the overtime, sick days, and holiday time of each employee. If your employees are classified correctly, you’ll have an accurate picture of how much overtime they are eligible for. Check for overtime hours which exceeded the payroll budget and make sure to report it to financial. Pay close attention to detail, during this process.

During this phase, make sure to check that everyone who received a salary actually worked during those pay periods, as well. This is not very common, but there have been examples of larger companies neglecting to tell payroll about a termination in time and former employees hanging around to receive another check.

Verify Independent Contractors and Sellers

In companies where a contingent workforce is part of your operation, you’ll also want to confirm the status of those contracts over the specific pay period for which they were compensated. This is also a great time to evaluate independent contractor relationships, with an eye to making sure they are still properly classified.

Compare Bank Reconciliation With Internal Ledgers

Make sure to compare your bank account with any internal ledgers. You’re looking to validate your reconciliation and make sure all balances are aligned and all checks reflect the amount they issued. 

Check Your Tax Statements For That Financial Year

Is your business handing over the correct amount of tax based on your work and employment payouts? Remember, this includes: 

* Social Security taxes

* Federal and state unemployment taxes

* Medicine taxes

Reconcile your payroll tax expenses with your payment reports for a clearer picture of your overall financial management. And remember: effective payroll auditing keeps you in control of your spending. It may seem tedious but, if you run your payroll effectively, you probably won’t have much to worry about.

What’s that? You’d rather bring in a professional to help keep your payroll process in line? Well, as luck would have it, Vision HR offers expert payroll administration services, both in Deland and in other cities from Jacksonville to Titusville.

Three New HR Challenges Caused By Coronavirus

COVID-19 has become an unmistakable presence in the landscape of modern business in 2020. It’s a true example of something completely unexpected changing the way we work, live, and interact with each other. A year ago, the biggest potential problem was unexpected dips in the market or a scandal driving away investors. Now, businesses around the world are shutting their doors, losing clients, and sending staffers home to work offsite.

It’s safe to say we’re in new territory. Join us, today, as we bring you three new HR challenges we have Coronavirus to thank for, and how you can steer your Ormond Beach business back in the right direction.

Office Culture Looks Different Across Distances

As the modern workforce evolves, one thing has become clear: a well-defined organizational culture is central to success. It’s a driving force behind the identity of your organization, giving your employees something to rally behind.

But culture tends to take on new shapes in times of crisis. Decisions happen on the fly. New plans are put into place and, often, secondary things like your office culture fall by the wayside. Moreover, financial survival takes precedence over almost everything else. There aren’t many technological solutions out there for preserving employee engagement and standardized communication.

Finding new and innovative ways to keep office culture relevant and engaging will test most business’ operations. That said, we can expect to see captivating work done here.

Acquiring and Retaining Talent

We’re seeing, more and more, the severity of COVID-19’s economic impact on the country and, more specifically, on the world of business. It seems like, week after week, we see more companies and industries laying off staffers, shortening hours, and putting their hiring on hold.

This is something that affects everyone involved. Businesses may need to work with contractors at a higher rate than usual. The talent has to question how much a company’s reputation really matters when nobody else is hiring. And both sides are going to be on the edge of their seat, waiting to see if everything pans out.

It’s a nerve-racking time for employers and employees alike. Even in the eye of this storm of uncertainty, though, you’re going to want to keep your talent pool full and maintain contact with potential hires.

Keeping Your Workforce Engaged Remotely

In more boring times, human resources has the relatively straightforward job of keeping onsite employees engaged and productive. People come in, HR monitors them, and the process can save your business thousands in wasted man-hours over a year. Committed, motivated teams produce better results more consistently.

So how do you maintain this sort of connection from a distance? Start by reducing copays for telehealth visits and, if you don’t already have it, including mental health consultations in your health plan. Find out about options like daily pay or subsidized loans, to help offset any financial difficulties for them and, ultimately, to simplify the entire process for yourself.

One just has to pay attention to the news, right now, to see stories of companies “doing the right thing” during COVID-19 and focusing on their employees. There’s a logic to this, even beyond any moral HR challenges. This kind of loyalty to your workers pays off with returned dedication, especially during high-stress times such as these.

