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This brief 15 minute session is the introduction to the sixth two day virtual event for the Institute for Human Resources - Contract Workforce and Talent Exchange. The goal of the Institute is to provide on-line sharing, training and educational opportunities for HR staffing and procurement specialists on the effective utilization and management of contract talent within their organization. Over 3600 members have joined our growing community over the past year. Even if you have attended one of our events in the past, we’d still encourage you to attend. If this is your first time attending an event, the introduction will provide you an overview of the certification program.
Jeff Nugent, a member of the Institute’s Advisory Board as well as the President and CEO of Contingent Workforce Solutions, will provide the introduction
During this short 15 minute session he will:
- Introduce you to the Advisory Board
-Review the progress of the Institute and upcoming events
-Explain the Certification program
-Provide you with an overview of the sessions and speakers for this event
-and most of all - help you learn how to become an expert in the area of Contract Workforce and Talent Exchange
If you have not yet signed up for the certification program – it’s not too late. During this session you’ll find out how to get started. There’s still lots of time. Get an update on the hours accumulated to date. Find out what you have missed, and take a look at what is coming up for the next couple of months.
If you are new to the Institute for Contract Workforce and Talent Exchange this introduction will cover not only our past accomplishments but also explain why you should continue to participate and be a part of this growing community!
For those with questions regarding the Institute and its content this is your chance to share your ideas.
In this presentation we will take a closer look at what has become a very hot topic among both human resource and talent management professionals. We will attempt to answer questions such as; (a) what are the most cost effective and efficient methods for managing a successful contingent workforce? (b) Should the contingent workforce be managed internally or with the help of a third-party vendor such as a staffing agency?
To do this we will explore the costs and benefits of various forms of contingent workforce programs and attempt to remove what can sometimes be misleading information. We will attempt to dispel these common myths which have misled even some of the best and most experienced human resource professionals causing a negative effect on ROI.
Most businesses’ owners, officers and upper management agree that given an affordable option, they would prefer to take steps to improve their current contingent workforce situation starting with better control over costs and efficiencies.
Using a twenty-five (25) year old, yet highly cost effective solution known as PEO; the presenter will take you step-by-step through PEO’s huge improvements to contingent workforce sectors. These include; greatly improved internal and/or external contingent workforce management, cost reduction/ containment, reduced legal exposure, level of professional/skilled advice, administrative assistance, among so many others. You will be amazed to discover how improvements in contingent workforce can have such a positive effect on other parts, if not the entire company.
You will also learn the advantages of PEO are not limited to internal contingent workforce management. You will hear how many client-companies using the services of third-party staffing vendors insist that the vendor use a PEO in order to reduce legal liability exposure which can come back to hunt the client-company. The PEO acts as a natural party which strengthens the vendor-client relationship by ensuring parties co-operate in areas such as workforce safety, proper business structure, and legal compliance. Because the PEO allows the vendor to increase their profits many staffing agencies will share these profits with their clients or provide improved services for the same price.
Through this presentation you should acquire new information which has the ability to make a noticeable difference in the quality of HR services you provide your organization or clients. If you are seeking a future “seat at the table,” this information just may be your “golden ticket”. Most owners and officers are focused on the bottom line and want to leave the details to those they can trust to make decisions which lead to safe improved profits and quality. This presentation will provide you with the knowledge to deliver those desired results.
