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.

  • Unmotivated Employees

    Getting More From An Unmotivated Employee

    As Professor Charles W. Kingsfield Jr. in “The Paper Chase” (1973) told his students: “You teach yourselves the law, but I train your minds. You come in here with a skull full of mush; you leave thinking like a lawyer.”

    Approaching Unmotivated Employees

    So how does an employer approach an unmotivated employee and “train their mind”? How does the management team remedy a bad attitude and teach an employee to act as a “team player” and “get with the program”? Answer: They shouldn’t even try.

    It All Starts With Attitude

    Companies exist to produce products, service clients, and achieve the corporate mission. Having the right attitude is the responsibility of the employee. Companies that spend time and energy trying to “right the ship” of a wayward employee throw good money after bad. The parent in every employer wants to nurture the employee and deliver the Sermon on the Mount of motivational speeches to them whenever they bring a poor attitude into the workplace. However, the reality is that only the employee can change his or her attitude. The employer can set the table with interesting opportunities which coincide with the employee’s skillsets and desires, and the employer can feather the nest with competitive compensation and benefits, but it is not the employer’s job to change attitudes.

    The Role of The Employer

    Where employers often go wrong is when they lose track of their role. They are the employer. They are not Professor Charles W. Kingsfield Jr. Their mission is to advance the organization, not to change hearts, spurn unmotivated employees, and “train minds”. When an employer realizes that an employee doesn’t see their job as worth their time for the summer, for life, or for however long, the employer should invest in the process of developing a better candidate pool and improving their selection process for identifying more qualified candidates rather than investing in the sometimes vicious cycle of re-motivation, coaching, and demanding an attitude adjustment.

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

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