Thứ Năm, 23 tháng 1, 2014

What is Payroll Service?

Generally, employees are paid at a set rate, either on an hourly or salary basis. In the United States, employers are obligated to pay Social Security, Medicare, workman’s compensation, state, federal, and often local taxes for each employee. An employer also must deduct a portion of these taxes and other fees from the employees’ paycheck, and all of these transactions must be recorded for auditing and tax purposes.

A payroll service is a company that will, for a fee, handle all of these functions independently, freeing up the business owner's time for more important matters. Once an account is established, the employer simply provides the payroll service with a list of all employees, the hours they worked, and any variances. This data is then processed and the funds are transferred from the employer's bank to the payroll service's account. Employees are paid either by standard check or direct deposit. The employer is then provided with payroll and tax reports.

A payroll service often offers other services as well. Employers can turn over the management of the company’s benefit administration and retirement services. Vacation and time off can also be tracked. Some payroll services even offer the option of managing the employer’s tax payments, handling time and labor management issues, assisting with tax compliance, managing expenses, and even pre-screening assistance. A payroll service also routinely handles the necessary paperwork for direct deposit of employees’ paychecks. Fees for payroll services vary depending on the size of the account and the types of services rendered. Normally, there is a charge per person, plus a charge per check issued.

The first payroll service company was founded in 1949 by former New Jersey Senator Frank Lautenberg, and brothers Henry and Joseph Traub. Initially named Automatic Payrolls, the company offered simple payroll services using an electro-mechanical calculator and a Comptometer bookkeeping machine. Automatic Payrolls, which were later renamed Automatic Data Processing (ADP), kept up with technology. ADP became a pioneer in the use of computerized bookkeeping starting with punch cards and ending up with the most sophisticated technology in the industry.

ADP grew by acquiring smaller payroll companies, and ultimately went public in 1961. The company has continued to grow, and is recognized as an leader in the payroll service industry with over 500,000 customers and a staff of over 40,000 people. Today, ADP handles not only payroll service, but is also handles a variety of brokerage and dealer services as well.

The success of ADP served as a payroll service business model, and this concept continues to evolve with improvements in technology. Today, many payroll services interface with their customers directly through the Internet. A customer can simply enter payroll data into his or her Web portal and the transaction is processed immediately. The customer has access to all payroll and personnel records, and this information can be updated when the need arises. Reports can be quickly accessed, simplifying corporate payroll tasks and eliminating costly errors.

The proliferation of the computerized payroll service has led to some instances of fraud and outright theft of funds. Therefore, it is critical to do some research to ensure that a given payroll service company is reputable and reliable. This company, after all, will have access to a company's most confidential records, including its bank account. In addition, if a payroll service fails to make tax payments on schedule, the company will be held accountable and fined accordingly. Because these cases are generally rare, the benefits of using a payroll service outweigh any of the risks.


Thứ Tư, 22 tháng 1, 2014

What Does a Human Resource Trainee Do?

A Human Resource (HR) trainee is an individual in an entry-level position in a human resources (HR) department, typically after having recently graduated from college. HR trainees may have a bachelor's or master's degree, depending on the organization for which they will be working, and their eventual career goals. The purpose of working as a human resource trainee is to learn how the entire department works, to gain valuable experience, and to eventually progress into a more permanent, higher-level position. He or she might provide assistance as needed throughout the entire department, typically doing anything from performing administrative tasks to sitting in on interviews, meetings, or orientation sessions.

It is likely that when a human resource trainee is first hired, he or she will still have a lot to learn and will initially be doing a lot of observing. Many will begin in a type of administrative role, which may include answering phones in the department, or performing other support tasks as required. He or she will also usually get to shadow a human resources officer or manager to learn how their job is done and begin to increase their skills and knowledge. After this introductory period, responsibility and job duties might increase.

Often, a HR trainee will need to begin by cultivating positive, professional relationships with the other employees in a company. This helps to ensure that the employees will come to him or her with problems or questions. The human resource trainee might also be responsible for attending meetings in the department, initially to learn what is discussed, and eventually to participate in the meetings and offer practical input. For instance, if a number of employees come to the HR trainee with a similar problem, it might be his or her responsibility to discuss this ongoing issue at a meeting, and  human resource share  suggest ideas on how to resolve it.

There are a few other tasks that a human resource trainee might participate in. Though they may not be allowed to conduct interviews, the trainee might be allowed to sit in on an interview to learn how it is done. If a company hires groups of new employees at once, the human resource trainee might be responsible for planning an orientation or running special educational sessions. He or she might also be instructed to make presentations to existing employees regarding new company policies, benefits changes, or anything else that needs to be shared.


Chủ Nhật, 19 tháng 1, 2014

“Sunday School” for Executives

For years I have spent a chunk of every Sunday learning to be a better leader. What do I do for my personal Sunday school? Read the Bible or Koran? No. The latest book by Jim Collins? No, that's not it. Take a class of some sort? That's not it either.

At my favorite coffee house, I read, religiously, my favorite inches-thick newspaper (in my case, the New York Times, but it could be any truly national-class newspaper with an international perspective)—pretty much front to back. My secret is that I do my most careful reading of the sections not directly related to my current job as CEO of ACT, Inc. While I do read the business and management sections, and the occasional education insert, that's not where I spend the bulk of my time.

I'm not a stylish person, but I devour the Fashion & Style section. Why? Because it charges up my sense of people’s desire for self-expression, social engagement, acquisitiveness, sexiness, and being “self-stylish” if you will. Granted the styles represented—the watches, dresses, leather, feathers, bright colors, and the dominance of black—are not for most people, but they stretch my vision of people’s need to be recognized as different, special, wanting to stand out. If your company has customers, and it better, what implications do these weekly insights have? It's worth pondering.

I used to be professor of theatre and a stage director, so I am attracted to the Arts section maybe more than most CEOs. But a weekly dose of creativity is thrilling. The arts reveal the emotional, the spirited, the imaginative, the otherworldly, the magical, the raw, the brutal, the tragic, the absurd, the funny, and, most importantly, what it means to be human in a turbulent, ever-changing global society.

If you want to be a leader, if you want to change your industry, if you want to make a difference in this world, you need to be creative—perhaps wildly so. You need to understand what it means to be human—loving, losing, seeking, hating, struggling, and being triumphant—if you're going to rightfully lead your employees and serve your customers, each of whose lives is reflected in the mirror of the arts.

Understanding the globe, its cultures, its people, its politics, its struggles, its triumphs, its environments, the impact of water, deserts, forests, and mountains, is a requirement of every CEO. That's why I read with great care (and caring) the international news and travel sections.

The International section reveals human strife, even hatred, in hot spots around the globe, the shifting politics, ethnic and religious stresses, technological advances, and the heroism of individuals. The Travel section brings a happier connection to our globe. It beckons us to personally experience the arts, food, cities and rural regions, wine and beer, unique modes of transportation, languages, and on and on about every corner of our mysterious planet.

If you want to be a CEO, ask yourself if your industry has a global dimension. If it does, and I would argue that all do, wouldn't it be useful to get a weekly dose of style, international awareness and travel knowledge to inform your success as a leader?

And what about Sports? The Sunday Book Review? The value of these sections and others will be outlined in my next post. Stay tuned. Meanwhile, attend a “CEO Sunday School” of your own making this week and leave a comment about what you learned.

Jon Whitmore is the CEO of ACT, Inc. | Linkedin.Com/today/post/article/20140117223849-47700580--sunday-school-for-executives?trk=mp-details-rc