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Welcome to the Institute for Human Resources Contract Workforce and Talent Exchange virtual event. Over 2800 members have joined our growing community over the past year. Thank you to everyone for your participation and support.
This two day event is the fifth since the Institute’s launch in December 2010 and the second of 2012. Join Margie Koudmani, Community Facilitator for HR.com’s Institute for Human Resources Contract Workforce and Talent Exchange for the introduction to this two day event.
During this short 15 minute session we 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.
Virtual Teams have transformed the workplace. Today, the Virtual Team (VT) is an increasingly common alternative to the traditional work group, and with colleagues located cities – or oceans – apart. The lack of personal interaction creates new issues, even when technology facilitates the flow of data across time zones. Join Yael Zofi, author of A Manager's Guide to Virtual Teams, for this informative one hour free webcast.
Perhaps the most critical challenge is the difficulty in maintaining context communication, those subtle cues that give us information about the work environment. Technology is a great enabler, offering many ways to make work processes more efficient, but without the human connection, VTs cannot work to their full potential. Connection is the lifeblood of organizations, and the ‘human connection’ is critical to achieving optimum performance. The virtual world offers little context, which calls for creative ways to enable a rich path of information exchange to overcome time zones and vast physical boundaries.
In this session you will learn how to achieve context communication in the virtual workplace. Common challenges like keeping team members engaged, bringing ‘lost riders’ into the fold and avoiding excessive multitasking will be addressed through scenarios and case studies. Takeaways featuring effective techniques for written, voice and virtual in person connection are practical and simple to implement.
With the tools and techniques that we will share, you will find the rhythm to enable the communication in your VT to flow across location, through technological modes, to produce high quality deliverables for your organization.
• Identify the four key elements of successful virtual team performance and learn helpful tips to overcome relationship challenges in the virtual environment.
• Maximize team participation during video or web conferences and adapt proven human connection processes to effectively address context communication in the virtual world.
• Discover valuable techniques to communicate effectively and engage 'lost riders' and 'silent riders' and come up with an action plan to connect your virtual participants.
Historically, when the economy goes down, the use of contingent labor goes up. However, even as we move toward economic recovery, contingent workers are now consistently fulfilling an important role in the workforce mix. That’s because after an elongated period of workforce reductions, hiring freezes and limited budgets more companies have had to rethink how work gets done. Contract or contingent workers enable companies to augment permanent employees – both full and part time – and gain access to a wide array of talent, whether hiring for a particular project or to bring on additional skills and knowledge.
With free agents playing a significant role in a company’s talent strategy, organizations are not only rethinking how work gets done, but they need to reconsider how they manage the full spectrum of resources available to drive the business forward. Taking a total talent vantage point creates cohesive synergy for workforce planning, talent acquisition, performance management and succession planning.
In this session, we’ll explore the compelling findings of IHR’s 2012 Contingent Workforce Survey. We’ll also share tips and tactics to centralizing contingent workforce management in a manner that will enable participants to create their own action plans.
Starting back in October of 2011, the Institute for Human Resources embarked on this research work in the area of contingent labor usage. This webcast provides the findings of the survey and research work completed by Elaine Orler. Elaine is a member of the Institute for Human Resources - Contract Workforce and Talent Exchange, as well as the President and co-founder of Talent Function.
How to maximize talent
Should you Build, Borrow, or Buy?
Get to know your talent pool using very specific tools. When specific projects or company needs are exposed, determine if you have existing talent on staff or not. Determine your supply and demand wisely.
How to maximize projects
Determine if you can outsource an entire project on a completely independent basis. Or if you should manage the project and augment your staff with contractors (how to save money but yet have the optimal success for the project).
How to minimize employee numbers
Determine the cost of hiring and maintaining employees (including the new healthcare benefits liabilities) to determine if it is a wiser decision to keep employee numbers down or hire new employees.
How to minimize contractor risk
Legal-Contractors must pass all tests against misclassification and avoid “red flags” in order for Client to avoid penalties and back taxes. Look at these three areas to determine correct classification of independent contractors.
1. Behavioral Control
2. Financial Control
3. Type of Relationship
Taxes-Contractors must pay and file appropriate taxes and avoid claims otherwise Client can be held liable.
Insurance-Contractors must carry complete business insurances if incorporated to protect against liability, errors and omissions and workers’ compensation.
Benefits-Client must specifically classify contractors and exclude them from employee benefits through written agreement.
How to minimize IRS intervention
Know your key compliance audit triggers. These include:
• Unemployment or Worker’s Compensation claims
• W-2 and a 1099 issued in the same year for the same worker (former employee/retiree) by the same company
• Co-employment risks
• IRS or State tax audits
• Formal request for review (usually by the contractor)
Join us for a discussion of the unprecedented interagency coordination and enforcement efforts and recently enacted legislation affecting worker classification in 2012.
In the past twelve months there has been unprecedented coordination between state agencies, the IRS and the Department of Labor; a wide-ranging White House labor compliance initiative; higher court rulings and changes to the fundamental dynamic of class action lawsuits; and a significant increase in state employment legislation.
As a result, complying with contingent labor laws and regulations is more complex than ever for private companies, in-house counsel and human resource departments.
Interagency information sharing agreements and memoranda of understanding between the IRS, the Department of Labor, and dozens of state labor agencies and officials have sparked multimillion-dollar lawsuits, fines and penalties. Companies have experienced sharp increases in labor compliance and tax audits, Form I-9 “silent raids” by the U.S. Immigrations and Customs Enforcement Agency (up from 1,444 in 2009 to 2,496 in 2011), crippling stop-work orders, and a significant increase in class action lawsuits.
