Human Resource Management

Below you can find the details about Golden Triangle…

· Results

You first make a list of every result that you want the new person to produce. Always focus on results rather than activities. Take 100 points and allocate them over your list of desired results, divided on the basis of value. This allocation will help you decide the most important results required. By the 80/20 rule, if you have a list of ten desired results for a job, two of those tasks will be worth 80 points and other eights tasks will be worth only 20 points.

· Skills

Once you have determined exactly what you want the person to do and the results he or she is expected to produce, the second consideration in hiring is skills. You look for someone with a proven track record in that area. You are seeking a candidate who has already successfully demonstrated the skills necessary to achieve the results you are hiring him or her to achieve for your company. You always hire people based on their past performance and proven results, rather than your future hopes and ambitions or theirs. Many business owners make the mistake of hiring a completely inexperienced person for an important job. They hire based on what the person thinks that he or she can do in the future, rather than what he or she has already done in the past. Occasionally this approach will be successful, but in most cases it will either fail or be a great disappointment.

· Personality

The third element to look for is personality. In studies of many thousands of job failures, it has been found that the cause of most of them was “wrong fit.” This means that the person does not have the correct personality to fit in with you and with the other people who work on your team. One of the basic rules of human nature is that people don’t change. Over time they become even more of what they already are. They don’t change their basic personalities, temperaments, or work habits. You should never hire a person with a personality problem with the hope or fantasy that the person is going to change once her or she starts working in your company. It simply won’t happen. I had a woman working for me some time ago who did her job extremely well. She was in charge of mailing, shipping, and delivery and was quite competent. She had only one problem. She was short-tempered and irritable and she used foul language and would snap at other members of the staff for the slightest reason. My role and goal in my business is to achieve and maintain harmony among my people. You can ensure a high level of fit with a new hire by having the person meet with at least three other people before you make a decision.

Action Exercise

If you are interested in a potential candidate to hire for your company pick out three other qualified people to interview that person as well, just to make sure that they act the same way around others as they do around you.

Employee versus Independent Contractor
Yes, you have certainly heard about this one before, but did you know that the Obama administration plans to hire 100 more enforcement personnel to focus on this issue and that the IRS is planning to audit approximately 6,000 companies to examine compliance with the law?

Medicare Tax 1.45%
When a worker is properly classified as an employee, the employer must pay social security tax of 6.20% and Medicare tax of 1.45% of gross wages. The employer is generally obligated to also pay workers’ compensation insurance and federal and state unemployment tax (generally 3.5% for a new employer in Florida). Assuming that the workers’ comp premiums are 3% of gross wages, the total burden rate is 14.15% of gross wages, before applying the cost of employee benefits. It’s no wonder that so many employers are attempting to classify workers as independent contractors, especially in our current economic environment. However, the consequences of improper classification can be significant and potentially retroactive for the employer.

Many employers were shocked when they opened their 2010 unemployment rate notice in December and found out that their company was maximum-rated at 5.40%. Even though recent legislation in Tallahassee has temporarily reduced some employers’ rates, most employers still experienced a noticeable increase over 2009 rates after the revised rate notices were prepared by the state. Proper unemployment claims administration can achieve significant cost savings and should focus on the following three areas:

The unemployment system was established to provide a cushion to those employees who are laid off through no fault of their own. Claims resulting from a lay-off or business closing generally cannot be challenged; however, claims resulting from termination for cause generally may be challenged by an employer, especially if the employer maintains good documentation and has a witness available to testify at a hearing. For instance, if an employee has violated company policy and such violation was witnessed by another employee, the employer should consider challenging any claim made by the terminated employee for unemployment benefits. The employer may also want to challenge similar claims even if a witness is not available if strong documentation is available. Most of the initial hearings are now handled by phone, so the employer’s representatives generally don’t even need to leave their office to participate in the hearing. Each claim approved by the state increases the employer’s unemployment tax rate since the system is experience rated. For instance 40 Employee Company with a 5. 40% unemployment tax rate will pay additional taxes of $12,320 versus that same company with a 1% rate. Accordingly, it is in the best interest of the employer to review each claim.

One of the easiest ways to potentially lower an employer’s rate is to review the quarterly benefit notices to determine if each claim charged to an employer’s account was actually from a former employee of that employer. Erroneous claims from employees of other employers can mistakenly be charged to your account and increase your tax rate. Performing this review each quarter is a best practice for any employer.

