The Workforce Management Ecosystem FOR MUCH OF THE 20TH CENTURY, COMPANIES USED EMPLOYEES AS A BUFFER AGAINST
ECONOMIC CHANGES. LAYING PEOPLE OFF WHEN DEMAND DECLINED AND REHIRING THEM WHEN
TIMES IMPROVED. TODAY, WITH INCREASED EMPLOYER ADMINISTRATIVE REQUIREMENTS AND
INCREASED ECONOMIC BURDENS FOR INDIVIDUALS A NEW STRATEGY WAS BORN….
Today, employment life cycles are shorter, financial markets are more volatile, and workers’ jobs – along with their skills – become obsolete more quickly,
thanks to the new requirements placed on Employers.
Predictably, employees are less loyal in this new era, which means that those with the right combinations of skills disappear even faster. Restaurants and Hotels spend large sums to replace
those people, if they can replace them at all….
In 1979, workers in the Restaurant and Hotel industry received 2.5 weeks of training per year; in 2015, nearly 80% had received little to no training on non-core areas such as
customer service and safety.
Treat Workforce Planning Like an Investment PortfolioYet most Restaurants and Hotels often leave workforce decisions largely to chance. Companies need to start looking at the workforce like any other important investment portfolio, with an increased emphasis on shifting increased employer administrative responsibilities
that are hard to track, report, and manage and focus on their time on increasing operational efficiencies. Unless companies pay attention to keeping a lid on their workforce cost and compliance exposure and build their organizational capability, they won’t be
able to deliver the results they expect in the future.
Keep in Touch But employers must also engage with a talent ecosystem that includes current and former employees and contingent workers such as temporary workers.
Why?
Because in order to keep a reign on labor cost compliance exposure, your company must have access to available labor. Also, employees are pursuing more work opportunities with flexibility to keep up with their own economic demands.
Old HR Models Are Dead Yet HR management practices at most Restaurants and Hotels aren’t designed to engage with a flexible workforce of employees and contingent workers. They’re stuck in the last century: too rigid and incompatible with business demands to hire more quickly and develop workers with the skills to match their core business in the shortest time.
Few companies align their recruiting, hiring, and workforce management compliance with their long-term business strategy, as they do their financial portfolios with their needs for cash and capital. Rather than plan for their short-, medium-, and, long-term talent needs, they end up scrambling to find vital talent that has the skills they are looking for and then managing all of the requirements that go along with having that talent.
Focus on Early Development
Every company says its workers are its most important asset.
But it’s not until business leaders start viewing payroll as an
investment that they can take the next crucial step: Employer
related cost continues to rise at an alarming rate. With more
requirements placed on a company and a shrinking labor pool, a
Restaurant or Hotel is replacing the time they normally have
used to attract, develop and maintain good employees to trying to
keep up with the cost and compliance of new requirements such
as ACA, mandatory PTO and higher minimum wage laws.
Why Millennials Will Change HR Management
Giving millennials what they want is better for companies.
Mobile technology, social tools, and the emergence of online
courses make it more cost effective to engage a contingent
labor pool that is not only available but trained to work in a
restaurant or hotel they have qualified to work in. It is also a
great way for companies to disengage the enormous
administrative challenge of recruiting, compliance, and
development.
.
> Increase Employee Productivity – Leading to Increased Profitability > Focus on Core Competencies > Reduce Administrative Burdens > Help Mitigate Risk/Liability and Protect Assets > Become an Employer of Choice
·Access Contingent Workforce on their Mobile Apps
·Employee Practices Liability Insurance ·Legal Defense Benefit ·Employee-related Investigations and Human Resource Guidance
·Workers’ Compensation Insurance Coverage ·Safety & Loss Prevention Programs ·Drug-free Workplace Programs
·HR recommendations to help minimize liability ·Outplacement Service in Shifter Pool·Unemployment Claims Administration
·Qualifications Training ·Safety & Loss Prevention Training ·Online training ·Supplemental Online Training* ·Skills/License Tracking*
·Online reviews ·Background Checks·Trained for your company ·Online Skill Assessment
·Web-based Payroll Processing ·Management Reports ·Payroll & Employment Tax Processing ·Wage Garnishments ·Paid Time-Off Accruals* ·Automated Time & Attendance System*
·ACA Compliance and Reporting ·Qualified Plans to fit your budget ·Online benefits Enrollment ·Section 125 & Flex Plans ·Employee Assistance Program ·Voluntary Benefits ·Employee “perks” ·401(k) Plans ·COBRA administration
·Employee Service Center ·Dedicated HR Representative ·HR Administration ·Employee Leave Administration ·Online Self-Service and New Hire Processing ·Total Compensation Statement
Ecosystem – Focus on Growth / Clients
CRA FLIA
ICPCA PAWA
AFA
LM FLF S
RS FICA I
FOREWARN
2009
Why It Matters Health Reform
HIRE HIRE
> The compliance burden on employers has increased sharply since 2008, with significant additional legislation forecast for 2016 and beyond.
> Compliance is costly, complex and time-consuming.
> Violations can overwhelm – even destroy – a business.
CHIPRA ARRA
EO 13496 EO 13495 EO 13494
CHIPRA ARRA
EO 13496 EO 13495 EO 13494
2000 FMLA Regs ADAAA LEDBETTER
FMLA Regs ADAAA LEDBETTER
HIPAA FMLA HIPAA HIPAA FMLA ADA WARN
ADA WARN EPPA
IRCA EPPA
IRCA COBRA COBRA
ERISA HMO
FMLA ADA WARN EPPA IRCA COBRA
ERISA ERISA HMO
MSHA OSHA
MSHA OSHA
HMO MSHA
OSHA ADEA FUTA EOEPA A EEO S RA LSA
1900
ADEA FUTA EPA
EEO LMRA FLSA IRS
FICA NLRA COMMON
FICA NLRA COMMO
ADEA FUTA EPA EEO
LMRA FLSA
IRS FICA NLRA COMM LAWCOMMON
ADEA FUTA EPA EEO
LMRA FLSA
IRS FICA
NLRA NLRA COMMON COMMON
COMMON
LMRA FLSA
IRS FICA
NLRA COMMON LAW LAWCOMMON
HFA
MFJPA WFFA
ENDA Health Reform