WHEN YOUR PROVIDER SERVES YOU A BOWL OF HR ALPHABET SOUP

WHEN YOUR PROVIDER SERVES YOU A BOWL OF HR ALPHABET SOUP

We’ve all heard those enigmatic acronyms thrown about by the HR community – HRO, PEO...it’s enough to make you want to exclaim “WTF!” in frustration. Don’t despair.

 

Let’s define and spell out the differences between these terms. HR professionals evaluate the value-added benefits that HR outsourcing (HRO) can deliver to their organizations. Additionally, they also consider the services of a Professional Employer Organization (PEO). While HRO and PEO providers generally address the same set of HR functions, the manner in which they execute these is different.

What is a PEO?

A PEO is a firm that provides bundled service under which an employer can outsource employee benefits, payroll & workers compensation, recruiting, and risk/safety management. It does this by hiring an organization’s employee, thus becoming the employer of record for tax and insurance purposes. This practice is also known as co-employment or joint employment. A PEO offers bundled HR services, in a one-size-fits-all package.

What is HRO?

An HRO firm is an independent 3rd party provider of HR services. Depending on a clients’ needs an HRO can provide various HR activities such as payroll, benefits administration, recruiting, and training. In addition, most HROs offer a wide range of services from high level strategic HR to the day to day HR general administrative functions, which can be bundled together or a la carte so you can pick and choose which HR responsibilities you want to outsource.

Unlike a PEO an HRO firm does not take control over your organization but instead supports/enhances employee relationships that you already have developed with your employees as well as supports the HR & Risk Management decisions that you have made for your business previously, now and into the future.

An HRO model is tailored to the employer’s needs, a stark contrast from the one-size-fits-all model of PEOs. Many HRO providers offer competitive benefits as well. A big advantage of an HRO model is that it can scale with the organization, whereas PEOs are only cost-effective in a narrow band of sizes.

As an organization evolves over time and the number of employees fluctuates, maintaining a human resource department may become a challenge. By partnering with an HRO firm to outsource your Human Resources to a dedicated, highly skilled team of professionals, you can rest assured that you are making a sound investment that will save you money and increase your organization’s efficiency in the long term.

TAKE ADVANTAGE OF THIS
SUPER OFFER FROM OUR
SUPER HERO “BUD”!
BUD DOES IT ALL. BROKER BY DAy...
HRO EXPERT BY NIGHT!
Need help with payroll?
Dread managing employee onboarding?
Don't know how to implement employee training?
Wish you had an HR department?
6 months oF free HRO*
*RESTRICTIONS APPLY.
  • HUMAN RESOURCES
  • PAYROLL
  • BENEFITS
  • RECRUITING
  • TECHNOLOGY

At emphas!sHR, we don’t charge the

“typical” 25% recruiting fee!

SIGN WITH US

AND GET YOUR FIRST

2

RECRUITS

FREE

OF CHARGE

SAVE NOW!