Business today is different than ever before. With increased reliance upon technology, globalization and a fluctuating stock market, the world is becoming increasingly “flat.” To stay competitive, you need a partner who can help you maximize the effectiveness of your most important asset: people.
When you partner with Doherty Staffing Solutions, we work with you to help you identify the right balance between traditional staff employees and a flexible contingent workforce.
The old-fashioned workforce model revolved around a fixed number of FTE's regardless of production needs and demands. Companies who continue to use this out-of-date model face a large burden on their payroll and profits due in large part to the high costs of legacy workers.
Today, companies operate in a global economy and workforce demands must adapt to this new reality. To stay competitive, your workforce must be flexible: the right mix of FTE's, temporary workers, independent contractors, interns and retirees can help your business stay ahead of your competition. Our innovative workforce designs help your business remain agile in today’s competitive market.
Workforce consulting services we provide include:
Workforce Design
America has embraced two commonly known workforce models: the Patriarchal Model and the Temporary Model.
A Patriarchal Model is one in which a person works for “The Company” – a corporate “family” made up primarily of full-time employees who work for the company their entire lives until they retire and collect their pensions.
Unfortunately, the Patriarchal Model was not built to withstand market fluctuations. When demand dropped, companies found themselves overstaffed. If they laid off workers, they were then understaffed when demand rose again. Over time, this inefficient workforce model allowed only limited flexibility and increased employee legacy costs.
The Temporary Model arose from this need and companies began using higher volumes of temporary workers.
This model allowed businesses to strategically balance work levels with demand by utilizing temporary workers only when they needed them. This allowed companies to convert some costs from fixed to variable, save money and shift certain liabilities to a third party.
Doherty Staffing Solution has an innovative workforce model that allows companies to enjoy the cost savings offered by the temporary model and the low turnover of the patriarchal model.
We will work with your company to identify the minimum number of full‐time regular employees necessary to manage core processes for each location, region, or the entire company.
Contact us to schedule a free consultation.
Independent Contractor Identification
Using independent contractors offers a number of advantages including: a fluid workforce, reduced unemployment taxes and benefit expenses, and lowered workers' compensation risk.
However, identifying who is a 1099 employee and who is a staff employee can be tricky. The IRS considers three aspects of control when determining whether a business employs a worker: behavioral control, financial control, and the relationship of the parties.
If your employees are incorrectly classified as 1099 workers, you may be facing a big fine. Federal and state agencies are losing millions of dollars in tax revenue each year due to worker misclassification.
Doherty can audit your 1099 employees and ensure compliance with the IRS regulations. If we identify employees who should by law be on your payroll, we can provide solutions that give you access to that talent without assuming the burden of adding head count to your payroll.
Safety Consulting
At Doherty, our safety program provides real ROI to our clients.
Our safety department develops programs that can reduce workforce injuries for both temporary workers and FTE's. With a reduction in injuries, mod factors decline and total workers' compensation spending is driven down.
Our safety department will provide:
- On-going situation review and safety consultation
- Transitional work program development
- Comprehensive claims management
Employee Recruiting and Retention Strategies
After years of layoffs, pay freezes and furloughs, many people are ready to leave their current positions. As America waited out “The Great Recession,” voluntary employee turnover was very low. People were inundated with news of record levels of unemployment. They watched their coworkers, friends and family lose their jobs to layoffs. Most employees who survived were thankful to have any job. But as the country emerges from the recession, the workforce may be facing a tidal wave of employee turnover.
Download our free e-book "Employee Retention"
Download our free e-book "Post Recession Recruiting Strategies"
