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Balance Point combines cutting edge technology and personalized support to satisfy the human capital management needs of our clients.
According to a 2015 Employee Benefits research report, 70% of U.S. employers currently offer a general wellness program, up from 58% in 2008, when SHRM first surveyed companies on the topic. HR Continues to Become More Strategic Human Resources has increasingly become more involved in the organization’s overall business strategy. According to a 2014/15 survey conducted by the Cranfield Network on International Human Resource Management (CRANET) in collaboration with SHRM and the Center for International HR Studies in the School of Labor Employment Relations at The Pennsylvania State University (CIHRS) of 700 senior-level HR practitioners: • 70% said HR has a place on the board of directors (compared to 63% in 2009, and 41% in 2004) When management understands how a more strategic approach to HR delivers Human Capital solutions, HR is viewed as more of a business partner contributing to the organization’s growth and profitability.
The rule more than doubles the threshold at which executive, administrative, and professional employees are exempt from overtime pay, increasing it to $47,476 annually from the current $23,660 established in 2004. Employers were given 190 days to comply (the deadline for implementation is December 1st), yet many business groups are arguing that it’s just not enough time. On September 28th the U.S. House of Representatives voted 256-to-177 to pass HR 6094, the Regulatory Relief for Small Businesses, Schools, and Nonprofits Act, which would extend the date of implementation by an additional six months. For those newly overtime-eligible employees who typically work 40 hours or fewer a week, but have occasional overtime spikes, you may consider paying them time-and-a-half whenever they work more than a 40 hour week.
Although you may feel like you need to replace the position immediately, it’ll serve you best to take your time and hire the right person from the start. Although good management and leadership is a major part of keeping employees happy, it’s also important that employees feel like they have a purpose, are contributing to the company, and don’t need to be micromanaged. When hiring younger talent, they want to feel like their position is crucial to the company. Employee happiness is crucial part of retaining talent, employee attendance, and overall job satisfaction.