![\"Tip\"](\"https://www.business.com/images/content/605/118c59c658ab3018b4567/75_-75-\")
Tip: Job rotation is common at smaller companies where it is convenient for employees to wear multiple hats. Consider the two types of job rotation and find what will work best for your staff.The practice of job rotation in the workplace is a popular way to allocate staffing where it is needed most. Additionally, this cycles employees through different roles throughout a team, department, or an organization with the principal objective of cross-training. When you're considering instituting job rotation within your business, it is important to understand the pros and cons of this type of program.
\r\nWorkplace job rotation has been around for a long time and is most commonly utilized within small companies, where employees are asked to \"wear multiple hats.\" Job rotation is the practice of exposing some or all employees to multiple roles within the organization. That is, in addition to owning and mastering their own role, employees get to experience (and often train in) other roles within the company.
\r\nJob rotations are typically lateral, though there may be little to no likeness to the employee's original role in some cases. These rotations are also temporary, with various lengths of time allocated. Eventually, the employees transition back to their original jobs.
\r\n\r\nGenerally speaking, there are two different purposes for job rotation practices. The first kind simply allows employees to shadow another employee in a completely different area of the business (typically one that has little to no direct relation to the employee's original job). This job rotation may last for a day or a week.
\r\nExample: An employee on the marketing team shadows someone in distribution, the warehouse, or R&D. The primary purpose of this job shadowing, or job rotation, is for employees to develop a stronger, more informed appreciation for others' roles in the company. In turn, this directly fuels an ongoing team-building environment and helps colleagues get acquainted with each other. It also provides insights as to the challenges and unique perspectives that others have about the rotating employee's role, as well as how the company's processes operate from multiple departments' perspectives.
\r\nThe purpose of job shadowing is not necessarily training, as there is not always a logical fit for this type of cross-training. It is designed to expose the rotating employee to other parts of the business with the goal of increasing their knowledge and understanding.
\r\nThe second kind of job rotation is the more widely used one, as it carries practical application and functional support for certain positions. Job rotations that focus on the cross-pollination of job knowledge tend to be more detailed and time-consuming. The goal for cross-training is to allow substitutes to step into essential roles when needed. This also fills needs for succession planning in technical or hard-to-fill roles, which need to be well positioned for future personnel changes. This type of job rotation, like the first kind, helps enrich and expand the employee experience while also strengthening the company's business continuity plans.
\r\nExample: An accounting manager cross-trains with the payroll administrator. In this job rotation scenario, there is a much closer affiliation between the two roles. That is, they both may reside within the same department (in this case, accounting). Another example would be for a controller to cross-train in accounts receivable or accounts payable.
\r\n
There are many benefits of job rotation for both employees and their employers. The hiccup here is rarely a company not finding value in the practice; it is the challenge of developing meaningful opportunities with value-added benefits that company leadership can see and plan around.
\r\nAs you develop a job rotation program, remember that you can't just do it once or twice with no additional focus on its complexity and importance. Job rotation needs to be an ongoing, consistent, and purposeful training program (or program for employee exposure) that folds into a company's larger training and development programs.
\r\n| \r\n Benefits of job rotation | \r\n\r\n Benefits of job rotation | \r\n
| It enriches the employee experience. | \r\nIt develops stronger business continuity (or a backup plan). | \r\n
| It encourages professional development. | \r\nIt makes for more dynamic personnel management (i.e., you can move employees around to match need or workflow, which reduces overload, burnout, and turnover). | \r\n
| It strengthens employee networking. | \r\nSkills learned in other areas almost always increase an employee's usable skill sets. | \r\n
| It gives them a break from their daily duties. | \r\nYou might uncover hidden or unknown employee skill sets and unthought-of team dynamics that could benefit the company. | \r\n
| It shows them what other roles are like (perhaps for future career planning). | \r\nMultiple employees will be at the ready for various critical functions. | \r\n
| It prevents boredom. | \r\nEssential roles of the organization are always filled (if only temporarily). | \r\n
There are a few drawbacks, or obstacles really, that you'll need to be mindful of when creating your company's job rotation program. Many of the drawbacks are tied directly to inconsistent or merely short-term job rotation planning.
\r\n| Potential drawbacks of job rotation for employees | \r\n\r\n Potential drawbacks of job rotation | \r\n
| It may frustrate employees when they learn they cannot immediately change jobs or train full time for a desired job. | \r\nIt takes time and effort to implement these practices. | \r\n
| Job shadows or training might not be available for all desired roles within the organization. | \r\nIt seldom works to move a troubled employee from one department or team to another. | \r\n
| Opportunities may not be equally available to all team members (e.g., training on essential roles may only be open to select employees). | \r\nCross-training must be done consistently for it to be of any value at all; there are no shortcuts. | \r\n
| Cross-trained employees may not feel confident in their backup roles if job rotations are not frequent or effective enough. | \r\nError rates could increase, since the cross-trained employees are not as familiar with their backup duties. | \r\n
| If an employee leaves their job for another in the company because they want a different supervisor, larger cultural problems throughout the company might go unaddressed. | \r\nYou could incur some additional expenses from the program, depending on how it is designed and carried out. | \r\n
\r\n
There is more than one way to develop and maintain a successful job rotation program. Depending on your company's size, resources, and unique needs, you might take various approaches to create your own program. Here are some tried-and-true methods to incorporate into your planning process, regardless of the direction it takes down the road:
\r\nOasis, a Paychex company, is our pick as the best PEO services for startups. To be eligible for Oasis, your business must have at least five employees. You will also need to sign a one-year contract and use its payroll software. Oasis provides extensive training resources and personalized service, and its flexible contract and pricing structure is convenient for startups. Oasis provides a cloud-based platform and mobile app, so you and your employees can access your PEO services while on the go.
\r\n\r\n
View all of our recommendations for PEO services and HR outsourcing services on our best picks pages.
\r\nOasis has flexible pricing options that are great for startups and growing businesses. You must have at least five worksite employees to be eligible for Oasis' PEO services. A one-year contract is also required, however, you aren't necessarily locked in to using Oasis for one year. You can cancel by submitting a 30-day written notice to Oasis.
