Augmenting a workforce with independent contractors can be an effective way to rapidly adjust to changing business needs. Not only is this flexible work arrangement beneficial to dynamic organizations, it has become an attractive option for a growing number of talented professionals. You can supplement your team with both independent contractors and W-2 employees, just make sure you follow proper HR compliance.

This article is based on an interview I had with TiTi McNeill on the topic of leadership. Nearly 20 years in business, TiTi McNeill is founder and CEO of TranTech, an IT solutions and service provider to the federal and commercial sector. When congratulated for successfully growing her company to the level she has achieved, TiTi responded by saying "It's not enough. We can always do more!" After speaking to TiTi for just a few brief moments, one is drawn in by her energy, drive and passion. She is clearly dedicated to growing her business in order to provide ample opportunities for her employees as she ensures her client needs are well addressed When TiTi started her business in 1989, she was motivated by a sense of accomplishment, helping others succeed, and building a growing business. She launched TranTech in a part time capacity while working for her primary employer full time. She continued in this capacity for one year, until she had 6 employees on payroll. These early factors continue to motivate her today. She believes in constantly challenging herself, and those around her.

Washington SmartCEO Magazine Announces Choice Award Winners Red Carpet Laid Out to Honor Local Business Leaders in Annual Award Ceremony

Best Practices of Helios HR Apollo Awards Finalists The Helios HR Apollo Awards recognize Washington, DC-based businesses that place an intentional focus on employee development. When you invest in your people, your business wins ten-fold. Employees appreciate that you care about their growth and future, and your clients and business operations feel that ripple effect. It also helps you to identify future leaders for your organization. You probably already know why employee development matters though, so let's get to what these organizations are doing that sets them apart! At a high level, some of the practices and tools used by Apollo Awards finalists included: job swapping robust and formal orientation programs consistent brown-bag training luncheons targeted career coaching leveraging the use of technology through learning management systems knowledge management programs, and structured on-the-job training. Hundreds of nominations were reviewed by an independent panel of judges with vast industry experience and were narrowed down to 27 finalists across four categories. We culled through the applications of our finalists and found some very innovative and exciting ideas that we wanted to share to assist you in integrating training and career development opportunities into your own organizational culture. Top 4 Tips with Employee Development from Leading Employers Below are the top 4 tips that should prove very useful in promoting and supporting employee development. 1. Effective onboarding is vital to fostering retention, increasing productivity, and enhancing the professional development of your team. One Apollo Awards finalist company believes the philosophy "career development is synonymous with team member engagement." For this company, career development begins during new hire orientation and assimilation.

Women in Technology (WIT), the premier organization contributing to the success of professional women in the Greater Washington, D.C. technology community, today announced the finalists for the 10th Annual Women in Technology Leadership Awards. WIT will recognize 20 finalists across five individual categories at a special awards ceremony on May 21, 2009 at the Hilton McLean in McLean, Va. Winners will be announced at this time.

Awards Recognize Companies that Promote Employee Development