Professional employer organizations can be a wonderful way for businesses large and small to handle and strengthen their human resources capabilities, but many organizations new to the industry don’t know what to expect from their PEO partners. As one of the nation’s leading PEOs, CoAdvantage is no stranger to working with businesses who have fallen for a few myths. Here we correct some of the biggest misconceptions we encounter.

Myth #1: PEOs are only for big businesses.

Reliance on third-party organizations is more than just the new norm in business; it’s increasingly necessary to leverage the niche-specific expertise that only third-party providers can offer, allowing businesses to focus on their own core competencies. Yet managing this third-party ecosystem of financial, IT, HR, and other providers can prove very challenging, and poor vendor management can make organizations vulnerable to unnecessary risks. Here are five keys to ensuring a successful, low-risk relationship.
How many companies outsource benefits-related functions? Short answer: more and more. Two recent studies both demonstrate this dramatically. The third annual Guardian Workplace Benefits Study found that one-third of employers now outsource all of their benefits administration, a 65% increase since 2013.
Outsourcing can feel like diving into the deep end. Prior to the plunge, staring down the prospect of outsourcing can be daunting. And if you’ve ever hesitated about outsourcing, you’re not alone.
Age discrimination in employment is prohibited in the U.S. by the Age Discrimination in Employment Act of 1967 (ADEA), but some unusual limitations restrict the federal law’s application.
Wholesale Services refers to sales of an enormous range of durable products, from professional and commercial equipment through motor vehicles and parts through electrical goods. It's a gargantuan industry that deals in $6 trillion in annual sales and, remarkably, is one poised for substantial growth.
Would you benefit from outsourcing at least some, if not all, of your HR activities? Definitely. Even if you simply offload the transactional requirements to a third-party, you’ll save time, money and stress. But that’s not what we want to talk about today. In this article, we’re assuming you already do, or are considering, outsourcing; and you’re curious how to make it work in practice. Here are three pieces of advice for in-house HR professionals to better work with an outsourced team.
Fundamentally, a professional employer organization, or PEO, handles HR and employee issues while business owners focus on their core expertise and revenue-generating activities. To that end, a PEO’s service model extends throughout the entire employee lifecycle from start-to-finish. Here’s how.
Business Process Outsourcing is a special kind of outsourcing: instead of using a contractor or agency to outsource a specific project, you outsource an entire business process, like HR. So while some of CoAdvantage's clients only use specific services - like talent acquisition - others have us take over their HR functions entirely in our capacity as a PEO (professional employer organization).
How do you establish the effectiveness of your HR provider’s efforts? It’s an important question to investigate because, as one study found, “organizations should realize that the success of HR outsourcing is very much dependent on their relationship with the service providers, which takes into account the significant factors such as trust, business understanding, commitment, communication, and top management support.” Specifically, a successful partnership enhances business processes to improve customer experience, optimize costs, and build competitive advantage.
Subscribe to RSS - Outsourcing