Three New HR Challenges Caused By Coronavirus

A business is a complicated thing to run, even on a good day. Throw in the HR challenges caused by novel Coronavirus, and it’s important to come in with a plan. Visit Vision HR, today, to find out more about our human resource management services, and make us part of the plan for your Ormond Beach business.

Timekeeping During COVID-19

Accurate timekeeping is an important part of managing workforces of any size. But what do you do when you’re forced to take your operations offsite? How do you make sure everyone’s up to speed with what’s expected of them?

Join us, today, for our roundup of tips for timekeeping during COVID-19, and how you can get more out of this office service, even when you’re away from your Port Orange office.

Make Yourself Clear

When it comes to labor law compliance, the whole thing hinges on the employer policy. But mistakes can and will develop from not making your timing policies clear, right off the bat. State, outright, what is and is not allowed in terms of timekeeping. 

At minimum, you’ll want to prohibit working outside of business hours. This may sound straightforward but also applies to things like checking emails outside of business hours. Employees should know that they’ll need specific approval before being allowed to work overtime. Without that approval, they will not receive payment for overtime hours.

Require Accurate Record Confirmations

We all want to think the best of our employees. That said, there’s always the risk that they may try to cut a few corners. They may work less, and later try to argue that they worked more than they recorded. Make sure to ask employees to review their time records before submitting them and sign off on their accuracy. Something that involves them interacting with the timesheet in order to affirm it is preferable.

Obviously, none of this will stop employees from contesting their time records, later on, but it will force them to contradict themselves and will give you more leverage to fight the issue if needed. 

Round-Up or Down Cautiously

Rounding your employee payments up or down is fair enough and can save a lot of time and money, but should be approached carefully. As a general rule of thumb, it’s fine to round employee time up from between eight and fourteen minutes, and down by as much as seven minutes. 

It should be noted that rounding carries a pretty significant risk and really shouldn’t be done without proper consideration or even counsel. If rounding is constantly benefiting the company or disproportionately benefitting the employee, it’s time for a reevaluation.

One of the most important resources your business will ever have is time. That’s why any service that accurately measures and reports the amount of time your staff members spend on their daily projects is worth your time. Because, without accurate data, it becomes incredibly difficult to invest in the work being done.

Timekeeping During COVID-19

Looking for professional labor management and timekeeping services? Still not sure you’ve got what it takes to manage your own timekeeping during COVID-19? Visit Vision HR, today, and start removing human error from your Port Orange staff management with our 100% web-based time and labor management software.

Maintaining Offsite Productivity During Covid-19

So you’ve made the big decision to send your staff members home to work remotely during Covid-19. For Daytona Beach businesses working through Coronavirus, this is a solid compromise between self-isolation and not completely shutting your doors until the virus passes.

But remote working can take time to get right. Join us today for three professional HR tips and a closer look at maintaining your offsite productivity during Covid-19 when you move your office offsite.

Offsite Productivity Tools

To improve your offsite productivity, you have to give your staffers the resources they’ll need to stay on top of their workload. Working offsite is going to impact your productivity, but there are tools and platforms to help make the transition smoother. 

Look for project management and tracking functionality. Chat apps with video conferencing for multiple members is important too, and far more common than it’s ever been before. This tech allows managers and employees alike to stay up to date with each other from literally anywhere in the world. 

Daily Goals

Office managers have less and less daily contact with their employees at the moment. Touching in for a morning video chat or can help to flatten out the chaos, and you can use these conferencing apps to follow up on daily output. 

Just because everybody’s at home, right now, doesn’t mean that output follows different rules. Try to be explicit about what’s expected of your employees, follow up in meetings, and hold workers accountable.

Dedicated Workspaces

Moving your job into your home can be more disorienting than you’d expect. Office workers now operating from home should be encouraged to set up their own home offices, away from the communal space. This helps to delineate the working experience and create a place free of distractions so that work can be done more consistently.

Dedicated workspaces help employees recreate the staffer’s office desk in the privacy of their own home. This “office away from the office” allows them to focus on work and disengage from their home life in a way that keeps them productive. 

Maintain Worker Productivity During Covid-19

Human resources is in a strange place, right now. With offices in Daytona Beach and around the world sending their staffers home to work until the Covid-19 outbreak passes, it’s important to take charge of your workforce, even remotely. 

