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“During my hiring process, I was extremely grateful for ProHR.com. ProHR.com had all the answers and were prompt in assisting me with paperwork. Their communication and flexibility were admirable and they were truly a pleasure to work with.”
Sonia Doubet, Sales RepDomainMarket.com“I was recruited by ProHR.com, they are very professional and was very helpful, while I was still in the hiring process. I saw just how great they are at what they do, and because of that, I continuously use their services for all my companies staffing and human resource services needs. They are basically our HR Department.”
Teddy E. ChuaGeneral Manager“I know from personal experience that you cannot go wrong with ProHR.com. I was recruited by ProHR.com; and I even continue to use them to build my own company because their staff is personable, knowledgeable, and always available.”
J. Benjamin Lyne, PresidentInternet Applications.comRecent Posts
ProHR Blog
The Importance of Performance Reviews
You might be surprised at how many companies do not effectively conduct annual performance reviews. Too often, companies have them, but they turn out to be rushed paperwork sent to HR with the employee out the door in minutes. The impression this gives the employee is bad. Often, poor performance reviews can leave the employee feeling as if their boss—and company—are not particularly interested in their long-term goals. Top talent might even stop to think “Why should I stay?” Benefits of Reviews An annual (or bi-annual) performance review is an important opportunity for employers and employees to discuss career development. A lot of bosses do not engage with the employees … Continue reading
Handling Employee Part-Day Leave
There are many events that may require an employee to take half a day off. While full-day leave is easy to define and account for in company policy, part-day leave can be harder. The issues that cause employees to take off part of a day may involve matters that step into legal grounds. Policies about partial-day leave must take these issues into account. An administrative services organization (ASO) can help you establish good, sound policies for these situations. Continue reading
Hiring Interns
The ultimate compensation of an internship is experience, and that is what interns expect above all else. In addition, many interns want college credit. You may need to measure interns (particularly those who are current students) with their university’s scorecard rather than your own employee scorecard. If you intend to offer an unpaid internship, U.S. Department of Labor has released these strict guidelines regarding internship positions to help businesses comply with the law. Continue reading
Employees as Marketers
One aspect of managing human resources is often overlooked: the impact employees have as marketers. We are not just talking about your sales and marketing staff here—all of your employees have an impact on your company image and your ability to sell a product. What do employees like to talk about at neighborhood gatherings away from work? You! They talk about your company, your products, and their work. You want to make sure that they are saying positive things about you. Continue reading
The Management Balance
One thing businesses constantly struggle with is how much they should manage their employees. Under-managing leaves employees feeling confused and directionless. Over-managing stifles employee creativity and often results in reduced work quality and employee morale. The proper balance falls somewhere in the middle at an ideal point that is different for every company, usually closer to macro-management than micro-management. Continue reading
Workplace Violence
Violence in the workplace is a major concern for all businesses. In our last post, we talked about OSHA with regards to physical safety in the workplace. OSHA is also concerned with workplace violence in all its forms—physical aggression, emotional abuse, sexual harassment, and related concerns. Administrative service organizations and professional employment organizations are well-equipped to offer advice in preventing workplace violence. Continue reading
Workplace Hazards
Companies are required to provide safety information on-site about any hazards (obvious or not) found in the workplace. They are also supposed to provide safety gear (such as goggles or earplugs) and include safety devices on equipment (such as guards on moving parts). In addition, there are Permissible Exposure Limits (PELs) to various chemicals found in the workplace which are defined in Hazard Communication (HazCom) books. Industrial sectors such as the petroleum industry are regulated under Process Safety Management (PSM). Buddy systems are required in many more dangerous industries. Finally, many states have partnered with OSHA to require multiple hours of on-site OSHA safety training. Continue reading
Employee Training
Your business is only as good as its employees’ skills and knowledge. Constant training is crucial to success in our rapidly changing economy. Every year, new technologies are introduced that replace old ones, render skill sets obsolete, and sometimes replace employees entirely. To keep up, it is critical for businesses to help their employees stay on top of the latest tools and practices in their industries. Continue reading
