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Small Team, Big Impact: How an Employee Portal Can Transform Your Business

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  Every Small Business Should Have an Internal Employee Website (or Portal), here's why! In today’s hybrid and fast-paced work environments, communication and organization are more important than ever. One simple yet powerful tool that can dramatically improve both is an internal employee website — also known as an employee portal . Whether your team is fully remote, hybrid, or office-based, an internal website can streamline operations, boost engagement, and make everyone’s jobs easier. Here’s why your business should consider building one: 1. Centralized Information Access Imagine one simple, secure location where your employees can find everything they need — HR forms, benefits information, training resources, company announcements, policies, and more. No more digging through old emails or asking around for the latest updates! An internal portal keeps your team informed, saves time, and eliminates confusion. 2. Stronger Communication and Culture Employee portals aren...
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How to Design an Employee Benefits Program

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According to SHRM, selecting the best benefit plan involves first identifying your organization's benefits objectives and budget, then conducting a thorough needs assessment to understand employee preferences, before formulating a plan that aligns with those needs while staying within budget constraints; key factors to consider include: employee demographics, desired benefits, cost-effectiveness, and clear communication of the plan to employees.  Key steps outlined by SHRM to select the best benefit plan: Assess employee needs: Conduct surveys, focus groups, or one-on-one meetings to understand what benefits are most important to your workforce and their varying demographics.  Set a budget: Determine how much your organization can allocate towards employee benefits.  Consider different benefit categories: Evaluate options like health insurance, retirement savings plans, life insurance, disability coverage, paid time off, and flexible work arrangements.  Compare plan ...
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Understanding the Difference Between Exempt and Non-Exempt Employees

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Properly classifying employees as exempt or non-exempt is crucial for businesses to comply with the Fair Labor Standards Act (FLSA) and avoid potential legal issues. The primary distinction between these classifications lies in overtime pay eligibility.  And unfortunately, many small businesses and new owners find themselves having to navigate making these decisions very early on in their business.   Here are some helpful ways to understand the differences: Non-Exempt Employees Non-exempt employees are entitled to: Minimum Wage : At least the federal minimum wage for each hour worked. Overtime Pay : Time-and-a-half for hours worked over 40 in a workweek. These protections are mandated by the FLSA. Exempt Employees Exempt employees are not entitled to overtime pay. To qualify as exempt, employees generally must meet specific criteria: Salary Level: Earn a minimum amount per week. Salary Basis: Receive a fixed salary not subject to reduction based on work quality or quanti...
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Hospitality HR Industry Benchmarks

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  HR metrics in hospitality are crucial for managing the workforce efficiently and ensuring high service quality. Here are some key HR metrics specific to the hospitality industry: 1. Employee Turnover Rate 📌 Formula: Turnover Rate = ( Employees who left during the period Average number of employees ) × 100 🔹 Why it Matters: Hospitality has one of the highest turnover rates (often 70%–80% in restaurants and 50%–60% in hotels ). Reducing turnover saves on hiring costs and improves guest experience through consistent service. 2. Time to Fill & Time to Hire 📌 Formula: Time to Fill = Days from job posting to offer acceptance Time to Hire = Days from application to offer acceptance 🔹 Why it Matters: Open positions impact guest service and operational efficiency . Benchmarking these numbers helps improve recruitment speed and efficiency. Industry Benchmark: Time to Fill : ~30-45 days for mid-level roles, shorter for frontline role...
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Creating an AI Policy for Your Small Business: Key Factors to Consider

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  Artificial intelligence (AI) is transforming how small businesses operate — from customer service chatbots to automating administrative tasks. But with opportunity comes responsibility. If your company is using or plans to use AI tools, it's critical to have a clear AI policy in place to protect your business, your team, and your customers. Here are some key factors to consider when creating an AI policy for your small business: 1. Define Your Company’s AI Stance Before creating detailed rules, decide how progressive or cautious your business wants to be with AI adoption. Generally, companies fall into one of four categories: Progressive: Encourages widespread AI use across teams with innovation at the forefront. Moderate: Supports AI use in specific, defined areas while maintaining human oversight. Cautious: Limits AI use to low-risk tasks (e.g., scheduling help, data summaries) and requires leadership approval for anything else. Restrictive: Prohibits most AI use e...
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Are you ready for AI?

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Are you ready for what’s next? Yes, The power of AI technology is already here and will slowly differentiate jobs, businesses and how we service our clients needs. Where do you need to grow, can you start to incorporate new technology that’s easy to adopt and fits any budget? How can you upskill your team? There are several entirely free tools out there that are great to work with, with limited features.  Not a bad way to start your  AI learning journey.   Here are a couple of  AI-Powered HR Tools for Small Businesses to consider. 100% Free or Free-Tier AI HR Tools 1. Recruiting & Hiring Manatal (Free Trial + Limited Free Plan) – AI-powered ATS with candidate scoring and job posting. Jobalytics (Free Chrome Extension) – AI-powered resume keyword optimization for hiring. SmartRecruiters (Free for Small Teams) – AI-assisted recruiting with limited users. 2. Employee Engagement & Communication Officevibe (Free Plan Available) – AI-powered pulse...
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Workplace Psychological Contracts: What They Are and Why They Matter

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In today's ever-evolving work environment, organizations are increasingly realizing the importance of intangible factors that influence employee satisfaction, performance, and overall engagement. One such critical concept is the psychological contract – a term that refers to the unwritten set of expectations, beliefs, and mutual obligations between employers and employees. What is a Psychological Contract? The term "psychological contract" was first introduced by organizational scholar Chris Argyris in the 1960s and later expanded by other researchers such as Denise Rousseau. Unlike formal, written contracts that outline specific terms of employment, the psychological contract is based on mutual expectations and trust between employers and employees. It involves the beliefs both parties hold regarding their obligations to each other, and it can significantly affect employee behavior and organizational outcomes. Types of Psychological Contracts Psychological contracts c...
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