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Contract Workforce & Talent Exchange Virtual Conference

October 12-13, 2011
This event has ended. Click Enter Event to view the archive.
Contract/Contingent Workforce – Is a provisional group of workers who work for an organization on a non permanent basis. Talent Exchange/Human Cloud – Is flexible in model location and time.

Do you want that competitive edge in your professional space? Do you want to assert your knowledge of current HR topics, trends within your domain? Why not set yourself apart from your peers and get certified with and the Institutes for Human Resources (IHR).

The Institute for Human Resources (IHR), the certification and accreditation arm of, has a program for you! Many HR professionals have a general HR degree or certification with a wide spectrum of HR functionalities learned. The IHR is the only institute that focuses on niche areas within Human Resources. A specialty certification increases your market value, adds value to your work experience, furthers your knowledge, and recognizes you as an industry leader and/or expert in the field.

Conference Webcast Schedule

Welcome to the Institute for Human Resources Contract Workforce and Talent Exchange virtual event. Thank you to everyone for your participation and support.

This two day event is the fourth since the Institute’s launch in December 2010. Join Margie Koudmani, Community Facilitator for’s Institute for Human Resources Contract Workforce and Talent Exchange as we take a look at what has been happening within the Institute for Human Resources Contract Workforce and Talent Exchange within the last year.

During this short, 20-minute session Margie will review the progress of the Institute to date. We will review the certification program - have you signed up yet? If not, there’s still lots of time. Find out what you have missed, and take a look at what is coming up for the next couple of months.

During this session we will:
• Introduce you to the Advisory Board
• Introduce you to the Institute and the Certification program
• Help you learn how to become an expert in the area of Contract Workforce and Talent Exchange
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 community.

For those with questions regarding the Institute and its content this is your chance to share your ideas.

James P. Ware, Executive Director(The Future of Work...unlimited)

This session will be a moderated panel discussion lead by James Ware, Chair of the Advisory Board for the IHR – Contract Workforce and Talent Exchange, and Executive Director of The Future of Work Institute. The panellists include Jason Posel, Senior Vice President of Strategy and Solutions for ClearPath, and Jim Mann, CFO of Allegis Group Services. This group of individuals is uniquely qualified to provide HR professionals and other business leaders with the knowledge required to tackle the tough challenges the current global economic picture demands.
We can all agree, this is a tough economy, and the world is undergoing a profound change in the way that businesses and the workforce are organized. The panel will discuss changes taking place in the workforce and the impact this has on contract workforces. They will explore the challenges and opportunities that must be addressed to make your contract workforce deliver on its promises.
James Ware, the panel’s moderator will begin with an analysis of the how the changing economy has impacted the contract workforce. The panellists will then provide their insight into future trends, and talk about different strategies their organizations have implemented to address the challenges HR professionals and business leaders are currently facing; and will be facing in the future. This will be a comprehensive discussion you won’t want to miss. Great topics will be discussed, including; emerging markets – what will be the main drivers?, future workforces – what will the composition look like?, and job growth – where will it come from?

Russ Hearl, Director, Enterprise Solutions(Elance Inc.)

How can virtual workers and robots help companies address skills shortages? What macro-economic trends are driving employers to hire remote workers online from around the world? How can I integrate Statement of Work (SOW) projects into my contingent workforce program (CWP)? How can my Managed Service Provider (MSP) tap into a global supply of talent to address our changing resource and skill needs?

If you are looking for answers to one or more of these questions, then attend this learning session, presented by the pioneer and leader in virtual employment, Elance.

We often hear or read about the "Global Labor Market." Until recently, tapping into a global labor market meant posting jobs in many places, receiving resumes, and evaluating candidates using a protracted process. The fact is, there are significant cultural, geo-political, and commercial barriers that make it difficult for employers to find and hire a contractor outside of their own countries. New online employment platforms like Elance allow you to quickly find skilled resources around the world that reduce the slack time present in most current recruitment processes.

During this session you will also learn:

1) How increasing your use of remote online contractors can reduce costs significantly. For example, Littler reported that it costs companies $10,000 a year for office space alone.
2) How to hire and pay a remote skilled worker from 150 countries online.
3) How to make sense of the emerging "crowdsourcing" trend.
4) Best practices for building a virtual workforce strategy.
5) How to empower your MSP to post projects on Elance so your company can benefit from a truly competitive global labor market.

This session is presented by Elance, the largest platform for hiring remote skilled workers online from 150 countries. Employers can post jobs for free and receive proposals from more than 1 million qualified contractors around the world. More than 150,000 employers hire, manage, and pay remote skilled workers directly through the Elance platform.

Yael Zofi, CEO and Senior Facilitator(AIM Strategies, Applied Innovative Management)

Virtual Teams have transformed the workplace. Today, the Virtual Team is an increasingly common alternative to the traditional work group. While virtual teams offer many advantages, the lack of face-to-face interaction creates new issues. Perhaps the most critical one is the difficulty in maintaining clear communication. Connection is the lifeblood of organizations, and without a ‘human connection’ facilitating communication, virtual teams cannot achieve optimum performance. As HR practitioners know, initial team procedures set the tone for the ‘rules of the road’ that define how work gets done. This Team Set Up phase is important for all teams, but the virtual world presents an extra challenge - working effectively without the benefit of ‘water-cooler’ contact. With relentless deadlines driving the workday, many virtual teams do not initially put in place ways to build the strong relationships that drive business success. Whether you are managing an international project or you've just hired a vendor in another state, you are working in a virtual situation.