Now more than ever before, the concept of “work” is changing. We are dissecting it, and so are employers; there are serious consequences that are only beginning to show themselves. The implications for the future of work are terrible and horrifying if you ask the average 9-to-5 worker. However there is a new opportunity for those who decide to work on their own terms and reinvent their life. What is a job, exactly? Is it a set of responsibilities we perform in a six-by-six-foot cubicle? Is it any set of tasks that provides us with health insurance and some paid time off? Do we need to live in the same state where our job has an office, or can we be located someplace else? Or maybe switch the location we live year after year? Which are the elements that are the most important to employers and employees? Why every HR executive needs to understand this growing workforce referred to by many different terms including contingent workers, giggers, temps, consultants, independent contractors, and freelancers. Whatever the label, these workers currently account for nearly one-third of the U.S. workforce, and that number is predicted to rise, due in part to the combination of a slow economic recovery and technological advances that make data sharing seamless and readily available to the masses. The continued rise in unemployment numbers across the world, lack of corporate loyalty from employees, and a willingness by corporate managers to outsource in order to “only pay for what they can use” are some of the reasons why you as an HR leader, executive or consultant should be aware of the growing contingent workforce so as to deal with employees, contractors or free lancers, managers that would like to outsource or yourself in the event you would like to become a patchworker yourself and change your current life
In today’s economy, your organization must be creative with people. People are your most important resource, but they also are your most expensive resource! The projects that pop up around your organization do not all need to be done by employees. You can bring on consultants who can supplement your permanent workforce.
But the HR community must be cognizant and accountable for the compliance issues around the supplemental workforce. The HR professionals need to be the responsible point-person for the rest of the organization when bringing on supplemental contract consultants. Yes, the government’s rules and regulations are tight…especially the State’s rules and regulations, but with some education and advocacy, we can navigate our ways through these landmines.
Once we have decided that some of our projects can be satisfied with a contingent or supplemental workforce, how do we go about implementing best practices to assist us with our need for structured and well-thought-out processes?
In this session we will discuss:
1) The real-scoop on the rules and regulations that organizations feel within each and every state.
2) How to avoid getting tangled up with the IRS, Department of Labor and Labor Relations.
3) The intricacies around being 100% compliant when bringing on Independent Contractors.
4) The intricacies around staying 100% compliant when using Independent Contractors long-term.
We will look at the various options your organization has available when choosing how to bring on independent contractors. These options range from hiring in individual consultant who is incorporated… to mandating that your contract consultants work through an Employer-of-Record or Payroll Service…to using a ‘temporary employee’ mode through your own payroll.
This session will provide an overview of the recent enforcement efforts in the areas of contract and contingent workers and independent contractor classifications, and will also cover the risks associated with class action claims. Attorneys from McNees Wallace & Nurick LLC's Labor and Employment Group will explain how internal auditing in these areas and other areas can significantly reduce your organization's exposure to fines, penalties, and costly litigation.
Recently, identical bills were proposed in the United States House of Representatives and Senate to eliminate the so-called “safe harbor” in the federal tax code that protects businesses that have misclassified employees as independent contractors and, thus, have avoided paying payroll taxes, unemployment insurance, workers’ compensation premiums and other costs. These bills mark the second time in 18 months that such legislation has been put forward. Enforcements efforts are also underway at the federal agency level where the Internal Revenue Service and the Department of Labor have teamed up to investigate potential worker misclassification. In addition, large wage and hour class action lawsuits continue to make headlines.
These trends are making more employers targets for costly enforcement actions and lawsuits. As a result, now more than ever, employers must assess their employee classification and wage and hour practices. During this session, McNees Attorneys Eric N. Athey, Adam R. Long and Adam L. Santucci will discuss how an internal audit will help employers identify high risk areas of concern and prioritize those areas to be addressed. There will also be a discussion of best practices for reducing and eliminating liability.
The number of virtual workers has started to expand and it is vital that organizations stay head of the curve in leading and engaging their workforce. According to a recent research study, 83 percent of employees indicated that they did some work virtually in 2012 and 66 percent believed that their office would be completely virtual within the next five years. As more employees work virtually, it is imperative that organizations understand their employees’ needs and motives to foster positive work outcomes.
Do you think you know what your employees really want? What they are saying may surprise you.
Research and anecdotal evidence show that managers are generally off base when it comes to understanding the key aspects of the work environment that truly motivate their employees. So put aside that old management rulebook and join us for a discussion of the key drivers of employee engagement that lie at the heart of the virtual workforce.
Having facilitated over 300 focus groups, engagement expert David Miller has talked with thousands of employees about what matters most to them. In this session, he shares his firsthand insights into the secret sauce of what increases employee engagement, productivity, and workforce alignment. You will also discover ways to engage your remote employees and truly capitalize on your virtual workforce.