\r\nAnother requirement Oasis has – if you want access to Oasis' other features like employee benefits and its HR services – is that you'll need to enroll in its payroll software. However, this is a requirement for nearly every PEO we reviewed.
\r\nOasis is accredited by the Better Business Bureau, the IRS and the Employer Services Assurance Corporation, and has some of the best nationwide services of any PEO we reviewed. You have a full selection of services that are very helpful during the critical early years of your business, and you can scale Oasis' PEO services as your business grows. Oasis also provides industry-specific HR and PEO solutions for franchises, hospitality, law offices, retail, and other small business industries. When you sign up with Oasis, you get:
\r\nOasis provides an HR consultant who can help you develop your HR policies. The PEO will assist you with employee handbook and policy development, new-hire reporting, best employment practices, compliance services (if needed), performance evaluations, behavioral assessments, and employee termination and dispute assistance.
\r\nOasis can provide Fortune 500-level benefits to small businesses. You and your employees can choose from multiple plans for health, vision, dental, 401(k), health savings accounts, flexible spending accounts, prepaid college funds, parking and transit plans, health and wellness coaching, and employee assistance programs.
\r\nOasis' payroll software tracks your employees' time and attendance, paid time off, and sick days. It also provides expense reports, workforce management, and other time and attendance features. Oasis has a mobile app and an online service center, so your employees can access their information from outside the office.
\r\nThis PEO provides return-to-work programs and workers' compensation. It can also assist if you need to conduct employee drug screenings, safety trainings and certification, and/or if you need assistance with OSHA compliance.
Oasis offers e-learning courses to help your employees improve their soft skills as well as technical and computer-related skills. Users can access thousands of online books, videos and courses about a range of topics such as compliance, customer service, leadership, management, and more. Oasis virtual learning services have reporting capabilities as well.
\r\nOasis provides customized solutions for businesses in a range of industries, which is ideal for startups that are just starting out and gaining a foothold in an industry and that need the knowledge and experience that a national, accredited organization can provide.
\r\nAnother benefit for startups is the Oasis PEO platform uses cloud-based technology that is easy to implement and use. There is no software or hardware you're required to purchase. Its mobile application, EmployeeConnect, allows your employees to access their timecard and payroll information on their smartphones. (EmployeeConnect's app is compatible with iOS and Android devices.) Oasis offers a demo of its platform, so you can get firsthand experience with the various features, including its applicant tracking system, time and attendance, performance management, and employee onboarding.
\r\nOasis is a great option for startups, but you'll need to employ a minimum of five worksite employees to be eligible for their services. A lot of PEOs have a minimum employee requirement, and although Oasis' minimum is on the lower end, it could still pose a problem for very small startups.
\r\nWhen you become a client of Oasis, there are two main managers your business will interact with: a dedicated payroll account manager and a human resource generalist. These managers will work with you to help you develop and implement new practices in your business. This level of attention is convenient for startups, which often do not have established processes for payroll or other HR functions, such as onboarding, performance reviews and termination. Your Oasis team is available to answer your questions by phone and email.
\r\nAs part of our evaluation, we reached out to Oasis, posing as an owner of a startup interested in hiring a PEO. We interacted with Oasis by email and phone. Each time we connected with them, Oasis offered stellar customer service and provided us with all the information we needed for our hypothetical business. Instead of pushing us to make a decision, its representatives helped us understand its overall services.
\r\nEditor's note: Need a PEO service for your business? Fill out the below questionnaire to have our vendor partners contact you with free information.
Justworks can handle your payroll, HR, benefits and compliance needs. It offers multiple tiered plans, and Justworks is transparent about its pricing. Justworks is lacking in employee training and development services compared to other PEOs we evaluated. Justworks is accredited by the Employer Services Assurance Corporation and has an A+ rating with the Better Business Bureau.
\r\n\r\n
October 2020: Justworks recognizes that providing mental health services to employees has become a top priority for many employers during the COVID-19 pandemic, which is why it has partnered up with Talkspace, an online therapy service. Employees who are enrolled in any medical plan through Justworks can access Talkspace mental health services for free for up to three months.
\r\nJustworks is one of the few PEOs that advertises its prices online. This demonstrates what Justworks is about: The company is upfront about what it offers. For a business owner who is researching PEOs, it's easy to get lost in marketing language and empty promises from a sales team, so it's refreshing to find a company that is transparent with its offerings and prices. Justworks breaks down pricing based on the number of employees your company has and features.
\r\nJustworks' plans consist of Basic and Plus. The Basic plans include standard human resource services like payroll, taxes, employee onboarding and benefits, workers' compensation, etc. The Plus plans include everything in the Basic plan, in addition to COBRA administration, health advocacy services, additional access to medical, dental and vision insurance, and health savings and flexible savings accounts.
\r\nOnce you determine the type of benefits you're interested in offering your workers, the pricing is straightforward: Justworks charges on a per-employee basis, which is standard protocol among PEO services we reviewed.
\r\nBasic Plans
\r\nPlus Plans
\r\nYou can pay monthly or annually; if you pay yearly, the cost is slightly lower. Although Justworks advertises that there are no additional fees, really, your monthly or annual costs don't include healthcare benefits and workers' compensation, and those prices will depend on your individual plan.
\r\nJustworks provides an account manager for your company, so you can get answers quickly when you need information on your HR services or have an issue with payroll, but the Justworks representatives we spoke to said that most of its customers find the standard support team to be a sufficient resource. These services are included with your Justworks PEO plan:
\r\nJustworks provides the standard HR solutions. You can create a company directory and employee handbook, and Justworks will help you with document storage management and employee onboarding. You can also create a company calendar to inform all of your employees about important work events. From our research, it doesn't appear that Justworks offers HR auditing tools.
\r\nLike many of the PEOs we reviewed, Justworks offers your employees low-cost benefit plans, including health, vision, dental, disability and life insurance. It also supports 401(k) plans, and you can elect to include other wellness perks like gym memberships, commuter benefits and health advocacy services. Justworks offers access to health savings accounts, flexible spending accounts, COBRA administration and ACA filings.
