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Countering the False Notion that Six Sigma is Elitist
Too often, when people think of Six Sigma and black belts they see them as having an elitist connotation. The opinion that Six Sigma is elitist or that black belts are elitist, however, are false. In its purest form Six Sigma is a “way of life” for an organization serious about process improvement. It just happens to have certain characteristics that people like to throw stones at. That some people have come to believe this false notion is because they have misinterpreted the nature of Six Sigma and not seen the complete picture.There is an air of mysteriousness that surrounds what Six Sigma black belts do. People experience projects where black belts are left alone to crunch numbers and work on long projects in isolated offices far from the factory floor. They wonder what exactly happens behind the scenes a

lize their findings in your PEO search.

How do you choose a PEO? First, make sure the PEOs you consider are accredited by the Employer Services Assurance Corporation (ESAC), a nonprofit organization which protects the interests of businesses contracted with PEOs. Accreditation means a PEO meets ESAC’s ethical, financial, and operational standards.

In addition, Make sure your PEO meets state licensing and registration requirements. The following states have licensing laws: Arkansas, Florida, Illinois, Montana, New Hampshire, New Mexico, Oregon, South Carolina, Tennessee, Texas, Utah, and Vermont. The following states have registration laws: Kentucky, Louisiana, Maine, Minnesota, Nevada, New Jersey, New York, North Carolina, Ohio, Oklahoma, Rhode Island, and Virginia.

Here are some more guidelines provided by the NAPEO:

1. Assess your workplace to determine your human resource and risk management needs.

2. Make sure the PEO is capable of meeting your goals. Meet the people who will be serving you.

3. Ask for client and profess

Let's Form A Committee
"Let's form a committee!" When you hear these words during a public meeting, a warning light should start flashing, for more often than not Parkinson's law may be coming into play. One of the many precepts from this law states that work expands so as to fill the time available for its completion. It was first articulated by C. Northcote Parkinson, a British scholar, in the book "Parkinson's Law: The Pursuit of Progress," (London, John Murray, 1958). Based on extensive experience in the British Civil Service system, his scientific observations noted, among other things, that as the British empire declined, the number of employees at the colonial office increased. Parkinson claimed this was caused by two forces: One, officials want to multiply subordinates, not rivals; and two, officials make work for each other.

It’s the $51 billion industry you’ve likely never heard of: PEOs. Private Employment Organizations, or PEO’s as they’re known, were deemed the fastest growing business service during the 1990s by the Harvard Business Review. Currently over 700 PEO’s operate in all 50 states and provide service to approximately 100,000 small to mid-sized businesses. So what exactly is a PEO, and how can your business benefit by using one? Following is an introduction to the basics of PEOs.

What is a PEO? A PEO is not a temp or staffing agency and it is not a payroll service. As defined by the National Association of Professional Employer Organizations (NAPEO), a PEO is an “organization that provides an integrated and cost effective approach to the management and administration of the human resources and employer risk of its clients, by contractually assuming substantial employer responsibilities and risk, through the establishment and maintenance of a co-employer relationship with the client’s employees.”

In other words, a PEO legally hires a company’s employees, which makes the PEO the “employer of record” for tax and insurance purposes. The employees are leased back to the original employer under a co-employment contract. The PEO is then responsible for administration of payroll, workers compensation, employee benefits, and workers compensation. Numerous duties such as 401 (k) administration, risk management, employee counseling, and training and development can fall under these categories depending on the terms of your contract.

Why use a PEO?

Being an employer can be a headache: there are over 60 different employment-related governmental regulations with which a business must comply. The U.S. Small Business Administration reports that owners of small or mid-sized businesses now spend up to a quarter of their time on employment-related paperwork. By outsourcing to a PEO, employers can focus on operating and building their business. Employees gain improved, comprehensive benefits. Some other benefits to consider:

• Improved human resource practices can increase your profitability. PEOs handle basics like employee handbooks or more delicate HR tasks such as sexual harassment training.

• Comprehensive employee benefits makes your business a more attractive place to work

• State of the art HRIS systems better serve you and your employees with on-line access to payroll and employee information

• Coverage under a PEOs master workers comp policy means insurance is more affordable. PEOs yearly shop for the best insurance rates, and since they have an interest in keeping claims low, they conduct risk management training.