Looking for more expert insights into the HR process?  Still at a loss for how to increase productivity during Covid-19? Get in touch with Vision HR, or check out some of our other expert blogs, today, to find out more.

Covid-19: Three Ways to Prevent a Human Resource Crisis

It’s no secret, COVID-19 has turned the business world on its head over the last few months. With businesses shortening hours, furloughing workers, and sending staff home to work offsite, managing your office is bound to be a little unpredictable. And where there’s unpredictability, there’s always the chance for things to go wrong.

How do you reassure staff members that their jobs are safe and they shouldn’t start looking around? Is there a way to take care of employees you have to let go? And what do you do when their working conditions don’t mesh with your needs? Join us, today, as we break down three ways to prevent a human resource crisis during quarantine in your Daytona Beach office.

Inform Everyone

If you’re wondering about the status of your business right now, imagine how your employees feel. As businesses weigh up whether or not to keep their doors shut, reopen, or shut down entirely, the landscape of local businesses is changing from week to week. 

Things might be set for big changes. They could be more stable than you’d expect. Either way, make sure to reach out to your employees on a semi-regular basis to inform them of what’s happening. Even when there’s no chance of things changing whatsoever, a little communication goes a long way.

Be as honest as you can, even in the face of impending layoffs. Being a “straight shooter” during this time will engender respect from your employees. If everyone is already expecting it, you can use this as an opportunity to make a good impression. 

Advocate for the best possible policies.

Across the board, human resource professionals are taking employee’s best interests to heart. Advocating for continuous health insurance plans like COBRA for laid off employees and other policies that benefit your employees isn’t just compassionate: it’s smart. You may need to lay someone off now who you may need to hire again in six months. The kind of impression you’ll make by treating them kindly when things are at their worst can’t be underestimated.

Be Understanding

If your staff members are working from home, they’re working with their home environment. If you hear children during a conference call with a client or have to wait longer than you’re used to for a response to your messages, the key tip is to relax. And have your managers relax. And to make sure your employees are well aware of how relaxed you all are.

Keep in mind: we actually don’t have this whole situation figured out yet. Sure, businesses have had to adapt, send people home, let others go and work in new and interesting ways. But this is unprecedented, and issues like these are bound to come up. To expect perfectly quiet, predictable situations, like any other year, would be underestimating the impact of this disease. Try to exercise as much compassion as you can.

Worried About A Human Resource Crisis? Worry Not!

The concept of a human resource crisis is bound to keep most business owners up late into the night. Luckily, though, with proper communications and a little bit of consideration, you can put an end to these problems before they become anything serious. 

Looking for professional human resource services for your Daytona Beach business? Visit Vision HR, today, and find out more about our HR team and online HR support services, and their benefits for your business.

Covid-19 Tax Tips and SBA Payroll Options

Covid-19 has put the entire nation on the edge of its seat, as we wait for developments, scale back business, and try to weather the storm. Lake Mary businesses are feeling the pinch right now, as is most of Central Florida. 

Luckily, the government has come to the table with several options for managing, deferring, and lowering business tax and other expenses for the betterment of both businesses and their employees.

Not sure where your payroll is going to come from during a national lockdown? Worried about paying extended sick leave to employees who contract the virus? Join us today as we break down three ways you can mitigate these costs and take care of your employees with these Covid-19 tax tips for relief during this difficult time.

SBA-Guaranteed Low-Interest Loans

To call Covid-19 a stressful time for business owners isn’t saying anything new. You may not have enough income coming in, right now, to cover your most important expenses. Payroll, among many other things, has become a source of stress for many businesses. It’s for these reasons that bank loans have become such a talking point. Specifically, Small Business Administration (SBA) loans, or Economic Injury Disaster Loans.

In response to the outbreak, President Trump recently announced that the American government would provide millions in funding for these federal disaster loans. These loans apply to qualifying businesses, providing coverage in the form of:

• Low interest rates for companies and non-profits, at 3.75% and 2.75%, respectively
• Long-term options for repayment, for up to 30 years

It’s worth noting, to all the Lake Mary companies with outstanding credit somewhere else, that you will not be eligible for these loans in this situation. The SBA allows businesses to apply for these loans to cover bills they can’t pay, due to Covid-19, making it well suited to payroll expenses.