\r\nYou can view and manage payroll through Justworks' cloud-based payroll management solution. Managers can track paid time off and add sick and vacation days for employees. The payroll service supports full-time, part-time, salaried and hourly employees. The company also handles all your tax compliance needs, including filing W-2s, paying quarterly payroll taxes, and keeping you up to date on changing tax and employment laws.
\r\nThis PEO provides workers' compensation, employment liability insurance and disability insurance. It also offers help with state and federal tax and labor laws compliance, as well as a sexual harassment prevention training program for employees.
\r\nJustworks provides articles and other resources on several HR and PEO-related topics, which you can find on its website. Its training focuses on HR support regarding benefits and payroll, which is an important distinction if you're looking for a PEO that provides employee development courses.
\r\nJustworks was one of the few PEOs we looked at that discloses pricing on its website. This is very helpful for business owners who want to quickly estimate much they may spend on PEO services, and what they will get for their money.
\r\nAnother advantage of Justworks is that it has a wealth of useful online resources where small business owners can learn more about human resource management. Its resource center covers benefits and perks, hiring and onboarding, team management, compliance and running a business. It also has a blog, help center, referral program and testimonials. You can easily reach a Justworks agent through a chatbot, phone or email.
\r\nSince Justworks offers two plans, it's not the kind of PEO where you can mix and match services. With some PEOs, you can enroll only in their payroll service and then pay for the other services you use, but that is not the case with Justworks.
\r\nAnother potential drawback is that Justworks is not eligible for coverage in certain industries. It can be frustrating to put energy into signing up for a PEO, only to learn you don't qualify. If Justworks is on your shortlist, we'd recommend that you call the company and talk with a representative to make sure your business is operating within a covered industry.
\r\nThe technology aspect of Justworks comes through in its customer service options. The company has a chatbot that gathers basic info from you while you wait in the queue for a representative. The live chat also displays pictures and names of the individuals you're talking to, which is a nice, personalized touch.
\r\nLike many other PEOs, when you sign up with Justworks, you're assigned a designated account manager to help you with various aspects of your service. Some PEOs, however, provide direct experts in each area of service. While Justworks can handle your inquiries, it doesn't tout its service team as individual topic experts. When we spoke with Justworks representatives, they said that many business owners are able to iron out issues with the support team and may not need to work directly with their account manager.
\r\nEditor's note: Is your business looking for a PEO service? Fill out the below questionnaire to have our vendor partners contact you about your needs.
"},"url":"https://justworks.com","docType":"service","title":"Justworks","thumbnail":{"path":"https://staging.business.com/images/rz/5f8c71da5a215e171a8b4568/justworks.png"},"pricing":{"isCapped":false,"isFeatured":false,"primary":true,"selected":"affiliate-widget","widgetId":"10092","widget":{"id":"10092","cta":"Compare Quotes","isExclusive":false},"affiliate":{"cta":"Visit Site","link":"https://businesscom.go2cloud.org/aff_c?offer_id=44&aff_id=1000&source=best-peo-services&aff_sub4=revenue|QT&aff_sub3=deal|Justworks&url_id=1","name":"HasOffers/Tune"}}}},{"fullTitle":"Best for Tailored Industries","bullets":["Industry-specific HR support","Custom contract terms","Plans tailored to your vertical"],"isFeaturedBestPick":false,"isJumpLink":false,"tabTitle":"Best for Tailored Industries","review":{"isReview":true,"adsense":true,"canonical":"https://staging.business.com/reviews/trinet/","review":{"fullReview":"TriNet is one of the only PEO companies we reviewed that provides industry-first expert support teams. It can build an expert HR support team around your business's industry, size and location, ensuring you have the appropriate access to experts who have direct experience with businesses like yours. Its tailored PEO plans are charged per employee, per month and can include employee benefits, workers' compensation insurance, risk management software, payroll processing, retirement plans and training resources. It's for these reasons and more that TriNet has earned our pick as the best PEO provider for businesses that want a PEO plan tailored to their industry.
\r\nAugust 2020: To increase productivity and enhance employee experience, TriNet has launched new HR features like a report scheduler, applicant tracking, performance management, expense management and a new platform, the Integration Center, which puts various HR functions and integrations in one convenient place. Additionally, TriNet is offering 24/7 chat support to help users navigate their HR needs during the pandemic.
\r\n\r\n
View all our recommendations for PEO services and HR outsourcing services on our best picks pages.
\r\nTriNet's PEO plans are charged on a per-employee basis, with the option to create a customized PEO agreement. Specific pricing amounts are unique to the vertical product you use. TriNet claims its services are priced based on how its customers will utilize the various offerings available to them, so you get exactly what you want at a price that makes sense for you.
\r\nTriNet doesn't require a long-term contract; instead, it will create contract terms based on your needs. You can pay for its tools on an ongoing basis and cancel at any time with a 30-day written notice. Cancellation fees may apply in certain situations.
\r\nWhile TriNet provides a lot of flexibility in its pricing and agreement structure, its features are a bundled solution. It provides unique solutions based on your vertical, but every plan includes access to payroll, risk mitigation, employee benefits, HR and a technology platform. This isn't necessarily a negative; it just means that when you partner with TriNet, you'll be paying for its full-service offering. You need to have at least five employees to sign up, which is standard for PEOs. The PEO plans are easily scalable to grow with your business.
\r\nTriNet has extensive offerings in HR, benefits, payroll, risk management and compliance. You'll have access to the full selection of features, with a team of experts in each area dedicated to providing your business with the right support.
\r\nTriNet designates HR teams by industry, size and location, so your team of HR, payroll, benefits and risk management specialists will be experienced and skilled in your field. It also provides standard HR services, including employee onboarding, recruiting, HR reporting and analytics, performance management, handbook and policy development, and termination and dispute assistance.