• Progressive PEOs offer benefits such as college tuition reimbursement programs and travel services

Who can benefit from a PEO’s services? Businesses from numerous industries—medicine, automotive, construction, retail, manufacturing, hi-tech— outsource to PEOs. According to the NAPEO, their member PEOs average client is a small business with 17 employees. PEO clients are small enough that they do not have the need or ability to staff a human resource department. Even large companies with a dedicated HR department can benefit: they get access to supplemental HR expertise, competitive health insurance, and state of the art HR information systems. PEOs work in cooperation with larger companies’ HR departments.

When is your business ready to outsource to a PEO? Industry experts advise careful preparation when deciding if your business should contract with a PEO. Do your homework. Here are some questions to consider (courtesy of StaffMarket.com):

Are you spending too much for workers’ compensation insurance?

Are your employees asking for benefits you can’t offer?

Are you paying too much for health insurance?

Is your company compliant with state and federal regulations?

Is your turnover rate adversely affecting your company’s performance?

Is your HR department as effective or as efficient as you believe it could be?

If the answers to these questions lead you to believe that a PEO is in your future, appoint a team to the task of conducting thorough market research, attend conferences, and read case studies about HR outsourcing. Utilize their findings in your PEO search.

Here are some more guidelines provided by the NAPEO:

1. Assess your workplace to determine your human resource and risk management needs.

2. Make sure the PEO is capable of meeting your goals. Meet the people who will be serving you.

3. Ask for client and professi

Holiday Marketing: Creative Options for Year-end Promotion
Now is the time of year when organizations express gratitude to their customers and clients by mailing the standard and ubiquitous Christmas-Kwanzaa-Channukah-New-Year-Chinese-New-Year cards. These cards make customers feel appreciated.We're closing in the end of another year. With the approaching holiday parties, fundraisers, and galas, let alone the reality of tight budgets, you are wondering how you are going to get that Christmas-kwanzaa-channukah-new-year-chinese-new-year card designed, printed and mailed before mid-December. By the second week in December, you've already missed the deadline to order cards from one of the many catalogs that can foil stamp the world with Joy in 12 different languages. Good thing — it would be less cheesy to send each of your clients a cheese log. You could always wait an

ich makes the PEO the “employer of record” for tax and insurance purposes. The employees are leased back to the original employer under a co-employment contract. The PEO is then responsible for administration of payroll, workers compensation, employee benefits, and workers compensation. Numerous duties such as 401 (k) administration, risk management, employee counseling, and training and development can fall under these categories depending on the terms of your contract.

Why use a PEO?

• Improved human resource practices can increase your profitability. PEOs handle basics like employee handbooks or more delicate HR tasks such as sexual harassment training.

• Comprehensive employee benefits makes your business a more attractive place to work

• State of the art HRIS systems better serve you and your employees with on-line access to payroll and employee information

• Progressive PEOs offer benefits such as college tuition reimbursement programs and travel services

Are you spending too much for workers’ compensation insurance?

Are your employees asking for benefits you can’t offer?

Are you paying too much for health insurance?

Is your company compliant with state and federal regulations?

Is your turnover rate adversely affecting your company’s performance?

Is your HR department as effective or as efficient as you believe it could be?

Here are some more guidelines provided by the NAPEO:

1. Assess your workplace to determine your human resource and risk management needs.

2. Make sure the PEO is capable of meeting your goals. Meet the people who will be serving you.

3. Ask for client and profess

HR Manager
How do Human Resource managers work? What are their responsibilities and what does their typical working day looks like? In this article we will talk about what it takes to be an effective human resource manager.Kim describes her typical day as well, not typical at all, every day is different. She says her job is very seasonal. "Recruiting season" for young lawyers starts in May and goes through November. During this time she will meet regularly with the recruiting Member of the firm, Jeff Mackenzie to discuss strategies, and issues of acquiring the best, and most compatible upcoming law school graduates. Overlapping some of the recruiting season, starting in August and going through January is the "benefits season" during this time she meets on a very regular basis with the Executive Director, Mitch

ike employee handbooks or more delicate HR tasks such as sexual harassment training.

