Author: Caribbean HR Solutions

25 Mar 2019

Employee happiness = business profitability

Because I’m Happy

Happy is not in the lexicon of what is considered the usual business lingo. We’re more accustomed to talking about profitability, efficiency and sustainability. Ironically, for those key factors to be in the ideal optimum state, employee welfare and engagement must be a priority for any forward-thinking organisation. This brings into focus the oft-blurred lines between corporate objectives and clearly aligned hiring and on-boarding best practices. This is also where HR practitioners excel, or ought to anyway, by helping senior management employ holistic hiring solutions with employee contentment as a priority.

Workplace harmony

Let’s get one thing straight: as much as companies strive to be the coolest place to work and be revered for their compensation and benefits package, it is, above everything else, a place where services are exchanged for payment. That’s the primary reason organisations conduct executive searches or hire HR consulting firms — to help them find the best and brightest. Keeping them on board is another story. It’s not lost on managers that with strategic succession planning in mind, they must maintain the interest of young hires who are increasingly more into personal development and instant gratification. But how does a leader strike that tricky balance between getting their pound of flesh and creating a family centric culture that encourages employees to act in the company’s best interest as if they were the CEO and founder? Many start-ups go as far as offering stock options or up the ante with paternity leave and on-site childcare or gym amenities. The fact is that organisations are awakening to the stark realities of competing for the loyalty of their internal customers almost as much as they do for external ones.

Business model

The subheading alludes to the framework and peculiar strategic objectives of any given company. In this instance, though, I’m referring to a model business environment, one that sets a standard for how team members are given primacy in one of the areas that matter most — their physical workspace. Over the last decade or so, much has been made of some high-profile examples of uber trendy, downright cool places to work. If you Googled ‘cool places to work’, Google itself would probably pop up as a top search item. As self-serving as that may seem, it’s also reputed to be true. The same can be said for Facebook and other open-floor designed corporate spaces — where enclosed offices are often seen as closed-off communication, and jeans, trendy tees and sneakers are the new normal for office attire. A local example of an international brand that employs this approach in some respect is Vistaprint. But don’t be fooled by the facade of employee chill-out areas, flashy paint jobs, or mini-gyms. Creating a ‘happy’ environment for your team members is never just about stylish or lavish amenities. It starts and ends with a genuine appreciation for the value and contribution each team member brings to the table, and backing that up at every level of their engagement and compensation.

Debra Fraser, MBA is CEO of Caribbean HR Solutions, a board member of the Business Process Industry Association of Jamaica, a member of the Human Resource Management Association of Jamaica, and a member of the Society of Human Resources Management in the US. Please direct comments to dfraser@caribbeanhrsolutions.com

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http://www.jamaicaobserver.com/career-education/employee-happiness-business-profitability_160261?profile=127

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12 Mar 2019

The Big O

In a world still characterized by patriarchal domination, it’s natural that the working world also reflects disparity when it comes to women in top corporate and government positions. That inequity is equally evident when we examine the statistics about equal pay for equal work. However, much has changed over the last few decades, albeit slower than many would prefer.

Having said that, it’s both useful and inspirational while celebrating International Women’s Day to recognize the impact and contribution of women in business in particular.

Opportunity

We can certainly appreciate the handful of women now leading countries like England and Germany and champions of industry like Mary T. Barra of General Motors or local mavericks like Paymaster’s Audrey Marks. Some more household names of pioneering women include iconic fashionista Coco Chanel, Huff Post’s Ariana Huffington and of course Oprah Winfrey. You know you’re in another league when you only need one name to be recognizable. And who doesn’t know about Oprah and her story of tragedy and triumph over seemingly insurmountable odds. From being abused as a youngster, racially stereotyped and being paid less as a TV co-anchor for the exact same workload as her male counterpart, she is the epitome of a global icon fashioned in her own image. But her rise and continued success is much more about substance than it is about personality. After being headhunted as a budding journalist, when she in turn became an employer she also had to utilize  talent acquisition strategies to create the right team for her vision, brand and companies Even super women need the support of smart, capable people around them. The big O is powered not just by her persona, but the personnel she surrounds herself with.

