Category Archives: Our Blogs

HR Workplace Authenticity: Qualities to Consider

In part one of this two-part blog series, we looked at some of the reasons why maintaining authenticity in your workplace is so important for employers. From increased employee engagement to improved morale, better alignment with employee values and more, there are several reasons why it pays to maintain an authentic, respectful workplace.

At WTA Inc., we’re here to assist businesses around Salt Lake City with various HR services, ranging from outsourced payroll services to worker’s compensation, recruitment and hiring and much more. While part one of our series looked at why authenticity is so important for employers to maintain, today’s part two will look at some of the common qualities of authentic workplaces and employers, plus how to achieve this approach in your workplace. 

HR Workplace Authenticity Qualities to Consider

Stating and Maintaining Values

At the core of any authentic workplace is a set of values that are clearly stated, understood and maintained. This covers everything from diversity and equal opportunity to transparency in communication, top-level leadership buy-in and more. 

When values like these are established within an organization, they create a foundation for true inclusivity rather than just lip service. This also means holding every member of the organization accountable to these values, regardless of their position or seniority. It’s crucial for leadership to lead by example and embody these values in all aspects of their work.

A Willingness to Listen and Acknowledge Mistakes

Another big part of authenticity is open communication and a willingness to listen. A truly authentic workplace fosters an environment where all employees feel comfortable speaking up and offering their opinions, regardless of their role. This means actively seeking feedback from employees and taking it into consideration when making decisions.

Additionally, an authentic workplace also acknowledges mistakes and takes responsibility for them. No one is infallible, including employers or leaders. Owning up to mistakes and taking the necessary steps to make things right shows integrity and builds trust among employees.

Empathy and Recognizing Individuality

Every employee is unique, with their own backgrounds, experiences and perspectives. An authentic workplace recognizes this individuality and showcases empathy towards all employees. This means treating each person as an individual rather than just a number or role. It also means making accommodations for different needs and backgrounds.

Valuing Workplace Experiences

For an authentic workplace, it’s important to not just focus on results and productivity, but also the overall experience of employees. This includes their physical, emotional and mental well-being. Employers should prioritize creating a positive and supportive work environment for all employees.

For example, offering mental health resources, flexible work arrangements and other benefits can greatly improve the overall employee experience. This not only shows that the employer values their employees as individuals, but also helps create a more engaged and motivated workforce.

Maintaining authenticity in the workplace is crucial for employers looking to create a positive and inclusive work culture. At WTA Inc., we strive to help businesses achieve this through our various HR services. Contact us today to learn more about how we can assist your organization in creating an authentic and successful workplace.

HR Workplace Authenticity: Why It Matters

There are a few broad concepts that might play a major role in your company’s human resource and workplace approaches, and authenticity is often on this list. What exactly does authenticity refer to when discussing the workplace and various HR needs, and how can you work toward an authentic business culture and programs within your company? 

At WTA Inc., we assist clients around Salt Lake City with all their human resource needs, from risk management to recruitment and hiring, immigration compliance and numerous other areas. In this two-part blog series, we’ll go over some of the basics on what we mean by an authentic workplace and culture, why this sort of thing is important for businesses and HR departments, and some of the quality tenets of an authentic business culture.

HR Workplace Authenticity

What Do We Mean by “Authentic” Workplace Culture?

For those who might not be familiar, we use the term “authentic” in this context to refer to a positive, healthy workplace culture that is truly representative of the company and its values. This isn’t just about having a good mission statement or catchy slogans – it’s about creating an environment where employees feel engaged, supported, and valued. 

At its core, authenticity means being true to oneself and one’s principles. This applies not only to individuals, but also to organizations. An authentic workplace culture is one where the company’s values are reflected in its actions and decisions, rather than just being empty words on a plaque or website. 

Why Is Authenticity Important for Businesses?

