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Payroll service outsourcing is nothing new regardless of whether you look at large employers, or organizations that fall within the small- to medium-sized business (SMB) space. However, advances in other human resources-related technologies in recent years have, for the first time, enabled increasing numbers of smaller businesses to automate administrative tasks related to recruiting, employee onboarding, the Work Opportunity Tax Credit (WOTC), background checking and reference checking.
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Independent payroll service bureaus, it’s time to put on your game face. Your competition isn’t getting any weaker these days, and technology innovation and adoption is moving at a breakneck pace. So, what do you do…sit down and relentlessly review game tapes to study your competitors’ every play? Well, not exactly, but it is critical to understand your competitors’ potential appeal to your existing clients and potential prospects.
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For independent payroll providers it’s sometimes hard to stand out. Resources are limited and the expenses associated with advertising and expanding new services are prohibitive. For newly minted businesses, it might be all they can do just to get operations up and running efficiently. Meanwhile, very large and established providers (a.k.a. mega providers) are throwing big money into advertising and services in order to expand their market share.
Payroll providers are under attack! Across the nation, over 240 independent payroll providers are under attack by “mega payroll providers.” Their mode of attack? They offer a slew of low-cost or “no-cost” add ons to their core services in a bid to persuade small- to medium-sized businesses (SMBs) to contract with them. Seems benign enough, but the problem is that many of these add-ons are poor imitators of quality HR tech.
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Payroll providers are under attack! Across the nation, over 240 independent payroll providers are under attack by “mega payroll providers.” Their mode of attack? They offer a slew of low-cost or “no-cost” add ons to their core services in a bid to persuade small- to medium-sized businesses (SMBs) to contract with them. Seems benign enough, but the problem is that many of these add-ons are poor imitators of quality HR tech.
FOR IMMEDIATE RELEASE. Recognition of a Partner Performance Management technology one more market signal PRM has crossed over into mainstream use by corporations worldwide. SILICON SLOPES, UTAH — MARCH 10, 2016 — Global SaaS Partner Relationship Management (PRM) leader Impartner won a Silver Stevie® Award in the new Best Relationship Management Solution category in the 10th annual Stevie Awards for Sales & Customer Service.
Payroll service outsourcing is nothing new regardless of whether you look at large employers, or organizations that fall within the small- to medium-sized business (SMB) space. However, advances in other human resources-related technologies in recent years have, for the first time, enabled increasing numbers of smaller businesses to automate administrative tasks related to recruiting, employee onboarding, the Work Opportunity Tax Credit (WOTC), background checking and reference checking.
Independent payroll service bureaus, it’s time to put on your game face. Your competition isn’t getting any weaker these days, and technology innovation and adoption is moving at a breakneck pace. So, what do you do…sit down and relentlessly review game tapes to study your competitors’ every play? Well, not exactly, but it is critical to understand your competitors’ potential appeal to your existing clients and potential prospects.
For independent payroll providers it’s sometimes hard to stand out. Resources are limited and the expenses associated with advertising and expanding new services are prohibitive. For newly minted businesses, it might be all they can do just to get operations up and running efficiently. Meanwhile, very large and established providers (a.k.a. mega providers) are throwing big money into advertising and services in order to expand their market share.
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Payroll providers are under attack! Across the nation, over 240 independent payroll providers are under attack by “mega payroll providers.” Their mode of attack? They offer a slew of low-cost or “no-cost” add ons to their core services in a bid to persuade small- to medium-sized businesses (SMBs) to contract with them. Seems benign enough, but the problem is that many of these add-ons are poor imitators of quality HR tech.
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