Facebook-f Twitter Instagram Youtube Linkedin Apple Android
CLAIMS INFO
Get A Quote
CLAIMS INFO
Get A Quote
Facebook-f Twitter Instagram Youtube Linkedin
Main Menu
CLAIMS INFO
Get A Quote

Author name: bobby.pinkerton

The 4 Benefits of AI for Small HR Teams

Leave a Comment / Uncategorized /

This blog post was originally published by UKG – inspiring every organization to become a great place to work through HR, pay, workforce management, and culture technology built for all. Artificial intelligence (AI) is everywhere today, and for many of us, it can all seem a bit overwhelming — especially when it comes to leveraging it for your business and reaping the benefits of AI in HR. But once you’ve got all the facts, it’s easy to see how AI can make day-to-day work for you and your HR team more efficient and impactful than ever.  Let’s start with the basics. Simply put, AI is the use of computers to do things that have traditionally required human intelligence. Its algorithms classify, analyze and form predictions from data, then learn from the new data created to improve over time. You use AI every day in devices like smart thermostats, speakers and security cameras. You use AI every day in devices like smart thermostats, speakers, facial recognition, and security cameras. This type of technology has been leveraged in the workplace for decades. Examples of workplace AI include scheduling recommendations based on a variety of requirements, notifications for possible errors from your payroll solution, and recommendations on how to interpret reports. Generative artificial intelligence, or GenAI, is a subset of AI with algorithms that can be used to create new content, such as text, images, video or code. Maybe you’ve experimented with various GenAI chatbots to see what they can do. But as much fun as it is to see how you might look as a superhero, AI and GenAI tools have many valuable business applications that are revolutionizing the ways we work today. If your organization uses a human capital management (HCM) platform, you’ve probably already seen AI in the form of automated administrative tasks, personalized learning or virtual assistants. But what does all the recent buzz about AI and GenAI mean for HR teams — especially those in smaller to mid-sized businesses?  To separate fact from fiction, here are four common misconceptions and the actual benefits of AI for HR to show how it can transform the way your HR team manages your organization’s people and can meet its business challenges.  Misconception: The benefits of AI for HR only apply to large enterprise and/or high-tech organizations. Actual benefit: AI makes work easier and more efficient for all organizations and HR teams.   It’s not surprising that many people think AI isn’t for smaller organizations because sophisticated technology can seem overly complicated and out of reach. But the truth is, AI simplifies work for HR teams of all sizes by automating repetitive tasks while helping them make better data-driven decisions and focus on more strategic business initiatives.  Most HCM technology solutions that manage HR, payroll, talent and time include AI that streamlines such tasks as recruiting and hiring, onboarding, performance management, compliance, and benefits administration. If you have received recommendations on how to create things like schedules or received notifications of possible errors, these tools are powered by AI. More recently, GenAI capabilities have been added to these solutions to guide employees, people managers and HR leaders with conversational insights, actions and answers to questions that can help their organizations become great places to work for all. These GenAI “sidekicks” provide meaningful, personalized information in the moment and recommend next steps so users always stay ahead.  Misconception: AI will replace human workers.    Actual benefit: AI enhances human capabilities such as creativity and reasoning.   Although AI makes day-to-day work processes easier and more efficient, as an HR professional, you’ve likely heard employees express fear about losing their jobs “to a machine.”  The reality is that, rather than replacing us, AI can be used to enhance the emotional intelligence that makes us human. After all, businesses are created and run by people, for people, so human emotions such as feeling empowered and connected, having empathy for others and taking pride in a job well done are always going to play a major role in business success — and something AI can’t remotely replicate.  Additionally, AI could help smooth that path forward and help provide guidance on how to continue to foster the growth of your people and the company. To help your people, AI can be used to help you create flexible scheduling options to accommodate an employee’s personal obligations, spot concerning trends to address burnout, and streamline collaboration and reporting for more purposeful work. By allowing AI to give you a bird’s eye view and provide you with recommendations on how to move forward based on the data and proven practices, you’ll be able to leverage AI to make improvements you may not have otherwise seen.  Misconception: AI is expensive and time-consuming to execute. Actual benefit: The long-term ROI of implementing AI outweighs short-term disruptions.    Implementing AI for your small to medium-sized business may seem daunting, but resisting this technology could end up costing you more than you might realize in terms of lagging productivity and market competitiveness.  The organizational efficiencies gained through AI can greatly offset the cost of implementation. And while it may take a while to get everyone up to speed on the new technology, making that time investment will greatly boost business growth and productivity in the long run.  For HR teams specifically, AI tools can help enhance the entire HR lifecycle, from helping you create compelling job listings to attract top talent to giving you recommendations on how to retain your people as they continue to grow with your company. AI can also help your team become more knowledgeable and efficient, resulting in better decision-making and improved business outcomes. Misconception: Using AI is risky for HR. Actual benefit: AI’s full potential can be safely leveraged with the right data security and privacy safeguards. As with any new technology, accuracy and data privacy and security are going to be top-of-mind issues for any organization deploying AI tools — and for HR teams, that will mean prioritizing the safety of sensitive employee and company information. This

The 4 Benefits of AI for Small HR Teams Read More »

Can a Small Business be a Great Place to Work?