Getting Started on Your HR Strategy
The best HR strategy for you depends on what kind of business you are. Factory workers require different treatment than accountants or programmers. Tellers require different treatment from loan officers or market analysts. Stock brokers and car salespeople may both be paid on commission, but they require completely different treatment. The best HR strategy for you will largely depend upon your business. You need to plan your strategy around the type of work your employees will be doing for you. Continue reading
Your HR Strategy: Part 5 | Outsourcing HR to ASOs and PEOs
Before you can make a smart decision on outsourcing your human resources activities to a third party, you need to understand two different types of HR providers: professional employer organizations (PEOs) and administrative services organizations (ASOs). Continue reading
Your HR Strategy: Part 4 | Working with Recruiting Agencies
Every business needs to select the right people for the job. Success or failure is often determined by having the right people on the team. In fact, many experts advise getting the right people before determining the right strategy. After all, the best strategy is going to depend on the skills of your employees. Continue reading
Your HR Strategy: Part 3 | Work-Life Balance
While traditional benefits like medical insurance, life insurance, and workers ‘compensation are all important, newer generations of workers expect more. They do not live to work—they work to live. They don’t see the point in higher salaries when they are never home to enjoy their salary. We don’t advocate wholesale replacement of insurance benefits with entertainment benefits. However, providing more company-based recreation instead of low-premium insurance may be cheaper for you and more valuable to the rising generation of workers. Continue reading
Your HR Strategy: Part 2 | Motivating Employees
As you design your compensation plans, determine your policies, and decide how to measure performance, keep your employees in mind. Make certain you treat them like people, and they in turn will respect you and give their best efforts to your business. Careful planning will lead to spectacular results. Let us lend our expertise in helping you develop sound compensation plans, good performance appraisal strategies, and effective disciplinary policies for your workforce. Continue reading
Your HR Strategy: Part 1 | Bringing Personnel In
The most important resources in any business are the people that make it happen. Managing those people—whether they are executives, staff, specialists, production personnel, or custodians—is a crucial part of making a business successful. Your business cannot exist without them, and it cannot effectively produce returns without their support. Continue reading
Your Company – A Natural Culture or Purposefully Groomed?
It is difficult, if not impossible, to create a culture from scratch. Cultures grow naturally in companies. Your job as an company leader is to use your tools and techniques to cut, prune, and form your culture without changing the natural form of the company. Some cultures are nurtured by the freedom of the employees choosing what they want to do with their time while others are created by putting many policies in place to make sure the employees behave in specific ways to ensure the companies goals are met. Continue reading
Knowledge is the New Commodity, Wisdom is the New Rarity.
In the business of information, knowledge has become a commodity. People who once thought their knowledge and experience gave them the competitive advantage are seeing a shift in the value employees think they bring to their company. Continue reading
People Will Always Be the Greatest Asset
Employees can solve complex problems, give advice that is applicable and relevant, and can adapt to newer and greater work than any other asset you have on your balance sheet. Learning to leverage the power of the greatest asset in your company will give you the best competitive advantage. The right people in your organization can help it be flexible and nimble enough to master the ever-changing business environment. Continue reading
Administration vs. Talent Management
A lot of what once was done in Human Resources is being dissected into one of two functions: HR administration and strategic talent management. In one, you see the day-to-day grind of managing the piles of paperwork to keep the business moving and fend off the lawyers. In the other, you see HR trying to “get a seat at the table” in maximizing their expertise as the people who know how to develop talent maximize the revenues and ensure a long future of excellence for their company. Continue reading
Create a Bright Future
With strategic personnel management, we’ll help you build a team that has a full range of expertise. We specialize in providing HR solutions and enabling your employees to contribute to a winning team. Take advantage of our solutions to streamline your company and create a great working environment. Continue reading