Employer Tax Credits

The American Senate’s March 18th bill proposes paid sick leave and leave benefits, mandated by the federal government. With the aid of the relief package, eligible employees must receive paid sick leave for up to 14 days, at the standard rate of pay. This caps out at $511-per-day, in addition to any paid sick leave those employees still have due to them. 

It’s important to note that employers cannot change their sick leave policies at this time, or retaliate against employees who make use of them. The new legislation provides business tax credits to help offset these costs, equivalent to 100% of the benefits distributed during this time. This directly reduces your company’s tax liability, making it a much more clear cut choice for both you and your employees.

Lastly, Lake Mary employers who don’t actually have enough payroll taxes in place to cover paid sick leave request an expedited payment from the IRS. More information will be made available by the IRS, soon.

Government Cash Payouts

One of the more talked-about safety measures for businesses, right now, is the government’s groundbreaking stimulus package. The CARES Act provides checks as a means of direct assistance to US adults on both sides of the employment spectrum.

Enacted on March 27th, the CARES act provides cash payments of up to $1,200, per person, as a means of helping residents pull through in this difficult time. People who earn more than $75,000 in gross income, as confirmed by their 2018 tax returns, receive less, while anybody without a federal tax liability will receive $600.

Tax Deferrals

As a final note, companies are making use of tax deferments during this time as a cost cutting method. Deferral of federal income tax for employers and Social Security payroll are on the table for businesses across the country.

The following operations are eligible for a business tax refund deadline of October 15th:  

• sole proprietors
• single-member LLCs
• corporations ending their year on December 31

Across various states, tax and payment filing guidelines are also available, and you can view those here. 

Covid-19 Tax Tips

At Vision HR, we understand that many of our clients are experiencing slowdowns related to the COVID-19 outbreak. This obviously makes it much harder to manage additional expenses and facilitate regular business operations. During this time, we encourage you to reach out with any business requests, Covid-19 tax tips, and to encourage safety in the workplace if you are remaining open.

HR Tips For 2020

For both small businesses and large corporations, HR is an important part of building your operational success. Human resources are responsible for more than just managing open enrollment seasons and processing payroll every few weeks. It’s what develops a company’s strategy and manages its employees’ activities.

Are you a Sanford business, looking to streamline your operations with improved human resource services? Here are three key HR tips to consider for your ongoing growth and success.

Review Your Onboarding Process For Better Retention

Business turnover rates aren’t what they used to be. With new opportunities, a tougher market, and different career paths, Sanford workers onboard and leave quicker than ever. There are strategies, however, to reduce turnover and help your employees grow alongside your organization. A great first step, for instance, is to review your onboarding process.

Supporting your business’ new hires through expert onboarding can have a massive impact on your turnover. Research conducted by Glassdoor shows that organizations with solid incorporation processes improve new employee retention by up to 82%. Productivity was also improved by more than 70%, in some cases, when compared to businesses with poor or non-existent onboarding strategies.

There are simple steps you can take to start the ball rolling, here:

• provide welcome packages containing your key information and a breakdown of your operation goals
• provide full training in all software relevant to their job and your business
• introduce them to other teams and departments, and maybe a mentor

Evolve What Your HR Department Does

Advances in technology have changed the way businesses operate, and this goes for human resources as much as any other department. With innovative tools and solutions freeing up more time, every year, HR departments are evolving, and their responsibilities are changing rapidly. The days of Human Resources being seen as “just the people handling recruitment” are long gone, with HR bringing much more to the table.

The takeaway? Human resources must work, hand-in-hand, with senior management to establish strategies that benefit employees and keep them engaged with the company. The benefits of this are far-reaching.

Stay Ahead of Trends

Human resources professionals are at their most productive when they are keeping ahead of trends in the industry. An awareness of the industry and what is at stake helps with finding inspiration and improving whatever practices are currently in place. HR, as an industry, has a lot to offer the modern business, and that manifests in trends, practices, and solutions. The best way to approach it is always to stay ahead of what’s happening right now.

HR Tips

Luckily, keeping abreast of current trends has never been as easy as it is today. Articles, guides and HR tips abound, with premium insights available at the click of a button. At Vision HR, our online HR Support Center offers training on-demand, a comprehensive policy library, access to state and federal forms, and much more. Pair that with our expert human resource management services, and Vision HR is ready to help you transform your Sanford business into a place that retains employees through better management.