Human Resources /

Can a Small Business be a Great Place to Work? This blog post was originally published by UKG – inspiring every organization to become a great place to work through HR, pay, workforce management, and culture technology built for all. With seemingly endless modern job perks on the rise, HR professionals at small businesses may be wondering how they can compete with larger organizations to attract and retain the best talent. For an already resource-strapped company, it can be overwhelming to think about spending more time and money to win the war for talent against those with big budgets and dedicated teams focused on culture and engagement. But it’s critical not to get lost in the noise here. Instead, when competition for talent is high, smaller organizations need to ask a simple question as they wade through all the perks and initiatives their larger counterparts engage in — is that what really matters to people? We can all agree that free food and office yoga classes are nice incentives, but research from Great Place to Work® shows that employee retention is less about the perks and more about creating a company culture of care. It’s about trust, leadership, human connection, wellness, and belonging, diversity, equity, and inclusion. So with that in mind, what should small businesses rally around to create stand-out cultures? Let’s take a look.  What’s easier for small businesses? Because small businesses are, well, small, it’s easier for them to build and foster trust — the defining component of a great workplace. Whether it’s more transparency or less corporate hierarchy, small businesses can use this advantage to find and keep the talent they need to thrive. After all, a great workplace is one where employees trust the people they work for, have pride in what they do, and enjoy the people they work with. And if size doesn’t dictate great culture, then yes, a small business can be a great place to work with the right mix of core values. As we get into some more specific examples of how HR pros at small businesses can use the advantages they have to build an employer brand and invest in company culture, take a look at the diagram below to see the five core elements of building trust with employees and where in the organization employees look for those elements: What can small businesses do to create great workplaces? There’s no single blueprint or one-size-fits-all approach to building a great place to work. There are, however, some common areas you should investigate as starting points. Looking into the following areas may help you map the key points in an employee’s journey with your company and reinforce cultural values like trust, respect, purpose, and community. Start day one off strong with a thoughtful onboarding process Employees want to feel connected to the organization, and as a small business, it’s easier to make that personal from the beginning. A positive first impression is imperative to an employee’s wellbeing, and people often form that impression before they even join your organization. Completing redundant tasks and leaving new hires wondering what steps to take next will negatively impact their overall experience. By connecting your recruiting and core HR processes, you can ensure new hires trust that their success is top of mind for their manager. Looking for a specific idea? Try building out individualized 90-day action plans as part of your onboarding experience. Prioritize career development Have you heard of an internal talent marketplace? It’s a more efficient, technology-driven employee management and retention system. It leads to better retention through tracking the skillsets of employees and helping them to further develop and build upon those skills, and it works with them to build a career path within the organization. To do this, there needs to be a commitment to support fair and consistent performance and succession strategies that identify, nurture, and develop top talent. Small businesses often have flat structures, which allows employees more visibility and connection. These broader learning opportunities ultimately keep everyone invested in the company’s culture, and both internal and external job seekers will view your organization as one that prioritizes career development. Focus on all aspects of wellbeing Great Place to Work surveyed over 14,000 people from 37 countries to better understand trends in the average worker’s day-to-day experiences of wellbeing in their workplace, and found that while employee experience is influenced by many factors, there are a few key areas HR needs to focus on to promote positive employee wellbeing: ·         Mental and emotional wellbeing: The first step in promoting mental health at work is to talk about it. Over the last two years, mental health has come to the forefront for many of us as we experienced the pandemic, the challenges of navigating remote work, and social unrest. This is an issue that affects all people, at all levels in an organization. Mental wellness check-ins, providing resources, and offering formal programs are becoming priorities for many organizations moving forward. ·         Sense of purpose: Aligning an individual’s role with the organization’s values correlates to a higher sense of purpose, which has been linked to higher resilience and more favorable views of employers. We’ll talk a little bit more about purpose later. ·         Personal support and meaningful connections: When employees are given proper resources and workplace flexibility, they’re more likely to have a positive sense of wellbeing. Supportive social relationships within a team are also important, as an environment of equity and inclusion is necessary to create psychological safety and teamwork. ·         Financial wellbeing: Many people spend a significant amount of time worrying about their personal finances at work. It’s important that employees earn enough to feel financially stable, and that your workplace promotes equal pay practices, but what more can be done? Offering programs that give employees access to their pay before pay day, for instance, has been linked to improvements in productivity and reduced absenteeism.   Celebrate your people’s achievements to foster a sense of purpose Nearly 50 percent

