Embed Size (px)
Citation preview
1
The State of Contingent Workforce Management
o Christopher J. Dwyer
o Research Director
o November 4, 2013
2
Agenda
Background / Introduction
The State of Contingent Workforce Management
Recommendations for Action and Wrap-Up
Q&A
3
Background and Introduction
4
Ardent Partners is a research and advisory firm focused on defining, advancing, and promoting the supply management strategies, processes, and technologies that drive business value and accelerate organizational transformation within
the enterprise.
ABOUT
5
Speaker Bio
Christopher J. Dwyer, Research Director and VP of Operations • Recognized expert in complex spend
management (travel / expense, contingent workforce management, meetings / events)
• Thought leader in the contingent workforce management industry
• Industry analyst for nearly 8 years
• Previously a Director at the Aberdeen Group
• Benchmarked thousands of organizations across spend and supply management
6
A Special Thanks to the “State of CWM” Research Study Sponsors
7
The Contingent Workforce Umbrella
Traditional temporary labor
Independent contractors
SOW-based projects Professional
services
Contract talent
8
The Contingent Workforce Umbrella
Traditional temporary labor The “classic” sense of contingent labor Sourced via staffing suppliers and agencies
Complex contingent labor SOW-based projects Professional and non-professional services Sourced via a variety of means
Independent contractors Individuals engaged directly by the enterprise Sometimes falls outside of the CWM program Many risks associated with ICs (co-employment,
misclassification, etc.)
9
Ardent’s “State of CWM” Study: An Overview
Nearly 200 global respondents (collected in September and October)
Blend of procurement, HR, finance, operations and other corporate functions
Today’s webcast is a “teaser” of the upcoming research study
The “State of Contingent Workforce Management” research study publishes in mid-November
10
The State of CWM: Early Insights
11
Contingent Labor: It’s Strategic!
12
What Challenges Are We Facing?
Challenge #1: COST SAVINGS!
Challenge #2: Visibility into…EVERYTHING!
Challenge #3: Manage the “blended” workforce
Challenge #4: People…or commodities?
13
Insight #1: Identity Management is CRITICAL
Where are our workers?
Can we ID them in real-time?
When are they working?
Is there a timeline of project activity?
What do they have access to?
ERP? Financial systems? Sensitive data?
How long do they have access?
Are our offboarding processes robust and effective?
14
Insight #2: The Talent Wars
Are there new ways of engaging talent?
Social, collaborative and next-gen networks
Are we retaining our contract talent?
Is there a long-term project plan for reengagement?
Can we implement total talent management strategies?
RPO, MSP and VMS…working together!
The “best of the best” of traditional talent management
15
Insight #3: Complex Contingent Labor
Workforce management AND spend management A nuanced approach is required for SOW, services and IC
management
The four arms of supplier management Supplier Information Management
Supplier Risk Management
Supplier Relationship Management
Supplier Performance Management
Rigor and standardization are Best-in-Class attributes Consistent invoicing, payment and bidding processes
Compliance and identification management
16
Recommendations for Action and Wrap-Up
17
Recommendations / Wrap-Up
1. ID management cannot be understated.
2. Develop deeper analytical capabilities that can drive multi-functional value.
3. Complex contingent labor = 2014 focus.
4. Talent! Expand your talent network and deepen talent pools.
18 18
For more information please visit:
www.cporising.com AND www.ardentpartners.com
Contact Information
18
Christopher Dwyer
Research Director and VP of Operations
617.752.1624
Twitter: @cjd_ardent
www.linkedin.com/in/christopherjdwyer
Copyright © 2013- Ardent Partners LLC