Outstanding

The phrase ‘dance ah yaad before you dance abroad’ comes to mind as a stark reminder of the  wealth of local doyennes staking their claim at the Jamaican dream through innovation, industry and just plain grit. It’s never been easy navigating in what remains a man’s world. Still, it doesn’t require too much surveying of the Jamaican landscape to identify women on top of their game. One such standout is Sutherland Global’s Odetta Rockhead. As vice president and country head for one of the world’s leading business process outsourcing companies, she took control of her own destiny and a male-dominated industry after overcoming great personal and professional challenges from an early age. So much so that by her early thirties she was leading a team of hundreds and generating growth and income levels previously unheard of in the annals of the local business process outsourcing industry.

There are many other awe-inspiring stories about triumph and innovative leadership by women who refuse to be limited or defined by traditional gender expectations. So as we celebrate women everywhere, we also acknowledge and show appreciation for the men whose partnership and leadership makes greater life and workplace parity possible.

Until next time, Leaders Keep Lookin’ Up!

Debra Fraser M. BA, is CEO of Caribbean HR Solutions – a leading HR Outsourcing and Recruiting firm, a board member of the BPIAJ and the Global Services Sector, a member of the Human Resource Management Association of Jamaica, and Society of Human Resources Management. Please direct comments to dfraser@caribbeanhrsolutions.com or www.caribbeanhrsolutions.com

 

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21 Feb 2019

Payroll Outsourcing: What is it and why do it

Payroll Outsourcing Defined

Payroll outsourcing simply refers to the hiring of an external firm that will be responsible for some or all of the payroll functions for the company. These companies generally take the responsibility of paying the employees, distributing pay slips, obtaining the appropriate and up-to-date payroll software and making the necessary statutory deductions. Many companies whether large or small find it necessary to outsource their payroll function as a makes their job while ensuring that they are fully tax compliant. Payroll outsourcing is the fastest-growing aspect of the global human resource outsourcing (HRO) industry and research conducted estimates that that it is expected to grow at a CAPR of 4.4% during the period 2016 – 2020.

Why Outsource Payroll?

The benefits of outsourcing your payroll should definitely be considered before making a decision to hire a payroll outsourcing company.

  • Payroll is a time-consuming process. Outsourcing your payroll process to a third party and allows you the time and convenience to focus on your core business with the knowledge that your employee’s work hours, pay rates and wage deductions are being handled.
  • Outsourcing your payroll reduces the possibilities of tax compliance errors and possible fines that might be associated, as well as likelihood of missing key tax deadlines. That is because the payroll is being handled by trained experts that have the responsibility of being aware of all changes that are being made by the tax authority and making the necessary changes to ensure compliance with government regulations. So as an employer you can focus on other aspects of the business without the need to worry about missing tax deadlines.
  • Payroll is not just about getting your employees paid on time however, that is an important aspect of the payroll process. Ensuring that employees are paid on time and that their statutory and employee deductions are accurate of the payroll process. Missed pay deadlines can lead to unhappy employees and continuous missed pay deadlines will result in. If considerate time and focus is not dedicated to the process of payroll, it can negatively affect your company, your production and your overall bottom-line. If you are constantly paying your employees late and missing pay deadlines then you should outsource your payroll process.
  • Outsourcing your payroll is also cost-effective. Cost-savings can be calculated based on the time savings that is not spent on conducting your own payroll. Time saved is money saved. Outsourcing your payroll allows you to save time in the following ways allowing you to focus on the overall company business.
    • Calculating payroll each pay period per employee
    • Creating and Distributing pay slips
    • Preparing and sending payroll taxes and tax returns to the government.
    • Outsourcing your payroll also tends to less expensive than keeping payroll internal.

