2014 is shaping up to be an exciting and pivotal year for small business owners. What HR and hiring trends are on the horizon? Here's a look at four small business HR and hiring trends owners need to know for 2014.
Small business owners are the most optimistic they have been in five years. This is according to the latest Wells Fargo/Gallup Small Business Index, which found small business owners expect their businesses to increase cash flow and hire more employees in 2014.
For startups and small or growing businesses, hiring your first (or 50th) employee is a significant milestone. And during a time when your business is solidifying its culture and brand, hiring the right people is also a key part of branding your business.
With the end of the year approaching, many small businesses owners and HR professionals are immersed in 2014 planning and strategy. Need some inspiration? Here's a look at our top five small business HR articles of 2013.
January 1st is quickly approaching and many major provisions of the Affordable Care Act (ACA) will be taking effect. Small businesses are considering now how to offer the best benefits at the most affordable price in 2014, and what the ACA means to their business and to their bottom line. It may seem like a lot to accomplish in a little over a month. But don't panic! Here are four tips to help small businesses prepare for 2014. 1. Identify Your Health Insurance Goals Health reform is top-of-mind for many small business owners, however don't let it overshadow why or how you want to offer health insurance coverage. What are your health benefits goals? What do you hope to get out of offering health benefits to employees? What is your budget? Most small businesses have goals such as affordability, reducing administrative time, retaining key employees, improving productivity, and having an attractive benefits package to offer prospective employees. Understanding these goals for health benefits will help you identify the right solution for your small business. When you lay out your benefits and budget you may find a traditional approach isn't right for your small business. Or you may find it is. Either way, the good news is that if you are a small business with fewer than 50 employees you are not subject to the 'employer mandate' in 2015 (offer traditional insurance coverage or be subject to penalties). 2. Consider Non-Traditional Health Insurance Options Many small businesses have been priced out of a traditional small group health insurance plan. Or, they identify their health benefits goals and realize a traditional route does not match up. Because of these reasons, and because of the new advantages with individual health insurance in 2014, small businesses are adopting "pure" defined contribution health benefits. With a "pure" defined contribution health benefits approach, you set your budget (any amount) and provide healthcare allowances to employees to use to purchase their own individual health insurance. Besides the cost controls defined contribution creates for your small business, it allows employees to customize their coverage, pick their doctors, and customize their health benefits. Read more about defined contribution and cost-controls here. 3. Communicate with Employees A recent survey found that 44% of employees worry their employer may reduce health benefits. This fear and uncertainty comes from change brought on by the ACA and a general lack of understanding about the ACA and health insurance. To help ease employees' concerns and increase their knowledge, communicate with employees now, and on an on-going basis, about how the ACA is impacting health benefits and what they personally need to know about the ACA. Stumped? Here are five ways to communicate your health reform strategy to employees. 4. Understand New ACA Requirements for 2014 Lastly, as 2014 quickly approaches are all of your I's dotted and T's crossed? Make sure you understand your requirements as a small business under ACA. There are several health reform checklists available online to help (like this one). What are you doing to get ready for 2014? Leave a comment.
Small business owners and HR staff often feel too busy getting the business up and running to focus on developing a company culture. But, whether you intentionally create a company culture or not, you have one. Organizational culture is the behavior of humans who are part of an organization and the meanings that the people attach to their actions. Culture includes the organization values, visions, norms, working language, systems, symbols beliefs, and habits. So, why not work on building and fostering a culture that helps your business grow? Company culture is not just "fluff". It's the core of what makes your small business successful. Most companies fail because of internal disfunction. And, it's said that company culture solidifies at around xx employees. In other words, company culture is important to intentionally build while you're small.
Employers of all sizes need to understand the new requirements, laws, opportunities, and costs that come alone with the Affordable Care Act (aka health reform). Yet, the information on health reform is vast, complex, and not always accurate. With so much information and misinformation about health reform, along with the recent delays to the employer mandate and related regulations, many businesses find it hard to keep everything straight. But the worst thing a small business can do is nothing. Health reform impacts nearly every employer in the U.S. and the fines for lack of compliance can be costly.
Disclaimer: The information provided on this website is general in nature and does not apply to any specific U.S. state except where noted. Health insurance regulations differ in each state. See a licensed agent for detailed information on your state. Zane Benefits, Inc. does not sell health insurance.