Having an authentic workplace culture can bring numerous benefits to businesses, including: 

  • Increased employee engagement and satisfaction, leading to higher productivity and retention rates 
  • Improved overall company morale and a positive reputation in the industry 
  • Better alignment between employees’ personal values and the company’s mission, resulting in a sense of purpose for work 

In today’s competitive job market, companies that prioritize authenticity are more likely to attract top talent. And with studies showing that employees who are engaged and feel a sense of purpose are more productive, it’s clear why authenticity should be a priority for businesses. 

Now, authenticity needs to be properly combined with other workplace practices, such as diversity and inclusion, to create a truly supportive and inclusive culture. In the second part of this series, we’ll cover some steps businesses can take to foster an authentic workplace culture and how it ties into HR functions like recruitment, performance management, and more. Stay tuned! 

At WTA Inc., we believe in creating authentic and inclusive workplace cultures that benefit both employees and businesses. Contact us today to learn more about our human resource services. We look forward to helping your company thrive!

Employee Background Checks: Legal Factors and Trends

In part one of this two-part blog series, we discussed some of the basic reasons why background checks are often carried out by employers on prospective employees during the hiring process, plus some of the common types of background checks used here. These checks are increasingly being used by employers to ensure a few basic things about prospective employees, helping them make ideal hires while also avoiding liability or other concerns.

At WTA Inc., we’re here to help clients around Salt Lake City with a wide range of HR services, from recruitment and hiring to liability management, regulatory compliance and more. Today’s part two of our series will go over some basic legal considerations to keep in mind when conducting background checks, plus some trends in this world and why it pays to work with a qualified third party like our team when carrying out background check needs.

employee background checks factors trends

Legal Considerations When Conducting Background Checks

When it comes to background checks, it’s important for employers to understand and comply with federal and state laws related to this practice. The Fair Credit Reporting Act (FCRA) is the primary law that governs background checks in the US, outlining requirements for obtaining an individual’s consent before conducting a check, providing certain disclosures and following specific procedures if adverse action is taken based on the results of a background check.

Additionally, state laws may have their own specific requirements and limitations when it comes to conducting background checks. For example, some states prohibit employers from considering arrest records that did not result in convictions, while others place restrictions on the use of credit reports in employment decisions.

Trends in Background Checks

With advancements in technology and data availability, background checks are becoming more comprehensive and detailed than ever before. This includes the use of social media and online databases in addition to traditional sources like criminal records and employment history.

Another trend is the increasing reliance on continuous or ongoing background checks, rather than a one-time check during the hiring process. These ongoing checks allow employers to monitor any changes in an employee’s background that could impact their eligibility for employment.

Working with a Qualified Third Party

Given the complex legal landscape surrounding background checks, it’s crucial for employers to work with a qualified third party like WTA Inc. We have extensive experience in conducting compliant and thorough background checks, helping clients navigate the legal requirements and avoid potential liability. Our team stays updated on any changes in laws and regulations related to background checks, ensuring our clients are always in compliance.

In addition to conducting background checks, we also offer a range of other HR services that can help companies streamline their hiring processes and ensure they are making informed employment decisions. Contact us today to learn more about how we can help your business succeed!

Employee Background Checks: Reasons and Types

There are a few ways that employers may perform due diligence on prospective employees during the hiring process for any business, and background checks are one of the most common examples. Background checks help employers understand basic information and history about an applicant for a position, and a high percentage of organizations conduct at least some form of background check during their hiring processes.