In this session, Yael Zofi will share highlights from her recently published book, A Manager's Guide to Virtual Teams, on how to effectively set up a virtual team, and provide insights from field research with more than 150 virtual team managers and members. You will learn proven techniques to use when facilitating the human connection in the workplace. This webcast explores the four key virtual challenges: Communication, Creating Trust and Accountability, Handling Misunderstandings and Getting Deliverables Out the Door, with a special focus on Cross Cultural Communications in a virtual environment.

Stacie Zuber, Solutions Consultant (PeopleFluent)
Erin Steder, Senior Information Developer(PeopleFluent)

Most companies know more about their customers, products, or service levels than they do about their global workforce. Which leaves the question - Is your workforce strategy tied to your business strategy?

-How many full-time employees are needed to produce your end product/service?
-How many contractors?
-What jobs are necessary?
-Where must those jobs be located?
-What is the right balance between full-time and contingent labor?

The workforce has become one of the largest controllable areas of spend for an organization. Obtaining reliable information about your workforce is more important now than it ever has been. This is in part due to the dramatic increase in contingent worker utilization over the last decade as organizations strive to fill critical jobs, control labor costs, adapt to changing market needs, and support evolving business strategies.

In this session, Stacie Zuber, Solutions Consultant and Erin Steder, Senior Information Developer, both of Peoplefluent, will help attendees learn how technology solutions can help measure and analyze to optimize the full workforce lifecycle – from recruiting to on-boarding and through the ongoing management of each worker’s career – while empowering collaboration between all levels of your organization from executives to business managers to HR to procurement and even to third party recruiters. The focus will be on providing complete visibility across your organization’s entire workforce, including how to identify the sources to provide the right talent for targeted needs, and offer proper insight to perform true workforce planning.

Help lead your organization to optimize not just the workforce strategy, but the entire business strategy.

Jeff Nugent, President and CEO(Contingent Workforce Solutions)

Contract and Temporary workers are the fastest growing sector of the North American Talent Pool. Economics and changing demographics are fuelling the growth in this category of the workforce. Research shows that contract and temporary talent now accounts for over 20% of the workforce in most organizations, and it has grown by over 300% in Canada since 1997. These numbers are about to explode as the baby boom and Gen Y generations drive a fundamental shift toward contract work that will irreparably change the makeup of our workforce.

In this 60 minute session, Jeff Nugent will walk through the building blocks of developing and implementing a “Best in Class” Contingent Workforce Management Strategy. From understanding the reasons why contingent workers are a necessary part of the workforce mix, to identifying return on investment and key business drivers, this session will help HR leaders in developing a business case for centralizing contingent workforce management.

As part of the strategy development discussion, Nugent will outline a simple “Road Map to Success” that outlines the essential steps to rolling out a successful centralize contingent workforce program. This will include an internal capabilities assessment, building a business case, designing a program framework, evaluating vendors, and identifying and working with key organizational stake holders.

Karen Turner, VP Strategic Talent Optimization(Randstad US L.P.)

In today's economy, companies are increasing their reliance on a blended workforce to fulfill their talent strategy and execute their business plans. This blend of talent includes a mix of traditional full time employees, independent contractors, consultants and contingent workers. This approach offers significant benefits; but it also brings challenges in terms of legal compliance. A key area of concern is misclassification—situations where companies categorize workers as independent contractors when they should be considered employees. Government scrutiny of such issues is increasing, and penalties can be high. Companies can strengthen compliance by:
1 Understanding the Risk. An operational analysis and risk assessment can help identify gaps in compliance processes, areas needing improvement, and any issues that might trigger audits. An assessment should review all existing independent contractor relationships and examine those relationships in light of current local, state, and federal regulations.
2. Establishing the Right Processes. Companies should determine who will be accountable for managing compliance for all types of workers, including free agents. They should have clear processes for monitoring laws and regulations; establishing agreements; and creating, collecting, and storing information.
3. Improving Documentation. Systems can help standardize data capture and reporting, be used to track and comply with state and federal laws and enforcement actions, and warehouse all relevant documents and activity.
4. Keeping Managers Informed. It’s important to emphasize compliance training across the organization so that the people who are implementing policy know what to do and why to do it. This means not only educating HR professionals and business managers but also keeping them up to date as things change.
Join Karen Turner of SourceRight Solutions and Rebecca Bromet of the law firm of Seyfarth Shaw to learn how to take advantage of a blended workforce strategy while steering clear of legal obstacles.

Benjamin Walker, Senior Associate(Brightfield Strategies, LLC )

The size and composition of company's staffing supplier network can have a significant impact on the quality, efficiency, and cost of sourcing contingent workers. An optimal supplier network strategy looks beyond the basics of whether you have too many or too few suppliers, and focuses on a broader set of leading indicators that enable an organization to answer three fundamental questions: (1) Do I have the right number of suppliers by location and skill category? (2) Are suppliers providing quality services and resources on a timely basis? (3) Are suppliers providing competitive rates? An optimal supplier network analysis model enables a proactive approach to maintaining and fine-tuning your supply base as the organization, and a Managed Service Program, evolves over time. While this holistic approach is comprehensive, it's also pragmatic, ensuring it can move from theory into practice within an organization. This presentation will highlight real-world examples of the root causes and symptoms of a supplier network that’s out of synch, discuss the specific leading indicators that allow for practical decision support, and provide an example of an optimization model to capture, analyze, and highlight the most pertinent variables that impact the supplier network. Regardless of whether the model is created or maintained in Excel, or embedded seamlessly within a VMS reporting suite, this practical ‘how-to’ presentation will add value to anyone either directly or indirectly responsible for maintaining a supplier network that balances the complex and varying needs of contingent labor end users, while also maximizing quality, efficiency, and cost for the organization as a whole.

Sponsors for this event:

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