\r\nTriNet is partnered with thousands of small businesses, so you'll be joining a large group of people on similar health plans at reduced rates. TriNet provides extensive employee benefits, including health, vision, and dental insurance; 401(k) plans and retirement coverage; commuter benefits; auto and home policies; and wellness programs. It can help you manage your COBRA and ACA compliance, and it even offers employee access to marketplace discounts on several well-known brands.
\r\nTriNet's payroll processing software supports online processing, direct deposits, PTO tracking, expense management and other employee payroll tasks. It can help you prepare your employees' W-2s and ensure your compliance with state and federal tax regulations. It has built-in time and attendance software, so you don't have to worry about tracking your employees' hours or monitoring their schedules.
\r\nTriNet's claims management team can assist your business and employees with workers' compensation and other safety-related claims. It also provides OSHA compliance, safety training, HR guidance, online resources, employment practices liability insurance and claims prevention. The workers' compensation insurance is a pay-as-you-go model, with no deposits or deductions.
\r\nTriNet's proprietary technology platform has a built-in learning management system with more than 500 training courses. Employees can build on their professional education and track the resources they've used. TriNet also tracks your employees' progress toward professional certifications or in continued education. If your business needs more intensive, hands-on training, you can discuss options with your HR consultant.
\r\nTriNet is ideal for businesses that have industry-specific needs for a PEO. Although every TriNet PEO plan comes with the bundled HR services (e.g., payroll, risk mitigation, employee benefits and a technology platform), the company can take it a step further and customize the services based on your vertical. You'll receive HR support from experts in your industry as often (or as seldom) as you need. TriNet offers its plans on a monthly per-employee pricing model, which makes it easy to customize and scale your PEO as needed.
\r\nAnother advantage of partnering with TriNet is its proprietary technology platform. TriNet's platform integrates all of your HR needs into one easy-to-access online portal. Since you and your employees have access to the online portal, everyone on your staff can easily make changes to their plans and view plan information as needed. Because your whole staff will use it, ease of use is important in a PEO, and TriNet embodies that.
\r\nIf you are looking to choose only the specific PEO features you need in order to keep costs low, TriNet may not be your best option. Every plan comes with bundled features like payroll, risk mitigation, benefits, HR and the online portal, so you'll be paying for features you may not need if you are in the very beginning stage of your business's growth. Keep in mind that the bundled features are essential HR services that you will likely need anyway, but some small businesses only need very few and specific PEO features.
\r\nAnother minor disadvantage is that TriNet requires a minimum of five workers. Although this is an industry standard for PEOs and only a minor caveat, it could take TriNet out of the running if you have a very small business.
\r\nTriNet is one of the only companies we reviewed that provides industry-specific support teams. This means your dedicated experts will be savvy on the latest HR practices and other regulatory issues for your industry in addition to their respective fields (HR, payroll, benefits, etc.). TriNet also offers one-on-one HR support, so you can work alongside your HR consultant to develop policies for your business. This tailored approach is crucial for very small businesses looking to grow. You can find additional PEO resources on TriNet's website in the form of articles, a blog, e-guides, videos, demos and webinars.
\r\nWe set up a hypothetical small business and reached out to TriNet's sales team by phone and web chat to get a better idea of its PEO offering. In all instances, the sales representatives we spoke with were very helpful and informative. Instead of pushing us toward a sale, they provided details about the features and made sure all of our questions were answered.
\r\nTriNet is accredited by the IRS and the Employer Services Assurance Corporation (ESAC), and it has an A+ Better Business Bureau rating.
\r\nEditor's note: Is your business looking for a PEO service? Fill out the below questionnaire to have our vendor partners contact you about your needs.
"},"url":"https://www.trinet.com/","docType":"service","title":"TriNet","thumbnail":{"path":"https://staging.business.com/images/rz/5d252d237b4374c86c8b459a/trinet.png"},"pricing":{"isCapped":false,"isFeatured":false,"primary":true,"selected":"affiliate-widget","widgetId":"10092","widget":{"id":"10092","cta":"Compare Quotes","isExclusive":false},"affiliate":{"cta":"Visit Site","link":"https://businesscom.go2cloud.org/aff_c?offer_id=45&aff_id=1000&source=best-peo-services&aff_sub3=deal|TriNet&aff_sub4=revenue|QT&url_id=1","name":"QT Program"}}}},{"fullTitle":"Best for Small Businesses","bullets":["ESAC, IRS and BBB accreditations","5,000+ online courses","Easy-to-use online platform"],"isFeaturedBestPick":false,"isJumpLink":false,"tabTitle":"Best for Small Businesses","review":{"isReview":true,"adsense":true,"canonical":"https://staging.business.com/reviews/insperity-peo-services/","review":{"fullReview":"Insperity PEO provides employee benefits administration, payroll processing, risk management resources, and human resource consulting, but where it excels is in employee training and HR outsourcing. Insperity has a five-employee minimum, competitive pricing and a contract structure that can scale with your business. Insperity is our pick as the best PEO for small businesses due to its extensive training resources and flexible services.
\r\n\r\n
View all of our recommendations for PEO services and HR outsourcing services on our best picks pages.
\r\nInsperity's pricing and terms make it an ideal choice for small businesses looking to outsource the logistical headaches that come with running an expanding business. Insperity charges on a per-employee basis. Some PEOs charge businesses a gross percentage of total payroll. While the percentage of payroll option could be more cost-effective for your business, your fee fluctuates as your business's payroll totals change. With a per-employee pricing structure, your costs are somewhat more predictable.
\r\nInsperity doesn't require long-term contracts. A standard contract for a business with less than 150 employees is typically one year, but you can cancel with 30 days' notice. Although you must have a minimum of five employees to qualify for Insperity's PEO services, you may be able to work around this minimum (with approval) if you meet specific criteria.
\r\nInsperity PEO provides bundled solutions. These bundles can be tailored somewhat to your business; for example, you can add employment screening, expense management, insurance services, performance management, recruiting services and retirement services for additional fees.
\r\nIf you want individual HR services without the co-employment model, there is Insperity's Workforce Acceleration program. This option still requires you to enroll in Insperity's payroll service, but every other service is offered a la carte (e.g., accounting, recruiting, insurance, 401(k), retirement services, etc.)
