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Helios HR Blog

Timely blog posts by HR and Recruiting consultants responding to every day questions, hot topics and compliance-related news as it relates to attracting, engaging and retaining talent.

Kim Moshlak

Blog Feature

Communication | Diversity & Inclusion | Business Management & Strategy | Best Practices | Employee Relations

By: Kim Moshlak
February 18th, 2016

You have an exciting work environment...people are running around like crazy, lots of energy and enthusiasm all over the place, and everyone is having a great time...except for one employee who doesn’t “get into that”. This employee is sitting at the desk, quietly doing his/her work. And you notice when you are in meetings, this employee rarely speaks up. Do you see them as a hindrance to your organization? Hopefully not!

Blog Feature

Communication | Business Management & Strategy

By: Kim Moshlak
January 8th, 2016

As a consultant, I often go to organizations and provide advice and counsel to leaders at varying levels in the organization. For a good number of clients, that advice is at the management level and higher, and I don’t have regular communication with non-supervisory employees. So while visiting a client site a few days ago, I was in the break room getting something to drink, and happened to strike up a conversation with an [non-supervisory] employee about the political primary. We held a pretty robust conversation for a few minutes, and near the end, he looked at me and said, “Who ARE you”? It caught me off guard, and frankly I found it quite amusing. But in thinking back about the conversation, I realized that this is a question that people struggle with all of the time. So it got me thinking about human communication, and what we are REALLY saying when we communicate.

Blog Feature

Risk Management | Benefits | Best Practices | Employee Relations

By: Kim Moshlak
December 8th, 2015

It’s that time of the year when most organizations begin thinking about their retirement plan responsibilities, whether it’s non-discrimination testing or preparing to file the Form 5500 with the IRS. This is usually a nerve-wracking time for employers, as there are often concerns about the outcome of the testing. Will we pass our tests? Will we be required to return hard-earned retirement monies to some of our employees? Will we have more serious issues?

Blog Feature

Risk Management

By: Kim Moshlak
August 31st, 2015

HR compliance is an enormous topic and there is much to be considered when discussing it. There are employment law compliance responsibilities around benefits, 401k plans, federal contracting, record retention, state, and federal regulations…the list is endless. While the risk of not being in compliance can cost an organization hundreds of thousands of dollars, in some ways, I personally think this is one of the simplest disciplines of Human Resources. As an HR consultant who conducts many Human Resource audits for our clients, my advice to you is to get a process in place and stick with it. Once you have identified and corrected any gaps that exist, it's important that you maintain compliance throughout the year and the following audit checklist can help you do just that.

Blog Feature

Total Rewards | Business Management & Strategy | Employee Relations

By: Kim Moshlak
June 16th, 2015

I recently watched a movie on television called Coach Carter. In this true story, Samuel L. Jackson plays Coach Ken Carter, a well-groomed, highly respectful, professional basketball coach who steps into Richmond High School in California in 1999 to coach the high school team. Coach Carter finds the team to be rude, disrespectful and belligerent.

Blog Feature

Business Management & Strategy

By: Kim Moshlak
September 5th, 2014

According to a recent Gallup study, 71% of our workforce is probably not nearly as productive as they could be. The number of actively disengaged employees in the workplace outnumbered the number of actively engaged employees by nearly two to one. And in the North America, 29% are engaged, 54% not engaged, and 19% are actively not engaged, meaning they are “unhappy and unproductive at work and liable to spread negativity to coworkers.”