Things to consider when choosing a payroll outsourcing provider

To ensure that you have a seamless payroll process it is important that as a company you do some research into the payroll industry prior to choosing your payroll provider. Here are some things to consider when choosing a payroll outsourcing provider.

  • Price – what is the price and additional fees that  the company is charging and is it worth the service that they are providing?
  • Service – what are the services being offered?
  • Reputation – What is the company reputation? Reputation is a critical factor as the reputation will help to dictate when can be expected from your payroll provider. As this process is outsourced, business owners will not be able to oversee the process as they would with their other operations. There is therefore a risk of using an unreliable firm to conduct your payroll which can lead to more problems than solutions. It is important to review the company’s reputation whether by get references from other companies or other means available to ensure that you will receive quality service.

Want to outsource your payroll services. Contact us at 1-876-971-7632 or email sales@caribbeanhrsoluions.com for more information.

 

Payroll Outsourcing Market 2017 Global Share, Trend, Segmentation and Forecast to 2021
http://www.digitaljournal.com/pr/3558598#ixzz5en0D0IoM

The Pros & Cons of Outsourced Payroll

https://yourbusiness.azcentral.com/pros-cons-outsourced-payroll-3039.html

 

Why Payroll Is One Function You Should Outsource

https://smallbiztrends.com/2014/11/outsourcing-payroll-tips.html

 

 

 

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07 Feb 2019

CHRS: Impacting the youth of tomorrow

As we seek to impact our nation through developing the lives of our youth, Caribbean HR Solutions’ HR Programs Manager, Tomeisha Mckenzie made a thought-provoking presentation at the UTech Western Jamaica Campus on Gaining a Headstart: The Resume, the Job Search & Finding the Right Fit. During the presentation she highlighted the importance of doing career exploration through self-discovery, assessing yourself and investigating the world of work. She also looked at resume building, dressing for success and interview tips along with answering any additional questions the university students had.

It was an engaging session that allowed the students to ask questions and gain insight into the world of work. We are confident that the knowledge that she imparted will go a far way in helping these students as they prepare to start their professional careers.

CHRS: impacting the young minds of tomorrow… because we believe that #TalentMatters.

 

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11 Jan 2019

CHRS celebrates employees at inaugural Grand Gala

Since August 2010, Caribbean HR Solutions has been providing seamless Human Resource Outsourcing (HRO), Recruiting, Payroll and Business Process Support solutions to new investors entering the business landscape of Jamaica. The company has been making its mark by servicing major players within the Manufacturing and Tourism and Airline industries as well as being a key contributor to the rapid growth in the Oil and Gas and Business Process Outsourcing (BPO) industries.

We have supported our client base by providing them with our high-quality HR Program Outsourcing, Payroll & Benefits, HR Consultancy, Executive Recruiting, High-Volume Recruiting and Employer of Record (EOR/PEO) services. Our business success is marked by our depth in local and global HR Expertise, the skillful deployment of HR Technology, and a genuine approach to Relationship Management.

As a company we have had a great 2018 and we are thankful to all our employees, clients, shareholders, and partners for their hard work and support. We capped the year off with our 1st CHRS Grand Gala that was held at the Day-O Plantation. As we celebrated this milestone, the Jamaica Gleaner was on hand to celebrate with us. See the link below to their article

http://jamaica-gleaner.com/article/social/20181221/caribbean-hr-solutions-celebrates-employees-inaugural-grand-gala

 

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18 Dec 2018

Trump: a lesson for leaders by Debra Fraser

Yes, leaders, let’s go there.

