Employment Solutions
Presented by:
This webpage is designed to help Business Owners
and Managers excel in today's world!
Trupp HR helps you get the most of your people investments. They provide human resource needs for small business including HR consulting, outsourcing of HR activities, onsite human resource staffing, and online HR products.
Trupp HR is all about simplicity and results. They are commited to helping grow your business. They never take shortcuts when it comes to quality and whether you are interfacing with their human resource experts or their online HR products, they make it easy to understand, monitor, and follow processes. Their main goal is to simplify what it takes to be a great employer while preserving the essential elements of HR best practices.
Visit their website for more information on what they do and how they can help YOUR business!
Interviews with Trupp HR
4/12/12 Click here to listen to:
Jean Roque (President)
4/19/12 Click here to listen to:
Jenny Sherman (Director of HR Services)
4/26/12 Click here to listen to:
Jean Roque (President)
5/10/12 Click here to listen to:
Jean Roque (President)
5/17/12 Click here to listen to:
Jenny Sherman (Director of HR Services)
5/31/12 Click here to listen to:
Jenny Sherman (Director of HR Services)
Helpful Tips from Trupp HR
1. Productivity. Most employees want to meet their supervisor's expectations and contribute to the success of their company, but they don't know what's expected. Here are some easy steps to avoid employee misdirection and increase employee productivity. First, each employee should have a current job description that clearly describes the key responsibilities and duties of their position. Second, the employee should receive performance feedback, ideally on a weekly basis with informal recognition from their upervisor. Performance evaluations can be provided on at least an annual basis. Last, share information such as the company mission, values and objectives and tie that information to an employee's job, It will increase their ability and desire to add value to your organization.
2. HR Options for Small Business. Addressing Human Resource responsibilities at a small business can be challenging. Until an employer believes a full-time HR professional is justified, tasks are often delegated to existing team members. While this may sustain a company with a handful of employees, as a company grows, the complexity of HR grows with it. Areas like employment laws, benefits, administration, employee hiring, discipline and terminations are challenging to navigate. An easy, and affordable, way a business can fill this need is outsourcing HR activities. This can provide a full-service, scalable HR service through a combination of on-site and centralized HR resources. Outsourcing is ideal for small and growing employers who want to leverage a slice of the HR pie before they are ready to invest in all of the ingredients of a fully-functional HR Department.
3. Compensation. After years of pay cuts, pay freezes and more work with equal or less pay, many employees have reached a point of frustration and burnout. Studies suggest 60-80% of wokers are waiting for the Economy to turn so they can find another job. What can you do to ensure you don't lose those valuable employees? First, reward your top performers. Focus your rewards on those key empoyees and then educate your other employees on what it takes to be on top. Second, money isn't everything. Low-cost perks can make a substantial impact with employees. A long weekend, flex hours, or even a simple "thank you" for a job well done - maybe with a pair of movie tickets or a gift card to their favorite restaurant thrown in - are all great rewards. Frequent, meaningful displays of appreciation show employees that you care and value their contribution. Last, challenge your employees. Sending top performers to training sessions enhances their professional growth and keeps them engaged. Assigning more high-quality and demanding work to top performers shows employees you trust them to handle more responsiblity and positions those employees for promotion. Show your employees they are valued before they choose to contribute elsewhere.
