Outsourcing HR – The Benefits

Control Costs

Control Costs

Whether you keep a simple in-house HR infrastructure or let ABO take over operations, it’ll cost you less overall. The expertise, technology, and service infrastructure we offer would be cost-prohibitive for the average business to replicate. Liabilities associated with employer compliance on the many rules and regulations you face are also greatly reduced.

Save Time

Save Time

Routine and redundant administrative tasks can eat up a significant portion of every day. Handing these over to ABO will free you up to concentrate on your business.

Reduce Paperwork

Reduce Paperwork

Payroll, employment manuals, contracts, benefits, workers’ comp—these are just a few of the things you’ll no longer have to distribute, complete, file, or store when you work with ABO.

Compliance Expertise

Compliance Expertise

How well-versed are you in HIPAA, ERISA, FUTA, and FICA? How about COBRA, immigration, the ACA, disabilities, civil rights, fair labor standards? Staying up to date and complying with dozens of complicated federal, state, and local regulations is a tremendous undertaking, and one that can cost you if you’re less than expert. America’s Back Office® not only mitigates risk for you, but we can offer greater protection for your employees that might not be available otherwise.

Happier Employees

Happier Employees

Reduce turnover with a staff that feels appreciated and taken care of by the enhanced communication, benefits, training, safety, and financial perks, like discount plans and flex spending. Happy, healthy employees means increased job satisfaction and better performance. You’ll also attract better, more skilled workers when you can offer them more of what they’re looking for in long-term employment.

Customization

Customization

America’s Back Office® offers you more flexibility to configure your offerings the way you want. Payroll, benefits etc can be setup the way you want, not the way the system dictates, so you can provide better offerings, and deliver better service to your employees.

  • Client Retention Matters

    Why Client Retention Should Matter More To Businesses

    In a day and age of a global economy, the name of the game for businesses is growth and market share. Business is done more rapidly than it has been in the past and what took weeks now takes milliseconds to transpire. To remain competitive, businesses not only have to make accurate decisions, they must do them without a second of hesitation. Sadly, many businesses fail by making one bad decision. When it comes to service sector businesses, one of the most important statistics is the client retention rate of an organization.  Why? Companies can spend millions of dollars annually to attract new business, yet their ability to retain existing clientele is even more important.  For example, what good would it be to a company if it increases sales by 10%, but it also has an attrition (loss) rate of 10%? The only way for a business to have organic growth is to add more new clients to its roster than old clients that leave. The telltale statistic that defines a great service company is its client retention rate. Bar none, no other statistic matters. If a client is getting superior service from a business at a price point the organization finds agreeable, they will likely never leave as a customer

    Statistics that you can believe!

    Over the past 3 years, America’s Back Office has had the following client retention rates:
    • In 2016, 100% of client’s renewed!
    • In 2017, 98.8% of client’s renewed!
    • In 2018, 99.95% of client’s renewed!

    What does this tell us?

    That America’s Back Office has an amazing client retention rate!  Well, yes, but why?  For the average client retention rate to be north of 99%, the relationship between ABO and its client’s companies is one of trust and confidence. For nearly 500 very different organizations from all over the country to consistently retain ABO as their outsourced HR provider indicates that they truly value the service they are receiving and see tremendous value in the price of the services as well. It is generally these two factors that dictate a relationship in business. Is the client company being well serviced and is the service at an affordable price point? Service and price are the major influencers in any business relationship. With a more than 99% three-year retention rate, ABO is meeting and exceeding the expectations in these areas for a vast majority of its clients.

    Verify, Verify, and Verify some more!

    Almost all companies will tout their prowess in a given industry, including ABO.   However, at some point there is a discernible difference in levels of service offered between Professional Employer Organizations (PEO’s).  Or, as some people like to say, “This is literally where the rubber meets the road.” A legitimate way to find out about a PEO is to ask for a list of its references. Make sure to ask penetrating questions that relate to things that may have gone awry and how the PEO addressed and rectified these situations.  Call several of them and do the proper due diligence up front.  This should arm you with a high degree of information that will help to make the right decision when choosing an outsourced HR partner. Deciding whom to hire for your human resources administration isn’t an easy decision and making the wrong one can lead to major problems that are not only difficult to unwind, but can be quite costly in terms of time, money, and efficiency.

    This Will Never Work…Or Will it?

    Recently, America’s Back Office went through the most thorough vetting process in its 21-year history. They were one of 35 PEO’s being vetted for a large 200 employee multi-state account that prominently advertised itself all over the media and TV. The main concern from the client was a lack of trust with outsourcing its HR because it had been turned inside out by one of the largest PEO’s in the country.  The previous PEO had made serious errors that the company was still dealing with a full 24 months later. The company CEO hired an outside consultant to try to fix the issue and to spearhead the effort to find “the right PEO.” Despite the CEO was hesitant saying “it won’t work”, the consultant sent out a 90-question document to all the parties chosen to be vetted.  Only 50% responded! That meant 50% were too lazy to even respond (by the way, is that how you want your HR managed?).  Of the remaining 50% only three remained at the end of the evaluation period. The consultant later told America’s Back Office that the level of responsiveness from the beginning made them the leader throughout the entire vetting process. In the end, America’s Back Office earned the account and has been getting rave reviews ever since by this once pessimistic business owner. That CEO, who was burned by two HR service industry leaders, now sings the praises of the industry he formerly loathed of due to poor management of his account by the companies with “the names you know”. Remember, statistics are empirical evidence and should not be ignored. One must look beneath those numbers to find the true answers about any PEO service provider.

Management is
doing things right;
leadership is doing
the right things.
Peter Drucker

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