Advantages of outsourcing & consulting for project management

Special projects can solve big problems and be very rewarding, but often lead to unforeseen costs and big headaches. The key to avoiding complications is to ensure that you’re starting off every project with the best possible chance of not only succeeding, but also moving forward smoothly and on time. If your team’s workflow is too overburdened to tackle the planning phase, or really any phase, consider working with an outside vendor with the time and resources to do the project correctly.

Best practices for project management outsourcing and consulting

Projects often start off with a vague goal and a fuzzy plan of action – a problem that can grow into a monster over the course of its deployment.  Make sure to check the following tasks off your list before moving forward:
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Top retention strategies for IT employees in-demand

webinar_acing_interview“As key employees are more comfortable with the economy, they are beginning to jump ship for better opportunities.”

Those words by Lisa Anderson, President of LMA Consulting Group, Inc. in a recent article about the current job market, should give all managers pause.

An improving and changing economy is creating increasing demand for skilled workers, particularly in the IT space. Several surveys have found that a majority of workers are looking for a new job these days, and you can bet that many of your best employees are considering their options.

So what steps can you take to retain the best and brightest on your team. Here are some tactics that work:
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2014 Job Market Perspectives blog series – Part three: The year ahead

singles_ADO_JMP14_v2_Page_01Every year we release our Job Market Perspectives report, which details the current state of the job market broken down by industry sector and region. The report also contains important topics and useful information such as a 2013 year in review, a summary of the last five years, as well as an executive polling section where we take a look at what business leaders are seeing and what challenges we face moving forward.

To coincide with the 2014 Job Market Perspectives Report release, we are publishing a three-part blog series to highlight some of the information in the report. In part one, we discussed the 2007-2009 recession and what impact it had on the job market. In part two, we presented a brief recap of 2013. In the final installment of this blog series, we give you a “sneak peak” of what to expect in the 2014 job market.
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2014 Job Market Perspectives blog series – Part two: 2013, a year in review

singles_ADO_JMP14_v2_Page_01Every year we release our Job Market Perspectives report, which details the current state of the job market broken down by industry sector and region. The report also contains important topics and useful information such as a 2013 year in review, a summary of the last five years, as well as an executive polling section where we take a look at what business leaders are seeing and what challenges we face moving forward.

To coincide with the 2014 Job Market Perspectives Report release, we are publishing a three-part blog series to highlight some of the information in the report. In part one, we discussed the 2007-2009 recession and what impact it had on the job market. In part two, we’ll present a recap of 2013 and show the progress we’ve made in the last year, and in the final installment we’ll present a “sneak peak” of what to expect in 2014.
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2014 Job Market Perspectives blog series – Part one: The recession

singles_ADO_JMP14_v2_Page_01Every year we release our Job Market Perspectives report, which details the current state of the job market broken down by industry sector and region. The report also contains important topics and useful information such as a 2013 year in review, a summary of the last five years, as well as an executive polling section where we take a look at what business leaders are seeing and what challenges we face moving forward.

To coincide with the 2014 Job Market Perspectives Report release, we are publishing a three-part blog series to highlight some of the information in the report. In part one, we’ll discuss the 2007-2009 recession and what impact it had on the job market. In part two, we’ll present a recap of 2013 and show the progress we’ve made in the last year, and in the final installment we’ll present a “sneak peak” of what to expect in 2014.
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Will healthcare reform change the way you hire?

Top 5 things your human resources department wants you to knowWhen it comes to healthcare reform, for many employers the magic number is 50.

Employers with 50 or more full-time workers are classified by the government as a “large employer” and will be required to provide healthcare coverage that meets government standards to employees. However, if you’re an employer near or over that threshold you were granted a reprieve by the U.S. Department of Treasury – complying with the requirement was delayed one year from Jan. 1, 2014 to Jan. 1, 2015.

Regardless of when the law will take effect, the looming regulations are shining the spotlight on independent contractors, and the role they play in businesses and organizations. Because independent contractors do not qualify as employees, some businesses are considering various steps to increase use of their services, or redefine current employee’s status to avoid the requirements of a large employer.

A Wall Street Journal article, A Health Scare for Small Businesses, provides a good overview of the challenges and concerns that are motivating some employers to consider increasing their use of independent contractors or taking other steps to ensure they comply with the requirements.

Yet businesses need to walk a fine line when it comes to how they define and classify employees. Experts and analysts have been weighing in with advice for businesses that could be affected by the new rules. For instance, a June 2013 article posted by the Associated General Contractors of America warned that employers should use “extreme caution” before attempting to manipulate its number of employees by reclassifying them as independent contractors.
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