Using On-Time (Temporary) Employees To Relieve Common Business Headaches

June 27th, 2011

Everyone knows an on-time (temporary) worker can act as a quick fix when a secretary or line worker calls in sick at the last minute.  But if that’s the only way you think on-time employees are good for you, you may be underestimating their value as true pain relievers.

Here are some common “aches and pains” you may face at work, and ABR’s prescriptions for using on-time staffing to cure them:

  1. High fixed expenses. Bring in expertise on an as-needed basis.  On-time employees with specialized abilities can deliver the experience and skills you need without impacting fixed expenses.  If your business faces an unknown future, consider using on-time staff to keep your workforce lean and flexible.
  2. Wasting time on non-critical activities.  Free up your employees’ time to focus on core competencies.
  3. Paying benefits.  Limit your benefits expense by using on-time workers.
  4. Meeting tight deadlines.  Bring in on-time employees – even at the last minute – to help you complete projects within tight time and budgetary constraints.
  5. Bad hires. Let a staffing service assume this risk for you.  If you need a direct employee, use try-before-hire staffing and evaluate the candidate on the job before making a final hiring decision.
  6. Training. Reduce training costs and shorten learning curves by bringing in on-time employees who are trained and have experience using the skills you need.
  7. Turnover. When you use on-time employees in high turnover positions, the burden for replacing those workers (e.g., recruiting, training, etc.) is on the staffing service’s shoulders.
  8. Seasonal crunch-time. If your business has predictable surges in demand, planned staffing may be right for your business.  With a staffing specialist’s help, you can analyze your business cycles and plan your staffing needs.  Then, during your busy periods, you can staff-up with on-time employees to supply the extra help needed to get work done.  As an added benefit, planned staffing can reduce layoffs.  When things slow down, you can let on-time staff go and hold onto your core employees.
  9. Overtime. Use on-time help to avoid paying higher overtime rates and eliminate the employee burnout overwork causes.
  10. Lack of expertise.  Bring in on-time or contract executives, professionals or technical gurus to teach new skills to employees in your organization.  Use their expertise on a short-term basis to complete a special project, or until your core employees have learned the new skills needed.

No panacea exists for every challenge you face on the job.  But for headaches like the ones listed above, ABR Employment Services’ complete staffing and HR solutions for Wisconsin employers are just what the doctor ordered.

Biggest Challenges Facing HR in the Next Decade

June 20th, 2011

What do you think will be the biggest challenges facing HR during the next decade?

This is one of the questions posed in a poll by the Society for Human Resource Management titled “Challenges Facing Organizations and HR in the Next 10 Years.” The survey responses, gathered from 449 HR professionals, show that:

Getting and Making the Most of Human Capital is a Key Priority

  • Nearly half of the respondents (47 percent) cite obtaining human capital and optimizing human capital investments as the top investment challenge for businesses over the next 10 years.
  • 29 percent of the respondents list obtaining financial capital and optimizing financial capital investments as the top challenge.
  • Obtaining intellectual capital and optimizing intellectual capital investments comes in third at 12 percent.

To attract, retain and reward the best talent, organizations should:

  • allow flexible work arrangements. According to 58 percent of HR managers surveyed, providing flexibility for employees to balance their life and work responsibilities is the most effective way to attract, reward and retain top performers.
  • cultivate a culture of trust and fairness. 47 percent of respondents say that creating an organizational culture where trust, open communications and fairness are emphasized and demonstrated by leaders is a key priority.
  • provide meaningful work opportunities. 40 percent of HR managers say that designing jobs to provide employees with meaningful work that has a clear purpose in meeting the organization’s objectives optimizes the organization’s ability to engage and keep top talent.
  • demonstrate a commitment to employee development (29 percent).
  • offer a higher total compensation and benefits package than organizations that compete for the same talent (23 percent).

While these survey results aren’t earth-shaking, they do serve to underscore an important point.  As businesses like yours emerge from the recession, they should get ready to compete for talent.

ABR Employment Services can help you prepare.  Whether you are looking for that “needle in a haystack” employee or a complete human capital management solution, ABR has the resources to assist you and your organization.  Contact us today to learn more about our full complement of staffing, placement and HR solutions for Wisconsin employers.