At WTA Inc, we’re here to offer a wide range of employer HR services to businesses around Salt Lake City, including everything from recruitment and hiring to risk management, liability management and more. In this two-part blog series, we’ll go over everything employers should know about background checks – today’s part one will discuss why they’re done and some of the various types of background checks out there, while part two will go over some legal concerns to be aware of and some general trends in employer background checks over recent years.

employee background checks reasons types

Why Background Checks Are Done

There are several key reasons why employers often conduct background checks on prospective employees, including:

  • Avoiding liability: In today’s world, employers are often held responsible for the actions of their employees. This means organizations have a vested interest in knowing about any potential red flags or concerning past behavior that could result in legal issues down the line. Background checks can help identify any potential risks before they become a problem.
  • Protecting employees and customers: Employers also have a responsibility to create a safe working environment for both their employees and their customers. Background checks can help uncover any previous criminal activity that could pose a threat in the workplace.
  • Productivity: Hiring the wrong person can be incredibly costly for a business. Background checks can provide valuable information about an applicant’s skills, education and work history, helping employers make more informed hiring decisions.
  • Verifying basic personal data: Finally, background checks can help validate basic information about an applicant, such as their education, work experience and references. This can be especially useful for positions that require specific qualifications or certifications.

Kinds of Background Checks

There are numerous kinds of background checks or other pre-hiring screenings out there, including:

  • Criminal history or drug tests: These checks are often part of a standard background check for most employers. They can reveal any past convictions or history of drug use.
  • Credit checks: Employers may perform credit checks on applicants, particularly for positions that involve handling finances or sensitive information.
  • Employment history: This type of background check verifies an applicant’s work history, including dates of employment and job titles.
  • Education and credentials: Educational background checks can verify degrees or certifications claimed by an applicant.
  • Others: Other types of background checks may include reference checks, motor vehicle records checks, social media screenings and more.

Stay tuned for part two of our blog series, where we’ll discuss some legal considerations and trends in employer background checks. At WTA Inc., we’re committed to helping businesses navigate the often complex world of HR and hiring. Contact us today for more information on our services and how we can assist your organization!

Improving Employee Onboarding: Mentors, Networking, Input

In part one of this two-part blog series, we looked at some of the simplest ways that companies can improve their all-important onboarding processes when hiring new employees. Onboarding matters for everything from training efficient employees to ensuring quality retention and more, and there are several ways to go about optimizing it for your business. 


improving employee onboarding networking At WTA Inc, we're here to provide a wide range of employer HR solutions for companies around Salt Lake City, including areas like
recruitment and hiring plus many others. While we went over concepts like goal-planning, structure and onboarding materials in part one of our series, today's part two will look into some other general themes that we often advise clients on when it comes to optimizing their onboarding. 

Onboarding Point of Contact/Mentor

When it comes to employee retention, one of the most important elements of onboarding is assigning a point of contact or mentor for new hires. This individual will act as a liaison between the company and the new employee, providing support and guidance throughout their first few weeks or months on the job. 

Having a designated mentor can greatly improve an employee's experience during this critical period, as they have someone to turn to with questions or concerns. This individual can also provide valuable insight and feedback on the new employee's performance, helping to identify any areas for improvement. 

Ensure Social and Networking Interactions

One key part of the onboarding process often overlooked is the need for social and networking interactions. Many companies focus solely on training and orientation, but neglect to provide opportunities for new hires to get to know their coworkers and build relationships. 

These interactions are important for creating a sense of belonging and camaraderie within the company culture. They can also help new employees feel more comfortable in their new environment, leading to higher levels of job satisfaction and retention. 

Utilize Technology

As you're looking to improve your onboarding process, don't underestimate the power of technology. There are numerous tools and platforms available that can streamline and enhance various aspects of employee onboarding. 

For example, you can use video conferencing software for remote training or utilize online learning modules for more efficient training sessions. You can also leverage HR software for digital document signing, automated reminders and other administrative tasks. 

Input and Onboarding Adjustments

You should also be continuously seeking feedback and input from your new hires throughout the onboarding process. This allows you to make any necessary adjustments and improvements, ensuring that your onboarding is consistently effective. 

Additionally, involving new employees in the onboarding process can also help them feel more engaged and valued within the company. This can lead to higher levels of job satisfaction and retention in the long run. 

At WTA Inc, we understand the importance and complexities of onboarding for companies. That's why we offer a comprehensive range of solutions to help you optimize your processes and support your employees in their journey with your company. Contact us today to learn more about how we can assist you!