\r\nInsperity offers stellar training resources and solid offerings in all the major PEO service areas. With Insperity, you and your team have access to a comprehensive suite of HR functions, including the following:
\r\nBesides its PEO services, Insperity offers individual HR services and consultancies through Workforce Acceleration. Make sure, however, that you address the details of the agreement and how it would shift from a standard PEO bundle with the company. For instance, PEOs come with a co-employment agreement as part of the bundle. Signing up for individual HR services, though, nullifies the co-employment arrangement. This aspect of service is not good or bad either way; it just depends on what's best for your business.
\r\nTo use Insperity's a la cart HR services, you will still be required to enroll in Insperity's payroll service. Here are some, but not all, of the HR services Insperity offers:
\r\nInsperity's breadth of services is one of the largest of the companies we reviewed.
\r\nThe biggest advantage for small businesses partnering with Insperity is the wealth of training and resources they get access to. This allows small businesses to stay up to date with important training and regulations. It can also be used for employee development and professional growth. Having access to these learning opportunities can be a great selling point for growing businesses that need to recruit new employees.
\r\nAnother advantage of Insperity is its intuitive online platform. Business owners and employees can log into their Insperity portal to access and modify important information like time and attendance, time-off requests, compensation, 401(k) contributions, HSA and FSA information, training courses and more. This is a great way for small businesses to keep all of their HR functions in one location.
\r\nInsperity requires a small business to have a minimum of five employees to qualify for its services. Keep in mind that this is a standard minimum requirement among many PEOs, and Insperity may be able to make exceptions (with approval) to those businesses that qualify. If you do not meet the five-employee minimum, you can either speak to a representative to learn more about how to meet the exceptions for that or consider another HR service.
\r\nInsperity provides a dedicated service team for its small business clients. This includes defined experts in each service area, like HR management, payroll, performance, recruitment, safety and benefits. Insperity also sets you up with a point person to facilitate your services and connect you to various experts depending on your needs. For general PEO information, you can access several resources on its website, including Insperity's blog, checklists, demos, e-books and webinars.
\r\nWe tested Insperity's customer service by calling as a hypothetical small business owner interested in partnering with a PEO. We interacted with Insperity through email, webchat and phone. The sales representatives we interacted with took the time to assess our business's needs and determine what service would be best suited for our business. They didn't try to push a sale. This is a testament to the level of care and consideration Insperity provides to its customers.
\r\nEditor's note: Need a PEO service for your business? Fill out the below questionnaire to have our vendor partners contact you with free information.
\r\n"},"url":"https://www.insperity.com/","docType":"service","title":"Insperity","thumbnail":{"path":"https://staging.business.com/images/rz/5f1a02995a215e81748b4567/Insperityy_logo.png"},"pricing":{"isCapped":false,"isFeatured":false,"primary":true,"selected":"affiliate-widget","widgetId":"10092","widget":{"id":"10092","cta":"Compare Quotes","isExclusive":false},"affiliate":{"cta":"Visit Site","link":"https://businesscom.go2cloud.org/aff_c?offer_id=47&aff_id=1000&source=best-peo-services&aff_sub4=revenue|QT&aff_sub3=deal|Insperity&url_id=1","name":"QT Program"}}}},{"fullTitle":"Best Customer Service","bullets":["Fortune 500-caliber benefits","No long-term contracts","Dedicated customer support"],"isFeaturedBestPick":false,"isJumpLink":false,"tabTitle":"Best Customer Service","review":{"isReview":true,"adsense":false,"canonical":"https://staging.business.com/reviews/adp-totalsource/","review":{"fullReview":"Small businesses that partner with ADP get top-of-the-line human resource services, including payroll, compliance, risk management, employee benefits, training and development, and great customer support. ADP TotalSource provides personalized PEO services throughout all 50 states, and even offers international client service through their partnership with Globalization Partners. In addition to its fantastic customer service, ADP's benefits offering is ideal for any small business seeking outsourced HR services. Thanks to its impressive offering, ADP is a double winner, it's our best pick for customer service in our PEO category and best for benefits in our human resources outsourcing (HRO) category. ADP is accredited by the Better Business Bureau, earning an A+ with the rating agency. It is also certified by the IRS and accredited by the Employer Services Assurance Corporation.
\r\nView all of our recommendations for PEO services and HR outsourcing services on our best picks pages.
\r\nSmall businesses can be certain they are signing up with a great PEO or HRO, regardless of which ADP arrangement they choose. All ADP plans are scalable, although smaller businesses may be better suited to the co-employment model of the PEO offering, since it offers more flexibility in employee requirements.
\r\nAlthough ADP works with businesses of all sizes, small businesses need to have a minimum of five employees to be eligible for ADP TotalSource. ADP doesn't require long-term contracts, and it doesn't charge cancellation fees, but it asks that you provide 30 days' written notice to end services with the company. These minimums and cancellation requirements are standard requirements among the PEOs we reviewed.
\r\nIf you partner with ADP, you're primarily investing in a bundled PEO solution. This means that the basic PEO services are all included for one lump sum. Pricing isn't listed on the website, instead, you will have to contact an ADP representative to receive a customized quote.
\r\nWhen we spoke with an ADP representative, we were informed that you have the option to purchase the following items for additional fees:
\r\nADP's human resources outsourcing option is better suited for small businesses that only need assistance with a few different HR functions. Small businesses that choose this pricing model must have a minimum of 25 employees. Similar to the PEO pricing, ADP HRO contracts are very flexible and can range from month-to-month to multiyear terms, depending upon client size and offerings selected.
\r\nWhile some HR items do come bundled, there are choices available across the spectrum, so small businesses have the option to select the outsourcing features most applicable to their business. ADP's offerings and pricing schedules are designed to be fully scalable, supporting client growth (and when needed, contraction). Since HRO plans are customized to your business's needs, you will need to speak with a representative for a price quote.
