Human Resources As An Investment Instead Of An Expense
The human-resources (HR) department of an organization oversees various aspects of employment, including compliance with state and federal employment laws, administration of employee benefits and payroll, employee relations, employee retention, recruitment, training, orientation and dismissal.
Any confusion concerning issues relating to HR can cause costly legal problems for an organization as well as employee dissatisfaction. Consider these scenarios:
Many companies accidentally misclassify employees per the Fair Labor Standards Act (FLSA) regulations. Failing to pay overtime to qualified employees can cost a high amount of back pay and heavy fines by the Department of Labor. It only takes one disgruntled employee to call in a complaint and you will be audited, making it beneficial to routinely audit your FLSA classifications to ensure you are in compliance. Wrongful hiring and termination practices can also be costly and create a negative culture in an organization. This will make it difficult for companies to attract and retain top talent.
Staying abreast of recent legislative changes is a constant challenge, that could have a substantial negative financial impact to your organization. By utilizing our HR Advisor and portal, you will not only be proactive in evaluating your current practices but also ensure you are in compliance.
It’s easy to see how imperative it is to have someone who is well-versed in these laws and practices on-hand — but not every organization can afford to employ a full-time HR expert. That’s when hiring RMA comes into play.
RMA can serve as your trusted strategic HR business partner. Since HR touches nearly every aspect relating to employees, managing these activities can be a very tactical process (e.g., creating an employee handbook, enacting a dress code policy, and establishing a process for hiring). However, RMA brings strategic ideas to the table by supporting your company’s leaders with succession planning strategies, organizational structure, performance management, leadership development and transforming cultural change. With our expertise, HR will no longer be a roadblock to doing business — our result-oriented approach will offer practical solutions to meet your organization’s goals and objectives in a way that will create the least risk.
The following are a couple of examples of our recent successes in cultural change management:
Our change management solution, for an 80-employee firm, achieved 97% improvement on their workers’ compensation claims frequency and cost, just one year after implementation. This reduced their costs to $0.12 per $1,000 of revenue. For this client, that translated to 17 injuries being prevented over a 12-month period and increased sales of 18%.
Our strategy, design, system, and ongoing continuous improvement ideas have enabled a 200+ employee multi-state firm to achieve a 71% sustainable claims frequency and cost over a four-year period. This resulted in over 50 employee injuries being prevented, an increase in annual sales by 10%+, and a savings of over $500,000 in premium costs.
Since accountability should not be a top-down leadership-forced behavior, we will engage your entire organization to lead, encourage, recognize, and coach desired behavior as they form new habits.
This strategy will lead to top performance and protect the safety of your most valuable asset: your employees. Finding the right employee is hard work —demonstrating you care, shouldn’t be. Instead of just hearing that they are the most valuable assets the company has, your staff will see it and believe it.