IDing Best Employee Benefits: Sabbatical, Perks, Wellness

In part one of this two-part blog series, we looked at some of the kinds of benefits that tend to hold the most weight for both employees and employers alike. Offering great benefits packages is one major way for businesses to attract and retain quality employees, and a key piece of this process involves selecting the right benefits to offer.

At WTA Inc., we offer a wide range of HR services to clients around Salt Lake City, including employee benefits administration and more. While part one of our series went over benefits like scheduling, compensation, healthcare and fertility options, today’s part two will look at some other key benefits you should be thinking about offering to employees.

best employee benefits perks

Sabbatical Achievements

Especially for businesses that pride themselves on long-term retention of employees, sabbatical achievements can be a great way to reward hard work and dedication. By allowing your employees to choose from different types of sabbaticals, including extended time off or a change in roles, you’ll show them that their continued success is valued and respected.

Perk Stipends

Also known as lifestyle spending accounts or perk allowances, perk stip your employees with a certain amount of money that they can spend on lifestyle benefits like gym memberships, childcare or even an Uber ride home at the end of a long workday. This type of benefit allows your employees to choose what best suits their needs and make them feel appreciated without feeling guilty for “spending” company money.

Continued Education & Training

Investing in your employees’ continued education and training shows them that you value their growth as professionals. This could include attending conferences, taking classes or even having a mentor on staff to guide development within the company. It’s important to provide support for career advancement so that employees feel like their skills are being used and that their hard work is being rewarded.

Wellness Programs

Many employers are getting on board with the idea of offering wellness programs to their staff. This could include anything from providing free yoga classes or gym membership discounts, to hosting regular health screenings or even sponsoring a lunchtime walking club. Having access to these types of offerings can help employees stay healthy and feel more engaged in their work.

Commuter Benefits

Another great way to show your employees that you value their time and resources is to provide them with commuter benefits. This could include anything from providing discounted public transit passes or bike shares to offering reimbursement for parking fees and carpooling.

By offering the right benefits, businesses can show their employees that they care about their success and well-being both inside and outside of the office. Offering a comprehensive package of benefits can increase employee retention, attract top talent and improve overall engagement and morale. With the right combination of benefits, businesses can create a work environment that is both productive and enjoyable.

At WTA Inc., we specialize in helping clients select the best benefits packages for their business. To learn more about our services in this or other HR areas, contact us today!

Best Employee Benefits: Schedule, Healthcare, Compensation

Prospective employees for your company will be thinking about several things as they evaluate their options, and their potential benefits in various jobs will definitely be on this list. Most employers are well aware that having good benefits is important for drawing in top talent – how do you know which benefits are best to have as part of your program, though?

At WTA Inc., we’re happy to provide employee benefits administration and numerous other human resource services to clients around Salt Lake City. This two-part blog series will go over all the various benefits you might offer and which tend to hold the most weight, from specific parts of their benefits packages to broader topics that also function in similar ways.

best employee benefits healthcare

Scheduling and Location Flexibility

One of those broader topics that often holds major weight for prospective employees is the ability to have scheduling flexibility or location flexibility. This could mean allowing workers to telecommute, setting up flex-schedules that let them work around their own needs and obligations, or simply making things easier by having shorter commutes for their job sites.

Compensation and Retirement Benefits

For jobs that are already fairly stable, offering good compensation and retirement benefits will often weigh heavily on prospective employees’ decisions. Offering a competitive salary or higher-than-average salaries can be one way to draw in top talent, as well as giving them access to retirement accounts such as 401ks or IRAs that they can contribute to over time.

Healthcare Benefits

Moving to specific parts of the benefits package, healthcare is always a top priority for most employees. Health insurance is an absolute must-have in the modern world; even if it’s simply access to a traditional plan, making sure that your employees have at least some coverage can make all the difference when looking for new hires.