Can a Small Business be a Great Place to Work? Read More »

The Top 7 Recruitment and Employee Retention Strategies for Small Businesses

Human Resources, Payroll /

This blog post was originally published by UKG – inspiring every organization to become a great place to work through HR, pay, workforce management, and culture technology built for all. In today’s competitive job market, attracting and retaining top talent is about more than just offering a competitive salary. Small businesses have a unique advantage over larger corporations: the ability to create a personal, responsive, and value-driven workplace culture. A strong company culture not only keeps employees engaged but also helps businesses thrive. However, many small businesses struggle with hiring and retention due to limited budgets and a lack of formal HR infrastructure. A recent study by HR.com’s HR Research Institute and UKG found that while 60% of SMBs are concerned about retaining key talent, only about a quarter are leveraging strategic HR technologies to improve hiring, culture, and retention. This presents an opportunity: the right technology can help small businesses overcome these challenges while fostering a workplace culture where employees want to stay. At Pinkerton Payroll & Insurance, we understand these struggles firsthand. Our HR technology solutions help businesses streamline processes, improve employee experiences, and ultimately build a stronger workforce. Why Company Culture Matters More Than Ever A strong workplace culture has direct benefits for businesses of all sizes, but for SMBs, it’s a game-changer. Here’s why: Attract Top Talent: When your culture aligns with your mission and values, it becomes a magnet for like-minded professionals who are excited to contribute. Boost Engagement and Trust: Employees who feel valued and supported are more productive and committed. Reduce Turnover Costs: Hiring and training new employees is expensive. A positive culture builds loyalty, saving you time and money in the long run. Leveraging HR Technology to Strengthen Your Business Many small businesses assume HR technology is only for large enterprises, but that’s far from the truth. In reality, modern HR platforms streamline day-to-day tasks, freeing up time to focus on strategic growth. Pinkerton Payroll & Insurance offers technology solutions that help business owners attract, engage, and retain employees—without the administrative headaches. 7 Key Recruitment and Retention Strategies for Small Businesses To help small businesses compete for top talent, we’ve compiled seven key strategies that leverage HR technology to improve hiring and retention. Attract Top Talent with Engaging Job PostingsFirst impressions matter. Use an applicant tracking system to save time, optimize job postings, and highlight company culture, benefits, and growth opportunities. Posting on social media and industry-specific sites can also help expand your reach. Impress Candidates with a Smooth Hiring ProcessSpeed and efficiency matter in today’s job market. Offer online applications, skills assessments, and video interviews to keep the process seamless. Automated updates ensure candidates stay informed and engaged throughout the process. Use Data to Refine Your Recruitment StrategyHR analytics can help businesses track applicant flow, identify hiring trends, and predict future workforce needs. Data-driven insights ensure your hiring efforts are targeted and effective. Simplify OnboardingA strong onboarding process sets employees up for success from day one. Automated workflows and centralized portals make it easy for new hires to access important information, complete paperwork, and integrate into the company culture. Invest in Employee DevelopmentContinuous learning keeps employees engaged and motivated. Provide access to online learning platforms, career development pathways, and upskilling programs to ensure long-term career growth. Support and Empower EmployeesEmployees want to feel valued. Recognition programs, pulse surveys, and open communication channels help businesses proactively address concerns and boost morale. Modernize Payroll and BenefitsPayroll and benefits are crucial to employee satisfaction. Automated payroll systems, self-service portals, and compliance tools ensure accuracy and ease of access—reducing errors and enhancing employee confidence in their pay and benefits. Thinking Outside the Box: Addressing Hidden Employee Pain Points Beyond the usual perks and benefits, businesses should consider less obvious factors affecting retention—like employee commutes. Studies show that long, stressful commutes contribute to burnout and job dissatisfaction. Larger corporations may offer transportation solutions, but SMBs can explore creative alternatives, such as remote work options, commuter benefits, or flexible scheduling. Gain a Competitive Edge with the Right Strategy In today’s business landscape, a strong company culture is no longer optional—it’s a necessity. Implementing these recruitment and retention strategies, paired with the right HR technology, can help small businesses attract top talent, enhance employee engagement, and ensure long-term success. At Pinkerton Payroll & Insurance, we provide technology solutions that help small businesses simplify HR, streamline payroll, and build a workplace where employees thrive. If you’re ready to take your business to the next level, contact us today to learn how we can help.