But before we do, remember this: We are all students of life, and as leaders, it is crucial for us to lead a learning lifestyle; that practice of learning from everything — the good, the bad, and the ugly. To have times of reflection when you evaluate the bigger picture — causes and effects — so that you can see what changes are required to ensure success. To create smart strategies to break cyclical errors and recognize, even prompt those ‘aha’ moments on how to standardize best practices for sustainable profitability. All of this is learning at the leadership level and forms the basis for continuous improvement in any sphere of life. Your ability or inability to learn impacts you, your teams, and all those within your scope of influence.

So, what then can we learn from The Donald?

Regardless of whether you are a Trump fan or not, one thing is undeniable: his actions and characteristics are nothing shy of incredibly bold! Here’s how Wikipedia defines this characteristic: it is “the quality of having a strong, vivid, or clear appearance”.

Boldness is about the energy and conviction you portray to those around you. It is what draws people’s attention to buy what you are selling. It is Usain Bolt’s jig at the build-up to a 100-metre race, and the swagger in Barack Obama’s walk.

It smells like confidence (though it can be a sign of its deficiency) and thus is prone to popularisation even if it is devoid of integrity, truth, or effectiveness. But even while it may be completely disconnected from values, boldness sill retains its powerful impact.

Let’s jump from one extreme (politics) to the other (religion). The book of Proverbs 28:1 states: “The righteous are as bold as a lion.”

A simple definition of righteous: rightness, or consistently doing what is right, yet another leadership discipline. Regardless of your religious persuasion, this verse is a challenge to leaders – especially middle managers.

Have I chosen the right job that suits my natural gifts, passion and purpose? Am I making the right decisions for my team and company; choosing the longer, tougher path in order to ensure success? Am I doing the ethical thing even when noone is watching? And finally, when I am practising ‘rightness’, am I doing so with boldness? Am I confidently representing what my team is all about; creating my own jig and swagger?

With our Government’s aggressive 2020 economic goals just ahead and in anticipation of the associated learning that will accompany this challenge, let us as leaders become bold about what we are in fact doing right.

Until next time, leaders keep lookin’ up!

Debra Fraser, MBA is CEO of Caribbean HR Solutions; board member of the Business Process Industry of Jamaica; member of the Human Resource Management Association of Jamaica; and member of the Society of Human Resources Management in the US. Please direct comments to dfraser@caribbeanhrsolutions.com

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13 Dec 2018

Why you should outsource your recruitment

Recruiting a new member of staff can be a time consuming task and hiring decisions shouldn’t be taken lightly. You need to think realistically whether your team have the time an expertise to find the best individual to join your business.

If the answer is no, then you may want to consider outsourcing your recruitment. After all, it is a recruiters job to find the best candidate available, so they will be equipped with the experience and resources to fill the position quickly and efficiently.

If you’re not sure about whether you should outsource your recruitment or not, here are a few reasons it could benefit you.

1) Focus can remain on business

Taking time out to focus on recruiting new employees can result in neglecting your usual job, that could be important to the running of the company. By outsourcing your recruitment, you can leave the job to the recruiter while you attend to your usual business.

2) Improve the quality of hires

You may find that you have trouble finding and recruiting qualified candidates by yourself and this isn’t necessarily a reflection of your company or the salary being offered, and rather an indication that you aren’t searching in the right place. Recruiters are experts at seeking out the best candidates on the market. They know where to look, what qualities to look for in an individual and how best to approach people about a job; making them qualified to speed up the process and improve the quality of hires.

3) Reduce costs

Hiring can be expensive. From the labour required, to posting ads on job boards and conducting background screening, the costs can really mount up quickly. By using a recruitment agency the cost is all rolled into one, so could reduce spending in the long run. Outsourcing recruitment can also save staffing costs of an in-house recruitment team, as well as reducing the chance of losing money to a bad hire.

4) Keep up with demand

Fast growing companies may find it hard to keep up with the recruitment needs and demands that they are facing, as they don’t have the time and resources to manage it in house. Recruitment agencies will be better qualified for handling a high volume of roles at one time, as well as having the advantage of being able to dedicate all of their time to it, rather than juggling it alongside other duties.

