Over the past years, the complexity of human resource management has evolved, making HR outsourcing a strategic choice for startups and established businesses. As businesses strive to focus on core operations, understanding the differences between Professional Employer Organization (PEO) and Administrative Services Offering (ASO) is crucial. Effectively leveraging these HR outsourcing solutions can improve talent management, benefits offerings, compliance, and more.
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In today’s rapidly evolving business landscape, companies of all sizes have to confront a unique challenge: the need to grow and scale efficiently while managing the complexity of HR, payroll, benefits, and compliance. This is where the concept of a Professional Employer Organization, or PEO, comes into play. PEOs offer a strategic partnership that empowers businesses to thrive by taking on the responsibility of your back-office HR functions. Here at Marvel HR, we are leading the charge in delivering comprehensive PEO services that are tailored to your business, providing you with the freedom and path to growth and success.
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In recent years, a growing number of companies have begun to experiment with shorter work weeks. One of the most popular alternatives is the four-day work week, where employees work four 10-hour days instead of five 8-hour days. This trend has gained traction due to a variety of factors, including a desire to improve work-life balance, increase productivity, and reduce costs.
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After a roller-coaster ride of changes in 2021, many caused by the COVID-19 pandemic, 2022promises to be filled with its own set of challenges for the workplace.
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Creating a culture where employees are recognized for doing great work is essential to building a winning workforce. In fact, employee recognition not only encourages employees to perform at a high level, but it also supports their ongoing engagement.
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Feedback helps employees find their way in the workplace. It allows them to recognize and correct development areas and lets them know when they’ve done a great job. Without feedback, employee performance and engagement would fall, and your organization would find it increasingly difficult to reach its goals.
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Understanding how to retain great people is key to your organization’s long-term success. After all, if you can’t keep your employees and your organization becomes a revolving door, you risk spending more resources to recruit talent and increase the chances of missing key company goals.
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In today’s competitive job market, you need a mix of strategies and tactics to make your organization stand out among candidates. In fact, successfully attracting talent takes much more than launching a careers page and posting open positions online. You also need to show candidates your culture and why it could be a great match for their skills and career aspirations.
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For some time, organizations have taken advantage of HR technology to automate a range of workforce management activities, from hiring to managing payroll. And as HR tech capabilities have expanded, it’s become clear this technology is not only here to stay, but it is a necessary requirement for the efficient operation of any HR department.
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Offering fair and competitive pay is one of the most critical ways to deliver a positive employee experience to your workforce. But to ensure employee compensation remains in line with employee performance and the external market, you need to review it regularly. Given the many possible elements of employee compensation—salary, cash incentives, and equity, just to name a few—conducting a compensation review requires a deliberate approach to planning and communicating changes to your employees.
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Any way you look at it, labor law compliance is critical to your business. Staying in compliance with applicable employment laws not only helps you to build a fair and equitable work environment, but it also helps you avoid the penalties of non-compliance, including fines, lawsuits, and possible reputational damage.
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As one of the most popular vehicles for retirement savings, your company 401(k) delivers a range of benefits. It offers employees several tax advantages, and it can help you engage and retain talent as an important part of your company’s overall benefits program.
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When it’s time to say goodbye to an employee, you want the experience to be as professional and efficient as it was during onboarding.
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After you hire, there are many actions you need to take to onboard new employees effectively. Sure, you need to complete new hire paperwork and provide employees with the right system access to get started in their new jobs. But you derive lasting value from onboarding when you give new hires access to resources to help them become productive, engaged members of your workforce.
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When you think of HR, several definitions may come to mind: advisor, policy enforcer, or perhaps, mediator. In many ways, HR is also a connector. A great HR manager can connect employees to programs and benefits that enhance the employee experience, and connect you to insights and reporting that drive the best use of company talent.
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Your time and attendance program is a valuable tool for understanding when employees are working, taking time off, or out on an extended leave. It also offers a way to improve the employee experience. When done right, time and attendance tracking can help you offer employees the flexibility they need to achieve a healthy work-life balance and be more productive at work.
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Managing payroll is one of the most critical aspects of managing your workforce. But payroll is about more than processing regular payments to employees for the hours they work.
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In any business, there’s a natural cycle of people joining and leaving. However, losing good people can hurt your business, especially when it happens with increasing frequency and your organization begins to resemble a revolving door.
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Motivating your employees to reach their potential and perform at their best isn’t always an easy task. After all, every employee requires a different combination of support, training, and coaching to help them learn new skills and grow in their capabilities.
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