\r\nADP TotalSource has a full-fledged PEO, with comprehensive solutions in payroll, benefits, HR management and training. Its PEO services include the following:
\r\nADP offers HRO services, too, which often make sense for small businesses looking for limited HR support. The agreement will take a different shape from your PEO service, but you'll be able to enjoy many of the same features, including payroll outsourcing, pay and tax administration, an online HR and payroll platform, and employee handbook creation. ADP offers expert business knowledge by partnering with accountants, brokers, financial advisors, private equity, franchises, member organizations, software providers and ERPs.
\r\nAs a major HR provider in the U.S., ADP can fill almost any HR need your business has. The contract structure differs from its PEO offering because it doesn't require a co-employment model. This may add flexibility to your service, but you'll have to work directly with ADP to find the right HRO agreement for you and your business.
\r\nOne of the highlights of ADP's HRO offering is its benefits packages. As one of the largest HR support providers in the nation, ADP has solid benefit options for small businesses. For example, ADP provides an employee assistance program service, a compliance and learning curriculum, and an employee discount plan. Clients also have the option to procure their own benefits or benefit plans, in addition to leveraging ADP's insurance services.
\r\nADP has an intuitive online platform and simple dashboards where you can view your benefits, make adjustments, and handle all your related services. ADP also offers an employee resource through MyLife Advisors, where employees can contact an ADP representative to receive assistance on HR, payroll and benefits.
\r\nADP is a very large and reliable company, allowing you to get the level of coverage and support you need. ADP can provide human resource services in all 50 states. It also has a mobile app that users can access to manage their HR services on the go. Many smaller PEOs lack full coverage and accessibility, which can be challenging for businesses that operate in many states throughout the U.S.
\r\nADP also provides exceptional customer service. Each TotalSource client receives a dedicated ADP team to help with any questions, and backup support is available upon request. ADP support can be reached by phone and chatbot. Each ADP client is treated with care, which is essential for small businesses. A PEO or HRO with great customer service can make a major difference to you and your team.
\r\nADP's employee minimum may be a challenge for very small businesses. For example, there is a five-employee minimum to sign up with ADP TotalSource, and a 25-employee minimum for ADP's HRO service. Although an employee minimum is somewhat common for most PEOs and HROs, it can be inconvenient for very small businesses with just a couple of employees. This minor drawback only impacts those with very small teams.
\r\nAnother drawback to using ADP is its lack of pricing information online. Since ADP provides custom quotes, they don't list pricing on the website. They bundle their PEO features with a few services offered for additional pricing, and their HRO features are offered separately, but we were not able to find those prices listed online. While this is not a major drawback, it can be inconvenient for those who want an upfront idea of how much they can expect to spend on services in comparison to other options.
\r\nDespite ADP's size, its customer service was stellar. Representatives readily answered our questions and were not pushy or rude. ADP provides a full-service team to its customers, in addition to experts in each specific area (HR, benefits, payroll, etc.).
\r\nLike many PEOs we evaluated, ADP provides a point person to facilitate your services and provide you with HR support. The difference is that ADP's point person is certified by the Society for Human Resources Management, meaning your business can utilize the knowledge and support of an accredited HR expert.
\r\nWhen evaluating ADP, we spoke with the company's representatives by email, live chat and phone. In all instances, ADP's sales team went above and beyond our customer service expectations. They provided solid information and advice about the services and additional details based on business needs. This level of attention from a company as big as ADP signals the value of this organization's services. It's also why ADP earned our pick for the PEO with the best customer service.
\r\nADP is accredited by the Better Business Bureau, earning an A+ rating. It is also certified by the IRS and accredited by the Employer Services Assurance Corporation, which means that it has undergone and passed rigorous scrutiny and evaluation.
\r\nEditor's note: Need a PEO service for your business? Fill out the below questionnaire to have our vendor partners contact you with free information.
"},"url":"https://www.adp.com/our-products/totalsource/why-totalsource.aspx","docType":"service","title":"ADP TotalSource","thumbnail":{"path":"https://staging.business.com/images/rz/5c89295c5a215eaf098b456b/ADP.png"},"pricing":{"isCapped":false,"isFeatured":false,"primary":false,"selected":"affiliate-widget","widgetId":"10092","widget":{"id":"10092","cta":"Compare Quotes","isExclusive":false},"affiliate":{"cta":"Visit Site","link":"https://businesscom.go2cloud.org/aff_c?offer_id=43&aff_id=1000&source=best-peo-services&aff_sub4=revenue|QT&aff_sub3=deal|ADP&url_id=1","name":"QT Program"}}}},{"fullTitle":"Best for Midsize Businesses","bullets":["Scalable PEO plans","Nationwide customer support","Mobile-friendly PEO platform"],"isFeaturedBestPick":false,"isJumpLink":false,"tabTitle":"Best for Midsize Businesses","review":{"isReview":true,"adsense":false,"canonical":"https://staging.business.com/reviews/paychex-peo-services/","review":{"fullReview":"Paychex provides businesses with comprehensive PEO and HRO features, including risk management, payroll, employee benefits, HR administration, and numerous employee training solutions. This nationwide company represents thousands of employees and businesses of all sizes, so you'll be joining a provider that is equipped to handle your organization's needs. It also assigns you an HR professional, who remains your point person as your business grows, and a mobile application, Paychex Flex, so you can access your services on the go. Plans are scalable as your company grows. Paychex is certified by the IRS and accredited by the Employer Services Assurance Corporation and the Better Business Bureau, with an A+ BBB rating. For these reasons, Paychex is our pick for the best PEO service for midsize businesses and the best HR outsourcing service for small businesses.
\r\n\r\n
View all our recommendations for PEO services and HR outsourcing services on our best picks pages.
\r\nPaychex has convenient pricing and terms for small and midsize businesses. Businesses looking for a co-employment model are better suited to a PEO plan, whereas those looking to outsource a few HR functions are better suited to an HRO plan. Regardless of which option you choose, every plan is scalable to fit your business needs.
\r\nLike many PEOs we reviewed, Paychex charges on a per-employee basis. Some companies we reviewed charge businesses a certain percentage of their total payroll. The latter could be a better deal if you're a large business with a lot of employees, but it also means your costs fluctuate as your payroll changes. For a midsize business that likely has a much larger payroll than a small business, this could have major implications. The per-employee structure allows you to predict and budget for what you owe Paychex.