• Comprehensive employee benefits makes your business a more attractive place to work

• State of the art HRIS systems better serve you and your employees with on-line access to payroll and employee information

• Progressive PEOs offer benefits such as college tuition reimbursement programs and travel services

Are you spending too much for workers’ compensation insurance?

Are your employees asking for benefits you can’t offer?

Are you paying too much for health insurance?

Is your company compliant with state and federal regulations?

Is your turnover rate adversely affecting your company’s performance?

Is your HR department as effective or as efficient as you believe it could be?

Here are some more guidelines provided by the NAPEO:

1. Assess your workplace to determine your human resource and risk management needs.

2. Make sure the PEO is capable of meeting your goals. Meet the people who will be serving you.

3. Ask for client and profess

Make Out Marketing
What is the single biggest fear of teenagers, business owners and CEO’s alike?The answer is simple. Making out for the first time, with an attractive partner or customer you really want to be with.The jitters, the butterflies, that welling excitement building in the brain, are eerily similar whether you are talking about business or that first make out session.All goes well and it’s magic? Screw it up, and you may never see that customer, I mean date, ever again.After reading a few teenage make out Blogs, you might just start to see the similarities.Here is an anonymous quote from an angst teenager, “I was talking to her in the cafeteria yesterday at lunch and went to give her a kiss - and she totally blew me off! She said she doesn't think she likes me in that kind of way and jus

benefit: they get access to supplemental HR expertise, competitive health insurance, and state of the art HR information systems. PEOs work in cooperation with larger companies’ HR departments.

Are you spending too much for workers’ compensation insurance?

Are your employees asking for benefits you can’t offer?

Are you paying too much for health insurance?

Is your company compliant with state and federal regulations?

Is your turnover rate adversely affecting your company’s performance?

Is your HR department as effective or as efficient as you believe it could be?

Here are some more guidelines provided by the NAPEO:

1. Assess your workplace to determine your human resource and risk management needs.

2. Make sure the PEO is capable of meeting your goals. Meet the people who will be serving you.

3. Ask for client and profess

Food Metal Detectors
An essential part of a comprehensive contamination control program, food metal detectors are primarily used in food and pharmaceutical industries to detect metal contamination in packets or products. With the highest accuracy and reliability, a food metal detector has the ability to detect all types of metals - whether it is ferrous, non-ferrous, or stainless steel. It plays a prominent role in ensuring product safety, equipment protection and regulatory compliance in the food industry. Furthermore, it is vital to enhance the reputation of a firm.The working of food metal detectors is quite simple. The appliance consists of a balanced, three-coil system, wound on a non-metallic frame. The center coil is attached to a high-frequency radio transmitter, and the other coils serve as receivers. When anything meta

lize their findings in your PEO search.

Here are some more guidelines provided by the NAPEO:

1. Assess your workplace to determine your human resource and risk management needs.

2. Make sure the PEO is capable of meeting your goals. Meet the people who will be serving you.

3. Ask for client and professional references.

4. Check the firm's financial background, and ask for banking and credit references. Ask the PEO to demonstrate that payroll taxes and insurance premiums have been paid.

5. Check to see if the company is a member of NAPEO, the national trade association of the PEO industry.

6. Investigate the company’s administrative and risk management service competence. What experience and depth does their internal staff have? Do any of the senior staff have professional training or designations? Check to see if the PEO’s risk management services have been certified by the Certification Institute at www.certificationinstitute.org.

7. Understand how the employee benefits are funded. Is the PEO fully insured or partially self-funded? Who is the third-party administrator (TPA) or carrier? Is their TPA or carrier authorized to do business in your state?

8. Understand how the employee benefits are tailored. Determine if they fit the needs of your employees.

9. Review the service agreement carefully. Are the respective parties’ responsibilities and liabilities clearly laid out? What guarantees are provided? What provisions permit you or the PEO to cancel the terms of the contract?

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The end of the year is a great time to clean out your office and shred all those old records. Host an office shredding day to make it easy for everyone to shred the extra paper that has been building up.

The IT field is very different from other career fields. If you are an IT professional, this article gives you the tips and tricks you need to jumpstart your career.

This article will provide a brief overview about the concept of hospitality industry, the problems faced by this industry and importance of hospitality marketing to ensure customer satisfaction and business growth.

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