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10 HR Changes to Look Out For in 2016 | HR For Hire - Human Resources Consultant - Lehigh Valley, Allentown, Bethlehem, Easton
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10 HR Changes to Look Out For in 2016

10 HR Changes to Look Out For in 2016

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2016With 2015 coming to an end, the HR FOR HIRE, Inc. team sat down to review the year and help you get started on the right foot in 2016. And no we are not dispensing the usual advice how to lose weight or have a better work life balance. Here’s a sneak peek into what 2016 will bring for you.

Review the Employee Handbook
May be time to dust off and update your employee handbook. Many changes have occurred so from substance abuse to sales compensation, it may be time to update.

Before You Hire
Make sure you have your documents ready if you find the right employee. Do you have a Legally Compliant Job Description, official Offer Letter, Legally Compliant Employment Application or Who is going to Train the New Hire?

Expect increased prices
Staffing Industry Analysts forecasts a 6% industry revenue growth rate next year. We’re no longer in a recession. Forget bargain-hunting. That’s over, as is easily finding skilled talent. Expect to pay competitive prices for your contingents.

Refined market
You have grown in sophistication. Human Resources is a profession and here to stay. Suppliers, contingents, technology, contingent workforce management (CWM) models, have all evolved as the market has grown. Do your due diligence. There is a chance that you might be switching to a HR vendor neutral program.

VMS Move
If you don’t have a vendor management system (VMS), you may be looking to get one especially if your company’s contingent workforce spend is over $10 million and you use contingents in many locales, globally. Talk to peers before you decide on going this route.

Going RPO
Your HR counterpart could turn to you for recruitment process outsourcing guidance for certain skill sets and functions. We see greatly increased activity in this segment: more staffing firms are looking to offer it and more buyers are using recruitment process outsourcing. But it’s not for everyone. Look before you leap.

Compliance check
The federal focus on independent contractor compliance should have you and your company establish a compliance program (if you haven’t already). Contractors are a must-have resource for many companies, but make sure you are doing it right. Those well ahead of the game, concentrate on auditing your IC relationships.

SOW
If you are not already talking Statement of Work (SOW), you will be. Many companies have brought spend for these statement of work consultants under their contingent workforce program. Visibility into SOW spend could offer tremendous opportunity for savings.

C-suite connection
Make sure you are in touch with your sponsor. If you don’t have one (due to departures or org changes), now is the time to woo the right executive individual to be yours. They can be great change and PR agents. Approval from the top tells employees “this is the way it should be.”

Trend alert
Pay rolling and online staffing as tomorrow’s trends. Be on the lookout!

SOURCE: www.staffingindustry.com

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