\r\nPaychex PEO plans are available to organizations with at least five employees. The cost of your PEO service depends on how many employees you have each year. Standard PEO contracts are for one year, with per-employee pricing. PEO packages include bundled services; however, plans are scalable, and you have the option to customize certain aspects, like master medical or master workers' compensation policies. If you are interested in working with Paychex under the PEO model, you'll want to discuss the service and feature requirements with your sales representative.
\r\nSince they are available to businesses of all sizes, even those with just one employee, Paychex HR outsourcing plans offer a lot of flexibility. They do not enforce any minimum salary requirements, and there is no required contract length, just a 30-day cancellation notice condition with the Paychex service agreement.
\r\nPaychex is great for small businesses that have unique HR outsourcing needs, as they offer a variety of features packaged into different HR outsourcing options. HR outsourcing plans are scalable; as an organization grows and needs change, they can add services or products along the way.
\r\nPaychex's PEO has multiple features that differentiate it from its competitors. Its training offering, which touches on relevant topics such as HR onboarding and safety, is one of the most extensive of any company we reviewed. Paychex also offers thorough payroll processing software and HR policy development.
\r\nSmall businesses that don't want to enter into the PEO agreement can still access many of the same great HR outsourcing services that Paychex provides. PEOs ascribe to a co-employment model where your employees appear on the books of a national organization for tax and labor law advantages. The HRO model doesn't have this type of contractual agreement; you can scale your services and enjoy some of the same support under a different arrangement.
\r\nSmall businesses can access a variety of features through Paychex's HR outsourcing plans. For example, you can choose from functions that aid with payroll, risk and compliance, employee benefits, and HR administrative services.
\r\nInstead of paying for HR features you don't need, you can select the HR outsourcing solution that works best for your business based on the level of HR support that you require. Paychex offers many of the same HR functions to both PEO and HR outsourcing customers – if there is a service you need, speak to a representative about acquiring it for your plan.
\r\nPaychex HR outsourcing customers fluctuate in size and complexity, so they offer service plans to accommodate those differences. As your organization grows and HR outsourcing needs change, you can easily add services or products. Some companies start with HRO services and then scale to PEO services. Work closely with your Paychex representative to find the right services for your SMB.
\r\nPaychex has unveiled several new features geared specifically toward helping businesses with the current HR challenges they face during the COVID-19 pandemic. This includes HR Connect, conversations, an OSHA dashboard, worker templates and new live reports.
\r\nBusinesses of all sizes receive hands-on customer support from Paychex. PEO customers get access to a dedicated payroll account manager and a human resource generalist. One-on-one customer support is essential for growing businesses, since more employees generally equals more questions. You can also access a wealth of knowledge and training through Paychex's help center and other online resources.
\r\nAnother advantage to partnering with Paychex is its dedication to clarity. If you are curious about Paychex's services, you can access a variety of demos in areas like analytics and reporting, the online dashboard, general ledger, health and benefits, help options, hiring, HR, the payroll center, and time and attendance. This is ideal for midsize businesses that know what they want in a PEO and need firsthand experience with the service before committing to it.
\r\nPaychex has an advanced, mobile-friendly platform that provides a consistent experience across mobile and desktop devices. You and your employees can use the Paychex Flex app on iOS and Android devices, making Paychex a convenient service to access on the go.
\r\nYou need at least five employees on your payroll to qualify for Paychex's PEO services. This is a standard requirement among the companies we evaluated, but it's important for very small businesses to know.
\r\nSince Paychex's PEO and HR outsourcing services are best suited for small and midsize businesses, this employee minimum shouldn't be an issue for most interested parties. Paychex HRO services, though, only require a minimum of one employee, so smaller teams may be better suited to this structure.
\r\nAnother negative consideration is Paychex's Better Business Bureau profile. There were multiple negative customer reviews on Paychex's BBB page when we reviewed it – more than what other companies we reviewed had. However, Paychex addressed every review and worked through the issue with the customer. Paychex has an A+ rating with the BBB.
\r\nWhen we asked Paychex customers what they thought the company could do better, they referenced the communication features. The company offers online chat and email options, but online communications can be delayed at times. To remedy this situation and receive immediate assistance, it is better to call a representative or reach out directly to your dedicated HR point of contact.
\r\nPaychex provides a designated team of experts, each one specializing in a different area of your PEO plan. You get a dedicated HR generalist who acts as a point person between your business and the various experts you need. This person doubles as an HR consultant, so you can work through your HR questions and issues with them as well. Regardless of how your business grows or changes, your HR generalist will remain your go-to partner who knows and understands your business's needs. You can also access several online resources, such as articles, webinars and PEO-related calculators.
\r\nWe interacted with Paychex sales representatives to gauge the company's service. We reached out over live chat, email, and phone to gain insight into the overall Paychex customer support experience, posing as a small business owner of a hypothetical business. In all instances, representatives were informative and polite, helping us learn more about the company's services without pushing for a sale. They also helped us learn more about the PEO and HRO models and what we could expect as business owners with Paychex.
\r\nEditor's note: Need a PEO service for your business? Fill out the below questionnaire to have our vendor partners contact you with free information.