The third step all employers should take is to simply check the annual rate notice which typically arrives in December of each year and includes the tax rate which will become effective on January 1 of the next year. Another best practice is to confirm all the data contained in the notice and to recalculate the tax rate shown. If errors were noted on the quarterly benefit statements pursuant to step 2 above, were those errors corrected before the annual rate notice was prepared?
If an error is noted on the annual rate notice, an employer typically has about 10 calendar days to notify the state of such error, so this review should begin as soon as the notice is received.

How does an employer prevent or mitigate these HR threats/challenges? Consider using a Professional Employer Organization (PEO). PEOs provide comprehensive HR outsourcing including payroll, human resources, benefits administration and risk management. The PEO you choose should be active in its industry association, the National Association of Professional Employer Organizations (www.napeo.org), and accredited by the Employer Services Assurance Corporation (ESAC) (www.esacorp.org). ESAC provides independent financial and compliance assurances for covered clients and employees through surety bonds in the unlikely event of a failure of an accredited PEO, a similar concept as the FDIC for banks. The PEO you choose should have staff that is accredited by the American Payroll Association (APA) as well as Professionals in Human Resources (PHR) accredited by the Society for Human Resource Management (SHRM). Alternatively, both the APA and SHRM offer payroll and human resource training classes. Another option is to establish a relationship with an HR consulting firm. Consulting engagements are flexible and can be tailored to your specific needs.

These few suggestions should help to keep your HR department, no matter how large or small, on the path to compliance.

Scott Buchanan is the president and CEO of Human Resources, Inc. (HRI), a professional employer organization (PEO) based in St. Petersburg and licensed in multiple states. HRI is one of only 30 PEOs in the nation and the only PEO in central Florida accredited by the Employer Services Assurance Corporation. Contact http://www.humresources.com for human resource management, payroll, PEO services in Florida & Georgia.

• Develop and urge hominine resource objectives for inclusion in the structure boiler suit objectives.


• Refer the potential endeavor of discriminating imperfect ingeniousness management to organizational objectives.


• Refer management problems that can be resolute and opportunities that can be realized through restored effectiveness in earthborn imagination direction.


• Speculate, propose, and oblige employee relations policies designed to modify someone fecundity, job spirit, and profit.



• Hit managers awake of their replete responsibilities in the direction of the frail resources entrusted to them.


• Render the needed tools, techniques, and methods which nurture the evolution of a commercialism climate conducive to employee innovation and development.


• Create the indispensable procedures and practices for imperfect ingenuity planning, recruitment, pick, utilization, need, exercise, and rectification. Warrant that these are incorporated into every manager job performance assessment.


• Educate and staff the employee relations duty to piddle stock for innovational approaches to grind and union relations, organization practices and services, preparation and processing, act, dominion relations, good contrive use and administration, and problem finding.


• Process as a catalyst and acting effectualness consultant in initiating and implementing new approaches to hominine resources management.

Below you can find the details about Golden Triangle…

• Results

You first make a list of every result that you want the new person to produce. Always focus on results rather than activities. Take 100 points and allocate them over your list of desired results, divided on the basis of value. This allocation will help you decide the most important results required. By the 80/20 rule, if you have a list of ten desired results for a job, two of those tasks will be worth 80 points and other eights tasks will be worth only 20 points.


• Skills

Once you have determined exactly what you want the person to do and the results he or she is expected to produce, the second consideration in hiring is skills. You look for someone with a proven track record in that area. You are seeking a candidate who has already successfully demonstrated the skills necessary to achieve the results you are hiring him or her to achieve for your company. You always hire people based on their past performance and proven results, rather than your future hopes and ambitions or theirs. Many business owners make the mistake of hiring a completely inexperienced person for an important job. They hire based on what the person thinks that he or she can do in the future, rather than what he or she has already done in the past. Occasionally this approach will be successful, but in most cases it will either fail or be a great disappointment.


• Personality

The third element to look for is personality. In studies of many thousands of job failures, it has been found that the cause of most of them was “wrong fit.” This means that the person does not have the correct personality to fit in with you and with the other people who work on your team. One of the basic rules of human nature is that people don’t change. Over time they become even more of what they already are. They don’t change their basic personalities, temperaments, or work habits. You should never hire a person with a personality problem with the hope or fantasy that the person is going to change once her or she starts working in your company. It simply won’t happen. I had a woman working for me some time ago who did her job extremely well. She was in charge of mailing, shipping, and delivery and was quite competent. She had only one problem. She was short-tempered and irritable and she used foul language and would snap at other members of the staff for the slightest reason. My role and goal in my business is to achieve and maintain harmony among my people. You can ensure a high level of fit with a new hire by having the person meet with at least three other people before you make a decision.