The Top 7 Recruitment and Employee Retention Strategies for Small Businesses Read More »

Full-Time, Part-Time, Contractor? Payroll Tips for Every Employee Classification

Human Resources, Payroll /

This blog post was originally published by UKG – inspiring every organization to become a great place to work through HR, pay, workforce management, and culture technology built for all. In any organization, large or small, payroll management plays a crucial role. It’s not just about paying your employees on time — it’s about ensuring that your business operations are compliant with various laws and regulations. One key aspect of payroll management is understanding employee classifications. These classifications significantly impact how payroll is managed. Understanding Employee Classifications Employee classifications include full-time, part-time, temporary, and contractors, among others. Each classification has its own set of benefits, tax implications, and pay structures. For instance, full-time employees may be eligible for health insurance and retirement benefits while contractors may not. Understanding these distinctions is vital for accurate payroll management. Here are some of the common employee classifications and what you need to consider for each: Full-time employees Full-time employees are the pillars of many businesses. They typically work a standard week and enjoy the predictability of a regular schedule and consistent salary. They often have access to a range of benefits, including health insurance, retirement plans, and paid time off. However, many full-time roles are exempt from overtime pay under the Fair Labor Standards Act (FLSA), which means they don’t receive extra pay for working more than 40 hours a week. This is usually because they earn a salary above a certain amount and perform specific job duties, such as executive, professional, administrative, computer, or outside sales work. The Department of Labor Wage and Hour Division outlines a series of tests that must be met for each of these job categories to be considered exempt from FLSA regulations. This classification offers businesses flexibility in managing workload but requires careful attention to ensure all criteria are met. Part-time employees Part-time employees are the flexible contributors in the workforce, working fewer hours with great adaptability. They typically work fewer than 30 hours a week, which means their paychecks reflect the hours they work. This arrangement provides them with a balance between work and personal life, allowing room for studies, hobbies, or multiple jobs. For employers, part-time workers add versatility to the team but come with their own set of rules. They’re usually nonexempt, making them eligible for overtime pay if they work more than 40 hours in a week. While benefits may be limited compared to full-time employees, understanding and offering what you can is essential for maintaining high morale and retention with your part-time employees as it is expensive to replace employees once they are trained. Contract employees Contract employees are the special guests of the workforce, brought in for their unique skills to perform specific roles for a set period of time based on the scope of the project. Whether it’s completing a project, filling gaps, or providing niche expertise, these workers know their contracted rate of pay and duration from the start. While they might be on your payroll, contract employees often have different paths regarding benefits and compliance. They’re usually nonexempt, so they’re eligible for overtime, and depending on the contract’s structure, they might have a different benefits package or won’t have one at all through your company. In addition, you will need to file a Form 1099 for these employees as part of your year-end tax processes. It’s crucial to understand what compliance means for these temporary team members to ensure their time with you is productive. Independent contractors Independent contractors truly embody the spirit of entrepreneurial independence as they offer their expertise on their own unique terms. They’re self-employed, working on a project-by-project basis, with the freedom to set their own hours. Unlike traditional employees, they manage their own taxes and often move from project to project without the safety net of employment and labor laws or company-provided benefits. Since they’re not on your payroll, the usual employee benefits and protections don’t apply. However, it’s important to correctly classify them to avoid potential legal issues that can arise from misclassification. Recognizing the unique role they play in your organization is essential for fostering a transparent and compliant relationship. It’s all about appreciating their contribution and ensuring everything aligns with the rules. Temporary employees Temporary employees typically step in to cover leaves of absence, peak/seasonal periods, or special projects. Their employment is for a fixed period of time with the end date known from the start. Compliance and benefits for these temporary team members can vary. They’re generally considered nonexempt, making them eligible for overtime pay, but their short-term status often means a lighter benefits package, if any. Therefore, it’s important to ensure that you make their employment timeframe very clear. Otherwise, if they are denied benefits under their temporary status without a clear employment end date, you may be in violation of the Employee Retirement Income Security Act (ERISA). On-call employees On-call employees are ready to spring into action when needed. They may not work daily, but when called upon, they’re expected to be available and ready. This flexibility is crucial for roles that require an immediate presence, whether in-person or remote. How these employees are compensated depends on any restrictions that may be imposed, such as: Restricted on-call status: This may mean that the on-call employee must be on-premises or focused on other work duties while waiting. This type of work typically requires payment. Nonrestricted on-call status: This may mean that the on-call employee is able to be off-premises as long as they return to work when they receive a call. Payment for this type of on-call work depends on whether or not they are able to use their on-call time for personal activities. Volunteers Volunteers generously offer their skills and time without any anticipation of financial gain, making their contributions priceless, yet not quantifiable in the conventional business context. Volunteers are not classified as employees and it’s important to ensure that the work they perform remains genuinely voluntary and doesn’t unintentionally stray into the realm of employment. Ultimately, it’s

Full-Time, Part-Time, Contractor? Payroll Tips for Every Employee Classification Read More »

Tired of Payroll & HR Frustrations?

Just write down some details and our customer success heroes will get back to you in a jiffy!

Skip to content