Furthermore, additional perks and benefits such as vision or dental plans often take precedence when employees are looking for a job. Having these extra options available can make a major impact and help you to stand out from the competition.

Shorter Work Week

In other cases, employees are looking for a more flexible and relaxed approach to their job that still allows them to stay employed. Shorter work weeks can be a great way to offer this, along with other perks like paid vacation days or sick leave.

Parental or Fertility Benefits

More and more companies are recognizing the importance of offering parental or fertility benefits to their employees, such as paid leave or access to childcare. These kinds of options can make a major difference in helping prospective parents decide where they’d like to work and can give them peace of mind when it comes to how they’ll be able to care for their children and families.

In part two of our series, we’ll go over additional benefits that can help you draw in the best talent, from educational benefits to employee recognition.

At WTA Inc., we understand how important the right benefits can be when it comes to bringing in top talent. Our experienced staff is happy to answer any questions you may have and provide human resources solutions that are tailored to your needs. Contact us today to learn more about how our services can help you draw in the best employees possible.

Benefits of Outsourcing HR: Access, Compliance, Safety

In part one of this two-part blog series, we went over some basics on why it pays for many businesses to outsource their human resource (HR) needs to outside professionals. Doing so has several major areas of value, and it should be strongly considered among not just large businesses, but also medium and small ones as well.

At WTA Inc., we’re proud to offer numerous HR services to clients around Salt Lake City, including outsourced payroll services, recruitment and hiring, and more. Today’s part two of our series will look at some other key benefits of outsourcing HR to professionals like ours.

benefits outsourcing HR compliance

Quality Benefits Access and Administration

Benefits are a huge part of many HR departments, and ensuring that employees are always getting the best quality benefits can require lots of administrative hassle. By outsourcing your benefits to a professional firm, you get access to their expertise in analyzing and administering employee benefit packages from various providers at much lower costs than maintaining an internal department.

This not only helps ensure better compliance across all areas, but it also makes sure that the benefits packages you offer always remain competitive and attractive in the local job market.

Timely Compliance with Regulations

HR is a field of administration that comes with lots of red tape, since most businesses operate across multiple states or countries, each with their own laws and regulations for hiring, payroll, and other HR-related matters. By outsourcing your HR needs to a professional, you get access to a team of experienced compliance and legal professionals who can help ensure your business is always compliant with all regulations in the areas it operates in.

Timely compliance with laws and regulations is crucial for avoiding fines or other penalties from government agencies, so this benefit should not be overlooked when considering whether to outsource your HR needs or not.

Workplace Safety and Risk Management

Another major benefit of outsourcing your HR needs to professionals is the expertise they bring in workplace safety and risk management. They can help you create a culture of safety and implement policies that protect both your employees and your business from any unexpected accidents or incidents in the workplace.

In addition, professional services can also help you analyze potential risks associated with different areas of operations and develop strategies to mitigate or avoid them altogether. This benefit can be especially valuable when there are potential risks associated with a particular project or the industry you operate in.

By outsourcing your HR needs, you get access to a team of experienced professionals who can help ensure your business is always operating smoothly and compliantly, while also helping protect both employees and the business from risks and liabilities.

And at WTA Inc., we’re proud to offer all of these and more. Contact us today to learn more about what we can do for your business!

Benefits of Outsourcing HR: Efficiency, Costs, Morale

The concept of outsourcing certain services to third parties is one that’s been around for decades in the business world, and one of the most common areas that tends to be considered here is that of human resources, or HR. Many businesses find it’s far easier and more cost-efficient to utilize outsourced HR professionals, and there are several major areas of value that come with doing so.

At WTA Inc., we proudly offer numerous outsourced HR services to businesses around Salt Lake City, from payroll and recruiting to immigration compliance and much more. In this two-part blog series, we’ll discuss all the major benefits of outsourcing your HR needs to experts like ours.

benefits outsourcing HR efficiency

Optimizing Efficiency

Many business owners prioritize efficiency above all else, and that’s especially true when it comes to HR management. By utilizing our services, you’ll be able to delegate certain responsibilities and tasks to us that you or an in-house staff member would have had to take care of themselves.

