| Managing human resources is one of the most | | | | • Payroll and tax administration |
| complex and large scale responsibilities companies | | | | • Employee benefits administration |
| have to deal with. Yet it is one of those responsibilities | | | | • Workers’ compensation administration |
| that do not directly contribute to the earnings of the | | | | • Risk management |
| business. Being as resource consuming as it is, | | | | • Regulatory and government compliance |
| businesses would do well to outsource human | | | | • Recruitment and selection |
| resource management to a PEO (Professional | | | | • Employer liability management |
| Employer Organization). | | | | • Immigration compliance |
| Human resource management is a collection of | | | | One of the reasons for the efficiency of PEO human |
| complex tasks involving employee related matters | | | | resource management services is the nature of the |
| such as employee relations, health benefits, workers' | | | | PEO’s relationship with the client company. A |
| compensation claims, payroll, payroll tax compliance, | | | | professional employer organization generally enters |
| unemployment insurance claims, and more. A PEO | | | | into a co-employment relationship with the client |
| would take over all these responsibilities. Not only | | | | company, whereby it assumes the client |
| would the PEO enable employers to focus on their | | | | company’s responsibilities, leaving the company to |
| core responsibilities, but also offer businesses valuable | | | | concentrate on its core tasks. Small and medium-sized |
| expertise. The client company can therefore fully shift | | | | businesses can feel the advantages of hiring a PEO |
| focus to the operational and revenue-producing side of | | | | more, as they are the ones generally struggling with |
| its operations. Human resource management services | | | | setting apart their resources for maintaining a HR |
| offered by a PEO generally include: | | | | department. |