RPO, BPO, HRO… IDK (I Don’t Know)!
Did you know that an RPO is also a BPO which is a form of an HRO, but not to be confused with an ASO? Are you...
Are You Utilizing a Qualified Background Screening Company
As an employer, it is your responsibility to provide a safe workplace for the individuals you employ. As individuals,...
True or False – Turnover is not a problem during a recession
To access our cost of turnover calculator, click here. Unemployment is still hovering around 10% and the economy...
Evaluating HR Outsourcing Vendors is like going to War
To schedule your complimentary 360º HR process audit/analysis, click here. If evaluating or improving an HR outsourcing...
HR Productivity Trends for 2011
The economic climate has had a negative impact on HR departments in several areas including RIF’s, layoffs,...
Key Issues to Consider When Looking at Self-Insuring your Health Plan
The upheaval around health care reform has left many employers feeling either powerless or confused. While many...
Best Practices: Payroll/HRIS System Selection and Implementation
Best Practices: Payroll/HRIS System Selection and Implementation All Payroll/HR Managers will be tasked with selecting...
Bundled HR Service Solutions vs. Best of Breed Providers
The HR BPO market had forecasted growth from $20.8 billion in 2004 to $31.3 billion in 2009, reflecting an 8.3%...
Does a PEO Make Sense For Your Company
The recent legislative changes that impact employers including healthcare reform, tax incentives for hiring unemployed...
Features
The Centripetal Top 10
Top 10 List of Why Companies Should Do Business With Centripetal
- The Unique “No Cost” Model: Our consulting services are provided free of charge when our clients partner with our HR outsourcing providers. Our fees are paid by the marketing dollars of our extensive vendor network.
The Importance of Broker Selection: 10 Must Ask Questions
Selecting the right health insurance broker is crucial to an organization’s overall strategy for managing employee benefits. This decision is even more critical when a company has decided to leave a PEO and now seeks direct representation within the health insurance carrier marketplace. Finding the right expert to represent your company is more difficult than normal because the consultant must fully understand the underwriting implications imposed by the carriers. Coming from a PEO, the employer bears no loss ratio or any claims history from the prior benefit plan.
Open Enrollment Process - The Three Approaches
The fact is that the open enrollment process is evolving, especially for small to mid-size employers. It is migrating from a stand-alone, manual process to an automated, integrated environment where the latest technologies combine to make open enrollment as efficient, effective and productive as possible. Current research shows a migration from older, more obsolete methods of processing benefits applications to web-based initiatives that greatly streamline and enhance the entire process, thus creating a compelling employer ROI and more favorable employee experience.
