Issue link: http://www.insightdigital.biz/i/278800
w w w.in s i g h t o n m f g . c o m March 2014 • /insight on manufacturing | 21 employee policies to job postings and recruitment. Margie Harvey, silver star brands human resources vice president and Wisconsin sHRM director, calls knowing when to seek outside HR expertise a challenge for any business. e oshkosh-based online and mail order merchandiser has about 500 regular employees. "ere is a lot to know and to keep up on in the HR profession, and one person can't know it all," Harvey says. "However, a good HR professional will know enough to make the call when more of an external partnership is needed. We outsource a few things, such as our employee assistance plan, and some specialized benefits administration. "but we do have an experienced HR team handling all other aspects of HR responsibilities," Harvey says. "is includes assuring that HR strategies support the needs and strategies of our organization, organization development, culture enhancement, recruiting, training, benefits, compensation, compliance, wellness and safety, to name a few." still, Harvey says she understands the concern about the cost to keep an HR department, especially for small companies. e small business association estimates that it costs $1,469 per employee, per year, to handle human resources in-house. at may be why HR specific companies are growing to deal exclusively with those functions on an outsourced basis. "smaller businesses can have us act as their HR support for less than $100 a month. We help our members not only with HR issues, but all employer- related issues like training, leadership, safety, compensation, and more," says devin Meyer, business partnerships manager for the Waukesha-based MRa. e Wisconsin nonprofit employer association is one example of outsourcing, packaged for the specific needs of a business. "each is different. Hiring a certified HR professional (from the outside) can be done on a full- or part-time capacity," Meyer says." We support companies by helping them determine their needs." Michelle love, MRa chief marketing and technology officer, says as the needs of many businesses are continually changing, their association is changing, too. "Many manufacturers have employees working on-site, around-the-clock. so MRa has on- line HR resources and phone advisers available 24-7." and according to love, the volume of inquiries by phone and online during a recent month hit an all-time high of 1,900. "We help maximize business by improving aspects of the organization related to HR compliance, contractors, employees, legal, culture— no matter what time it's needed. We supplement what a manufacturer may already provide through its HR department, or do it all, which allows owners or managers to instead focus on the mission, operations and financial well-being of their company," love says. HR experts may not agree on which arrangement – inside, outsourced, or a combination – will best benefit your business, but do say the thought of a one-size-fits-all HR approach fits no one. Instead the suggestion is to develop a strategy for your company, then implement the solution to help you succeed. "Smaller businesses can have us act as their HR support for less than $100 a month. We help our members not only with HR issues, but all employer-related issues like training, leadership, safety, compensation, and more." – Devin Meyer, business partnerships manager for the Waukesha-based MRA