5) Reduce turnover rate

A poorly run recruitment process could be to blame for a high turnover rate which can have financial implications for a business, as well a disruptions to productivity and ongoing projects. A high turnover may not necessarily be a reflection on your company in general, as it may just indicate that candidates just aren’t a very good fit for the company, would could come as a result of a poor recruitment process. Recruiters are well practiced in assessing what kind of people will be suitable for a certain role and the company culture, so could assist in placing individuals who are better suited to the business and will stay in the job for longer.

Caribbean HR Solutions are proud to support you in your recruiting outsourcing needs. Call us at 1-876-971-7632 or email sales@caribbeanhrsolutions.com.

Taken from

5 Reasons Why Companies Should Outsource Their Recruitment

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04 Dec 2018

Business versus ‘busyness’ at Christmas Time by Debra Fraser

With Christmas fast approaching, everyone is feeling the happy, but hectic crunch of the holiday season. For business leaders, who are people too, this can mean unmanageable stress and even failure as yuletide stress is compounded by spikes in seasonal business — trying to reach end-of-year goals, activate Christmas sales campaigns, and execute last-minute strategies to close the year in the black and not the red (no offence, Rudolph).

Add to this already long list of extra to-dos, the festive responsibilities of house and home — planning social events, family get-togethers, and gift-giving — all of which come with additional costs of time, money, and attention. Hats off to those who have also committed to physical challenges of ‘getting in shape’ for the new year to fit into that dress or suit at the staff holiday party. So much extra pressure! It’s enough to make the ‘Happy Holidays’ feel not so happy.

As leaders, if your load is too heavy, or your mood too low, your entire team feels it, and so do their families. Bear that in mind.

There’s a reason why governments mandate holiday time off. It’s to ensure that “busYness” doesn’t keep people so busy that they don’t get to enjoy life. The responsibility for ensuring this work-life balance lies in the laps of all business leaders.

What’s the difference between business and “busyness”, you ask? Well we all know what business is. So here’s a definition of its first cousin, “busYness”, from the Urban Dictionary. “Busyness” is to have more to do than you can handle.

Leadership advice: just because you ‘see’ that it needs to be done, doesn’t mean it has to be done now. Wise leaders have used November to prioritise only what must be done in December. If you’ve not yet done so, here are examples of things you may be able to nix from December’s objectives:

• Meeting with prospects that are unlikely to purchase

• Internal projects and meetings that can be deferred

• “Helping out” in areas that are outside of your expertise.

 

But in your cutting back, there are key items that must be prioritised. For example:

• Key KPI’s ONLY IF they can reasonably be closed off

• Sales tasks ONLY IF they contribute to new clients or retention

• Reports and special projects ONLY IF they are for your boss(es)

• High-touch social events ONLY IF they serve to strengthen key relationships.

The lists above are not at all comprehensive, but are guidelines towards achieving balance for you and all those you impact. This Christmas, find ways to keep the “I” smack in the middle of Business.

Until next time, leaders keep lookin’ up!

 

Debra Fraser, MBA, is CEO of Caribbean HR Solutions, a board member of the BPIAJ, and a member of the Human Resource Management Association of Jamaica, and Society of Human Resources Management. Please direct comments to dfraser@caribbeanhrsolutions.com or www.caribbeanhrsolutions.com

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29 Nov 2018

Improving Candidate Experience

Let’s face it – The hiring process is stressful for both sides. The job seeker is putting their talents and career future on the line, which is a vulnerable place to be. The organization is investing considerable resources in hopes of finding a star in the making. This is important stuff.

 And yet far too many organizations make a mess out of the candidate experience in the recruiting process. This is astonishing and just plain self-destructive.

In other words, a good candidate experience is brilliant marketing for an organization; a bad one is an ongoing black eye for people interested in your employer brand. Devastating as that is, this fact is even worse: a bad hiring experience may cause the right applicant to turn down the job. Top talent has no desire to work in a disrespectful organization with leaders who simply don’t care about the recruiting process.