"},"url":"https://www.paychex.com/peo","docType":"service","title":"Paychex","thumbnail":{"path":"https://staging.business.com/images/rz/5ec814d37b4374496f8b4592/paychex.png"},"pricing":{"isCapped":false,"isFeatured":false,"primary":true,"selected":"widget","widgetId":"10092","widget":{"id":"10092","cta":"Compare Quotes","isExclusive":false},"affiliate":{"cta":"Visit Site","link":"https://www.paychex.com/peo","name":""}}}}]}}},"related":{"relatedArticles":[{"title":"How to Hire for Your Business","canonical":"https://www.business.com/articles/how-to-staff-business/","slug":"how-to-staff-business","thumbnail":"https://www.business.com/images/content/5ea/9c8bb9c658aee018b456c/1500-0-","dek":"Sterling Staffing Solutions CEO Stephen Carter shares his tips on staffing your business.","lastModified":"2020-07-31T15:00:00Z","published":"2018-08-16T12:00:00Z","sponsored":false},{"title":"Using Lean Strategies to Achieve Team Synergy and Efficiency","canonical":"https://www.business.com/articles/lean-strategies-team-efficiency/","slug":"lean-strategies-team-efficiency","thumbnail":"https://www.business.com/images/content/5be/480e49c658a51108b458c/1500-0-","dek":"Learn more about lean manufacturing strategies and how to implement them in your business.","lastModified":"2018-11-08T08:00:00Z","published":"2018-11-08T08:00:00Z","sponsored":false},{"title":"What a Good Performance Process Looks Like","canonical":"https://www.business.com/articles/good-performance-process/","slug":"good-performance-process","thumbnail":"https://www.business.com/images/content/5f3/3021a7b4374541c8b4567/1500-0-","dek":"To get the most out of your team, you need to have a solid performance process in place.","lastModified":"2020-12-21T21:12:00Z","published":"2020-08-17T13:59:00Z","sponsored":false},{"title":"Delegate or Die – The Only Way to Grow Your Business","canonical":"https://www.business.com/articles/delegate-or-die/","slug":"delegate-or-die","thumbnail":"https://www.business.com/images/content/5b5/a95791039ebb1398b456e/1500-0-","dek":"Learn how to effectively delegate tasks to qualified employees.","lastModified":"2018-07-27T07:00:00Z","published":"2018-07-27T07:00:00Z","sponsored":false},{"title":"Should I Hire a Family Member?","canonical":"https://www.business.com/articles/should-i-hire-family/","slug":"should-i-hire-family","thumbnail":"https://www.business.com/images/content/5e6/fecd49c658ab8178b4579/1500-0-","dek":"Learn how you can work with family members without hurting your relationships or your business.","lastModified":"2020-10-26T22:04:00Z","published":"2020-03-20T15:04:00Z","sponsored":false},{"title":"How Companies Can Change Their Culture to Attract (and Retain) Millennials","canonical":"https://www.business.com/articles/how-are-companies-changing-their-culture-to-attract-and-retain-millennials/","slug":"how-are-companies-changing-their-culture-to-attract-and-retain-millennials","thumbnail":"https://www.business.com/images/content/5d0/7f6c39c658a502d8b4581/1500-0-","dek":"Do you want more millennials to join and remain loyal to your company? Here's how to recruit and keep this age group.","lastModified":"2020-06-11T17:09:00Z","published":"2018-02-08T19:00:00Z","sponsored":false},{"title":"Should You Let Employees Choose Their Own Job Titles?","canonical":"https://www.business.com/articles/job-titles-to-attract-job-seekers/","slug":"job-titles-to-attract-job-seekers","thumbnail":"https://www.business.com/images/content/5e1/e08269c658a512e8b456c/1500-0-","dek":"Create relevant job titles for roles in your business, attract and retain top talent, and foster a positive company culture.","lastModified":"2020-10-19T20:03:00Z","published":"2020-01-15T14:00:00Z","sponsored":false},{"title":"Why You Should Promote From Within Your Company","canonical":"https://www.business.com/articles/why-employers-should-promote-from-within/","slug":"why-employers-should-promote-from-within","thumbnail":"https://www.business.com/images/content/5ef/368a77b43749b608b4574/1500-0-","dek":"Why is it beneficial for employers to promote from within the company, and what internal promotion options are available? There are ways for business owners to make the most of these situations.","lastModified":"2020-06-24T18:22:00Z","published":"2020-06-24T18:22:00Z","sponsored":false},{"title":"From COVID-19 to Hurricane Season: Disaster Preparedness for Small Business","canonical":"https://www.business.com/articles/business-disaster-prep/","slug":"business-disaster-prep","thumbnail":"https://www.business.com/images/content/603/ce90e5a215e5c208b4567/1500-0-","dek":"Natural disasters – whether a hurricane, tornado, or outbreak like COVID-19 – can have a disastrous effect on small businesses, but they don't have to. Here's how to weather a disaster successfully.","lastModified":"2021-03-09T22:20:00Z","published":"2018-09-26T07:00:00Z","sponsored":false},{"title":"How to Write a Job Description (Plus 7 Job Description Templates)","canonical":"https://www.business.com/articles/how-to-write-job-description-templates/","slug":"how-to-write-job-description-templates","thumbnail":"https://www.business.com/images/content/5f5/aba4f5a215efc518b4567/1500-0-","dek":"A job description is many people's first introduction to your company. Here's what to include to make an impression.","lastModified":"2020-09-11T13:36:00Z","published":"2020-09-11T13:36:00Z","sponsored":false},{"title":"What Your Business Can Learn From Peter Drucker","canonical":"https://www.business.com/articles/management-theory-of-peter-drucker/","slug":"management-theory-of-peter-drucker","thumbnail":"https://www.business.com/images/content/5cf/dd1449c658a33728b456e/1500-0-","dek":"Learn about Peter Drucker's management theory and how it can help your business.","lastModified":"2019-10-11T12:20:00Z","published":"2019-10-11T12:20:00Z","sponsored":false},{"title":"How to Transition Your Business from an Office-Based Company to a Remote One","canonical":"https://www.business.com/articles/transition-to-remote-work/","slug":"transition-to-remote-work","thumbnail":"https://www.business.com/images/content/5ad/a1ba51039ebaa728b459d/1500-0-","dek":"Switching to remote work is a big step, but it can be done. Here's how.","lastModified":"2018-04-20T07:00:00Z","published":"2018-04-20T07:00:00Z","sponsored":false}],"relatedReviews":[],"relatedSponsoredArticles":null}},"pageContext":{"displayModified":"2021-03-24T11:40:00.000Z","template":"long_form","title":"The Benefits of Employee Job Rotation","meta":{"robots":"index, follow"},"docType":"articles","slug":"access-control-system","canonical":"https://staging.business.com/access-control-system/","skipTOC":true}},"staticQueryHashes":[]}