The 5 Step Process for CPAs to Streamline Client Human Resources
First and foremost, let’s give a round of applause to all the human resources teams out there – they’re a hard working bunch! They listen to complaints, document grievances, terminations, tardiness – you know, all the fun stuff. But they also help create and build a strong team, keep them invigorated and productive, and make sure they get paid on time – the good stuff!
All in all, your client’s HR department’s hands are full most days, trying to wrangle information and create meaningful change within their organization.
Many organizations have realized just how important their Human Resources department is, and according to a 2015 Deloitte study, “nearly 6 in 10 companies are planning to increase HR spending in the next 12 to 18 months.”
But where will these additional funds go?
When HR departments are essential for so many day-to-day operations, spending more means making some big decisions. Will funds go into leadership roles? Processes? Organization? If your client is one of the 6 companies spending more, you need to know where they should place money to yield the highest returns.
Below, we’ll analyze some ways you can work with your clients to streamline their Human Resources departments in cost-effective ways. If your client maximizes awareness and efficiency in these areas, they can turn attention to more pressing matters: like ensuring projected growth and success.
1. Implement Better, Faster Recruiting Procedures
It’s both time and cost consuming for your client’s Human Resources department to organize, field, screen, and send potential talent to the hiring department (which may also be a role within the Human Resources department).
Calculating the average cost per resume will give your client insight into frivolous spending, especially when affordable automated services exist to quickly pull top talent from a mountain of resumes.
But recruiting doesn’t end at finding a good resume. There are interviews, second interviews, background checks, and a detailed onboarding process – if everything goes well. Keeping up with this information is important for your client to understand recruiting methods, if they work, and how to mimic them to gain similar results in the future.
When your client streamlines the recruiting process, they free up more time for their Human Resources department to work on more pressing matters. Make no mistake: hiring methods are incredibly important to the success of their business, but collecting and organizing them in one place provides masterful efficiency.
2. Give Power to Employees
If your client hired them, they must be bright. Typically, HR is responsible for handing out and collecting documents for benefits, insurance, time off requests, tax forms, and so many other instances. Does your client want to save time organizing all this new or updated data?
Streamlining the process of employee documentation is as simple as putting it in their hands. After all, they’re more than capable of updating their tax forms when necessary. As discussed in earlier posts, an HRIS is a great asset for employee self-service.
3. Solve Re-Certification Issues without Even Knowing It
Certifications are great for your client’s employees and objectives. Have an engaged, up-to-date team is paramount to ensuring your standards are being met and practiced. However, most certifications have a “sell-by” date, and must be renewed to reflect updates and changes.
Your client already understands this. It’s your duty to find a system that provides notifications when an employee or colleague’s certification is about to expire. Some HRIS suites have incorporated recertification alerts, addressing this very problem.
Because keeping employees up to speed on the latest industry knowledge gives your client a lead over competition.
4. Curb Expensive Overtime Issues
Overtime affects bottom lines, employee engagement, and worker satisfaction – among others. According to a recent Gallup poll, “nearly 4 in 10 say they work at least 50 hours [per week].” Coupled with data collected by CNBC, “employee output falls sharply after a 50-hour work-week”, you can quickly understand how this is recipe for disaster.
Bottom line: your client needs to know when an employee (or employees) is approaching overtime – especially when the federal overtime ruling goes into effect on December 1. They need to recognize patterns in scheduling, productivity, and outputs.
With the right organizational tools, alerts can be set when an employee is approaching overtime hours, giving management the ability to remedy unnecessary overtime and focus on maximizing productivity during regularly scheduled hours.
5. Simplify Performance Reviews
More businesses are approaching performance reviews differently than in the past. Now, companies have embraced ongoing dialogue between management and employees to measure success – over a single measurement.
Streamlining performance reviews saves your client’s management and employees the time it takes to schedule a conversation. Instead, a great HRIS combines these processes into one simple workflow.
Your client can arrange any necessary meetings, change job titles, enter pay increases, determine bonuses – and measure these pay changes against industry standards. With the ability to harness internal and external information and resources, your client can strategize more efficiently, more effectively, and keep their workforce satisfied, engaged, and motivated.
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