Savvy organizations turn HR into a powerhouse marketing and recruiting tool. Here are some steps you can take to follow their lead:

1) Walk in the job seeker’s shoes. We’ve all been job seekers at some point in our careers. As you design or improve your hiring process, keep the applicant experience front and center at all times. Yes, this is about fulfilling your organization’s needs, but the more you understand and design the process from the applicant’s point of view, the more successful you will be. Role-playing can be invaluable here. Have a team member play an applicant as you design each step of your process.

2) Communicate. Remember that disgraceful statistic: over 70 percent of online applicants never even get a form reply. This is often a symptom of dysfunctional Leadership and HR; it violates the rules of common human courtesy and smart communication. You must explain every step of the hiring process to an applicant. Always meet the deadlines and markers you have established. If for some unforeseeable reason, you’re unable to, communicate that swiftly and directly to the applicant. Stay transparent and honest all the way through.

3) Bring employees in the process. Jobs don’t exist in a vacuum. You want to hire people who are going to mesh with your culture. The best way to ensure this is to seek employee input in designing and implementing your hiring. A fresh pair of eyes can sometimes provide just the insight you’re seeking. And consider having promising candidates meet with their possible future teammates to gauge workplace culture fit. Too many HR departments want to guard their culture against the world. That’s a mistake. Moliere once said: “I take my good where I find it.” He’s one smart guy.

4) Personalize the recruiting process. You’ve heard me say it again and again: when it comes organizations and their people, one size fits no one. You want a hiring process that has built-in flexibility, not rigid rules. Some of the best talent is idiosyncratic, eccentric and maybe even a bit weird (exhibit A: Steve Jobs). The last thing you want is a process that eliminates stellar talent for bureaucratic reasons. Yes, a college degree is nice, but is it really the key determinant of an applicant’s future performance? Methinks not.

Hiring lies at the very heart of HR and Leadership. When candidates are hired after a positive experience, they hit the ground running, their commitment to your organization having been nurtured and strengthened during every step of the process. When candidates aren’t hired, they walk away feeling respected and appreciated, and are far more likely to recommend other talent look into your organization. This is world-class HR. And you can make it happen!

 

Read more

https://www.forbes.com/sites/meghanbiro/2013/12/08/5-tips-for-a-winning-candidate-experience/#6ef020891ee5

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15 Nov 2018

The Cost of Payroll Errors

Processing payroll is a critical aspect to your company. Employees want to assured that payroll is being properly calculated and that they are paid on time or production can be affected. There are many ways both indirectly and directly that payroll errors can prove to be costly for your company. Here are a few

Time (Labour) spent on correcting errors

Every payroll error that is made MUST be corrected. The payroll has to be accurate for taxation and recording purposes. The employee must be paid what they are due. That means that the time that that employee could have been doing something else is now spent correcting errors which in some cases can take more time to do that than the payroll had initially taken.

Interest and Penalties From Payroll Errors

It is important to ensure that your payroll calculations are in compliance with the law. Failure to do so can result in interest and additional penalties being enforced by the government.

Loss of Employee Trust due to late or short payments

Employees expect to be paid accurately and on time. When paychecks are late or short they will affect the lives of the employees. Employees will become dissatisfied with the company which can result in lower productivity and absence.

Cost of rehiring due to payroll error turnover

When payroll errors occur, particularly when they occur more than once, some employees will decide to leave the company. Companies must at that point seek to replace these employees which will incur additional costs in recruiting, interviewing and training.

 

Caribbean HR Solutions, as a payroll outsourcer, can aid in preventing payroll errors. Their experienced payroll staff will manage your payroll processes; making payroll seem easy. You can save time and money in your payroll process. Contact us at 1-876-971-7632 or email at sales@caribbeanhrsolutions.com.

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