In this session, you will learn:
• The 10 key drivers of employee engagement
• Employee engagement trends in the virtual workforce
• Common themes that come up in virtual employee focus groups
• Best practices management can utilize with remote workers for fostering engagement
Over the past decade a revolution has occurred in the world of work. What had to be done in office, can now be done across town or across the world. This phenomenon has been discussed and debated as large corporations leveraged cheap, overseas labor at scale to cut the costs of customer support and route processes. However, as we continue to debate this model, a new, more agile on demand labor model is emerging that enables greater flexibility and access for players of all sizes.
Traditional outsourcing arrangements relied on hundred page service level agreements, multiyear contracts and scores of committed people all doing the same process. Today’s labor marketplaces like Mechanical Turk, oDesk and Elance have allowed small businesses to outsource, and endowed larger corporations with a degree of labor flexibility not previously possible. We have entered a world where talent is at your fingertips 24/7. This new world raises interesting regulatory and security questions. It can be difficult to navigate and at times unreliable. How do you train remote workers? Are they W-2 or 1099? What type of work is too complex for outsourcing or crowdsourcing?
Join, TaskUs, CEO, Bryce Maddock as he delves head first into the challenges and opportunities presented by this new paradigm. In this session you will learn about the major on demand labor markets, their strengths, weaknesses and specializations. You will also learn about major regulatory concerns surrounding the classification of workers on these platforms. Finally, you will learn what these marketplaces can and cannot handle. Maddock will give examples of how specific companies have used outsourcing marketplaces and crowdsouricng effectively and ineffectively. He will explore issues surrounding the security of data and the training of remote employees.
In this 40-minute webinar you will discover how to, and more importantly, how not to, leverage the global labor force.
For some reason, most people don’t understand the impact that a great internship can have on their organization. Many look at interns as either a burden or as affordable labor for menial tasks, rather than understanding that interns increase productivity, improve morale, raise public profile and act as a talent pool for future positions.
In this virtual session, participants will learn the basic roadmap for creating a successful internship program.
• The Four Cornerstones to a Successful Internship program:
o Structure, Training, Management, and Metrics.
• How to create a structured work plan
• How to effectively onboard and train interns
• How to use SMART goals for internships
• Best practices for managing interns
• Evaluations for success
• Turning an internship program into a Farm Team
In baseball, there are two ways to get your top players: free agents or your “farm team”. Your “farm team” has practice, plays the game competitively and creates an environment for star players to be identified. For companies, in order to get our new hires we often times turn to recruiters (free agents). What if you had a “farm team” of talent that worked on real projects integrated into the culture, and allowed you to identify your next hires?
In this virtual session, participants will learn how to use current resources to create an effective internship program at their organization - an internship program that increases productivity, improves morale, raises their public profile, and gives access to top talent. We will put new value on Internship!
Are you prepared for the next "War for Talent"? Are you expanding your Contingent Workforce program to include Statement of Work projects? Does your supply base management strategy include Risk Mitigation and Compliance?
You should be preparing yourself for all of these challenges. The speakers for this webinar are uniquely qualified to give you the competitive edge you need as you turn these challenges into opportunities.
There are many supplier management strategies to consider for your Contingent Workforce program today. As the "War for Talent" heats up, you need to be positioned in the marketplace to attract—and retain—top talent. Supply base rationalization strategies must expand globally to find niche talent in an otherwise shrinking talent pool. We now need to focus on the workforce of the future and the growing trends in how people find work. With the ever-increasing number of audits by Federal and State regulators, it is important that you manage your contingent workforce appropriately and remain informed of the risks that your company faces today, as well as in the future.
In this session, we will discuss strategies for your Statement of Work programs, such as Independent Contractor Compliance and Risk Mitigation. We will include detailed information on how to engage Foreign Nationals for contingent positions and what you need to know about this labor pool. In addition, we will review best practices in supplier base design such as Diversity Initiatives, Payroll Services and best practices across contracting. Our panel will review strategies for Continuous Process Improvement and how to continually evolve your supply base to be in the forefront on the "War for Talent."