San Rafael, CA (openPR) 7 October 2010

â? Small and medium enterprises continue to be in the eye of the economic crisis in the United States in 2011, said Paul Finkle, CEO of SharedHR. â? The reform of health care require employers to use the organ for the implementation of universal coverage, while the assumption that the increased costs? -???? With a raft of compliance with the other technology issues on the horizon CA is more difficult than ever for companies to keep heads above water, not to mention lead to job creation to economic recovery. In this spirit, we assembled our list of five most important trends in HR 2011 to help small and medium enterprises, a step or two ahead reside in P> coming year hold ????

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The list is based on a variety of indicators for the industry and a recent survey of customer base SharedHR

Trend 1: Investigations in the workplace increases

In addition to reforming the health care overall, there were also profound changes adopted rules for the financial sector. Incorporated in this bill are many new avenues for? Whistleblower? Complaints from employees. If employees (or suspect claim) suspect unethical or possibly illegal, behavior on the part of the administration, they now have new ways to complain about the internal and external. In both cases, these complaints in the workplace require a thorough investigation.

â? Even casual observers of the landscape of labor law recognizes that when a complaint is filed, realistically, an employer the duty to consider the complaint in order to protect themselves. The most serious complaint is the comprehensive and professional investigation be necessary, â? Finkle said. â? This trend has already begun. For example, public institutions have seen a spike in complaints, according to a recent exchange between members of the Association of Researchers in the Workplace California (CAOWI). A p> ???? Trend 2: Employers will focus on performance management

Downsizing has gradually declined in 2010, and some organizations are ready to set, once again, especially since they on the headcount to be reduced to the bone, since the recession began in 2008 had. Employers are, however, more pressure on return on investment in human resources to maximize the ground, especially health care costs continue to rise. In fact, even doubling of increasing the employee medical costs at the end of 2010 figures, in many areas of health expenditures are now almost 30 percent of total compensation.

â? As the cost of additional staff (and maintain a workforce) becomes increasingly important, employers are wondering how the scheme? Return on Investment? between employees, â? Finkle said. â? These questions inevitably lead to discussions performance management, measurement and rewards of productivity, no single occupancy. Set goals and translate these goals into simple systems, measurable and traceable, income-based, will be on top of the list of the many initiatives in the HR 2011.â ????

Trend 3: Pinch regulatory pressure will be independent contractor relationships

From the perspective of government regulation, employers are at the center of the universe because they have a mass of companies that is controlled can be taxed and regulated represented. Relationships with independent contractors, however, provide a â? Hatcha escape? that many regulators intensified efforts in 2011 must be closed. The IRS, for example, thousands of audits of 1099 for the express purpose of an announced start withdrawing? Workersâ misclassified ????. Many employers of small and medium-sized companies are well advised to take a fresh look at their relationships with independent contractors to ensure that they are justifiable.


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lack of written contracts, no bills, business investment by the entrepreneur, the lack of distinction between contract and paid work easily occur in the course of time, and misclassified red flag indicators in a study of workers.

â? Thanks to improved technology and data sharing between agencies, the parameters can easily be set to flag the tax identification numbers with the employer 1099â high? s â? Finkle said. â? We also have a growing number of entrepreneurs dissatisfied, dissatisfied find a contractor relationship and not working in a tight economy seen suddenly to investigate the association with an agent and try to convert the former contractual relationship with a â? emploi? Relationship. We believe that these trends are clearly 2011.â ????

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Trend 4: Employers are looking through earnings management Cloud Computing

Every employer, clutch his horse and cart can find its own administrative and land to farm have been in the past, but it is completely ineffective in 2011. Update employee handbooks keep consistent employment applications to ensure that all appropriate forms and updated documents are available as well as data related to employee benefits and HR has become a necessity. But the purchase and customization of the software track compliance and the cost is prohibitive for most small employers.

progressive organizations find an increasing number of offers of human resources as Software as a Service (SaaS) is provided and hosted on the Web. A growing number of applications can be seamlessly integrated into a virtual environment to greatly streamline the administrative side of human resources are connected. â? Ensuring the implementation of these applications, still visible in the Web, is sensitive to many employers, even those with only one location, such as managers and employees business-critical information 24 / 7, can access any hardware or software you need the team, â? Finkle said. â? Just as business will in future be reduced through virtual meetings, HR functions and time-consuming updates of compliance will be processed and on the website in 2011 beyond.â ????

Trend 5: Employee retention concerns will dominate in 2011

We need more people to run the technology, manufacturing and exceptional customer service. Retention of outstanding employees – in particular those who can adapt and function in a changing situation? will be a critical success factor. Stay in touch with key personnel, they keep active, to be implemented by adjusting the premiums to their changing needs in exchange for the attainment of its objects, all will be increasingly important in 2011. In fact, in a recent customer survey SharedHR have employee retention and morale of the workforce as a major concern for employers have been cited.


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time, we do not anticipate that there are many new employment opportunities in general, the best people ever to get a job – even in times of economic downturn and the investment of time and resources in the best people should be protected, â? Finkle said.


ABOUT

SharedHR

in San Rafael, California, is a SharedHR HR outsourcing, consulting firms and technology human resources – a combination of human resources, payroll and benefits. These services range from the central SharedHR (software), SharedHR Essentials (Virtual HR and benefits management) and custom SharedHR (integrated outsourcing and consulting business / HR). SharedHR web solutions that enable employers to reduce cost, manage and protect the institutional knowledge of the HR function, including workflow, human resources, information management and self-service benefits portal risk management, billing, integrated, and respect for human rights and resources in several states .

No other HR outsourcing and HR system web-based supply SharedHR? s level of customization and support staff on payroll, benefits and HR administration do mount an organizationâ? Culture and adaptable. SharedHR customers agree. In a survey of 2010, 100 percent of customers said they have found practical and effective solutions SharedHR, and 100 percent of customers would recommend their colleagues SharedHR

For more information

www.sharedhr.com available.

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