Because the job will get done more quickly, you’ll be able to allocate other resources to more pressing tasks or areas of growth. What’s more, our HR professionals are expertise in their field, meaning they can complete any task with a greater level of speed and accuracy than would have been possible without them.

Reducing Costs

One of the most attractive aspects of outsourcing your HR services is the cost savings that come along with it. By hiring an HR specialist or team, you’d have to pay for their salaries and benefits on top of office space and equipment.

On the other hand, by utilizing our services, you can avoid all these costs while still having access to HR specialists who are just as knowledgeable and skilled as any in-house team. In addition, we’ll be able to provide comprehensive guidance and advice regarding any HR-related issue you may encounter with your business.

Increasing Morale

Another key benefit of outsourcing your HR needs is the potential for increased employee morale. By utilizing an experienced HR professional who specializes in this area, you’ll be able to quickly resolve any employee issues or questions more effectively and efficiently than before. This will create a better working environment, reduce turnover rates, increase productivity and satisfaction among your employees.

For instance, our HR professionals are adept at providing comprehensive onboarding advice and training to ensure that your new recruits feel comfortable in their roles. They can also support existing team members by helping them learn new skills or find better ways of dealing with challenges they may face.

Stay tuned for the second part of this blog series, where we’ll discuss more about the advantages of outsourcing HR services to WTA Inc.! In the meantime, if you’re interested in learning more about our services and how they can benefit your business, reach out to us today. We look forward to hearing from you!

HRM Vs HCM: Objectives, Scope, Optimizing Both

In part one of this two-part blog series, we went over some of the basic differences between HRM and HCM for companies. HCM, or human capital management, deals with broad areas of employee management, while HRM, or human resource management (technically often considered a category of HCM), tends to focus more on the specific functions required to carry out that management.

At WTA Inc., we’re happy to offer a wide range of services in areas like these, from recruitment and hiring to immigration compliance and more. Today’s part two will dig a bit further into the key ways HRM and HCM differ, plus why it’s typically very important to manage both sides of this coin for optimal performance.

HRM HCM objectives scope

Objectives in Approach

As we lightly touched on in part one, one of the key differences between HRM and HCM lies in their respective objectives. Generally speaking, HRM is more focused on the day-to-day processes and procedures related to employees, while HCM takes a longer-term approach, aiming to build and retain an ideal workforce for the company’s present and future needs.

For instance, both these approaches have a role to play in training of new employees – but the HRM side of things will be more focused on making sure everyone is aware of the process, is familiar with the system being used to track progress and so on. On the HCM side, meanwhile, those same training materials are likely part of a larger plan for attaining certain goals or qualifications over time – such as ensuring all staff members have a certain degree of knowledge about the company’s products and services.

Scope of Services

Another key difference between HRM and HCM can be found in the scope of their respective services. As mentioned, HRM is typically more geared towards specific functions required to manage employees – so you’ll often find tasks like payroll, performance reviews and scheduling all falling into its domain.

HCM, meanwhile, takes a wider view – looking not just at the tasks related to managing employees, but also how those tasks fit into the company’s overall objectives and goals. Appraisals of employee performance might be part of HCM activities too, for instance – but in this case they’d be done with a view to helping the company reach its strategic objectives, rather than just ensuring individual employees are getting the most out of their job.

Absolutely Not Mutually Exclusive

If you take one thing away from this two-part blog series, it should be that HRM and HCM are absolutely not mutually exclusive. They’re both essential components of any comprehensive employee management strategy, and they should always be used in tandem to ensure maximum performance from your team.

At WTA Inc., we understand the importance of getting both sides right – which is why our services cover everything from recruitment and payroll to long-term employee development. If you’d like to learn more about how we could help your business, get in touch with one of our friendly representatives today. We look forward to hearing from you!