Topics will include: recent collaboration between the IRS, the Department of Labor, and state labor agencies, recent enforcement efforts in California including the new Criminal Investigations Unit and S.B. 459, the effect of “four more years” of the Obama administration given current and past labor enforcement trends and agency spending, state-by-state regulatory updates including the most active state legislatures and attorney generals since January 2011, and independent contractor class action litigation including a discussion of the implications of Perry v. AT&T and Hilton v. Apple.
The post-Recession business landscape is still coming into focus. We know only one thing with certainty: life in HR has been changed, and our survival, as a profession, and as HR professionals, is at stake. The rules are different now.
It's essential that HR professionals pause for a moment, and think about where we are, what is influencing us, and what we need to do next. In Talentomics, we’ll look at nine global macro-trends which are shaping HR today.
We will start by examining some of the underlying demographic issues… the things we can’t change, and which then become the root of change. We’ll look at the impact of globalization, as well as some of the demographic shifts that will make tomorrow’s workforce (and workplace!) very different from today’s. From there, we’ll take a look at where HR has been, where it is, and where it will need to be to survive. We’ll examine this first from a historical perspective, then, current perceptions of HR, and then on the basis of what businesses expect from a thriving, contributing HR function.
From there, we’ll examine the influences of technology, and the changes it will force onto HR.
We’ll do a deeper dive on the Millenials… the Gen Ys that are moving into our workplace every day. How are they wired? What are their motivators? What do they expect from the workplace, and what changes are we going to have to make for them?
Finally, we’ll wrap up with a higher level look at options for HR… lead, follow or?
Consulting Services & SOW Projects: Manage Better, Spend Less
Contract labor frequently includes consultants and Statement of Work (SOW) contracts. What’s the definition of a 100% successful project? A project that is delivered on-time, at or under budget and the expected results are achieved. Many times, none of the three criteria are achieved. Consulting and contracting projects in most organizations are usually highly decentralized, typically resulting in out of control scope, missed deadlines, lost opportunities and blown budgets. The consequences for a poorly run project can be devastating to an organization as well as careers. How can HR, Procurement and other departments deliver a win/win for the organization? This webinar will provide an industry overview with statistics as well as an update on market conditions and contracting strategies. Best practices will be discussed to optimize your current processes around choosing and onboarding contractors. This will include some do’s and don’ts around writing a Statement of Work (SOW).
Whether your project involves milestone, fixed-fee, time, time and materials, or a combination, you'll hear from industry experts as they explain how to save money and keep it on track. Topics include:
• Consulting and contracting trends
• Reducing project costs
• Standardizing processes
• Company case studies and learnings
• Tips on writing effective Statements of Work agreements
• Recommendations and Resources
In addition you’ll be provided access to a community to exchange ideas and best practices with your peers and suppliers. Dan Ashton, Sr. Solutions Marketing Manager at Ariba will be speaking along with company real life stories. Anyone involved in acquiring contract talent or engaging in consulting services should attend especially HR and Procurement
Want to avoid hiring unauthorized workers and identity thieves?
"If you're not using CBSV, then you're allowing 80% of preventable fraud" says Denis G. Kelly, Certified Identity Expert.
U.S. Immigration and Customs Enforcement (ICE) recently issued another batch of 1,000 Notices of Inspection, and the Social Security Administration has resumed its practice of mailing "no-match" letters.
States have enacted a patchwork quilt of immigration laws, and the news is full of reports of employers being fined for immigration violations.
Employers now, more than ever, are seeking ways to ensure that they employ an authorized workforce. A basic background check is insufficient in this area.
This session will cover the differences and similarities between the Form I-9, electronic I-9 software, E-Verify, Social Security Number Verification Service (SSNVS), and Consent Based SSN Verification (CBSV) service. We will discuss the pros and cons for each as well as pitfalls for the unwary.
What You Will Learn
See current schemes used by identity thieves and the ease of creating a false profile to victimize companies.
Learn the absolute validation methodology to prevent hiring unauthorized workers and identity thieves.
We will find out ways to receive real-time search results from official U.S. governmental record resources of the Social Security Administration (SSA).
See how this service matches applicant Name, SSN, Date of Birth, Gender, and Death Indicator to the SSA Master File and Death Index to mitigate fraud and identity theft to protect vital business interests.
View case studies
1) How Many Minors Have Been Hired today?
2) Court OK's Fraudulent SSN Use
3) Synthetic Name Fraud and Credit Profile Numbers
Find out why Denis G. Kelly, Certified Identity Expert, says, "If you're not using CBSV, then you're allowing 80% of preventable fraud."
This webcast is not applicable for HRCI credit.
How much is your contingent labor costing your organization? Of course you may know your contractor’s hourly bill rate, but are you paying your staffing supplier too much or not paying them enough to be sustainable. In this webinar, you will learn how transparency can help you answer these questions for your organization. In addition, you will also learn the underlying costs that make up a contractor’s bill rate. You will be given the knowledge and tools to talk the supplier talk. This information can help you effectively negotiate with your suppliers and ensure you are balancing cost versus the quality of your continent labor talent.
Melissa Ansell, based in Pittsburgh, PA is currently the Sr. Contingent Labor Program Coordinator for Bayer Corporation. She joined Bayer in 2008 and worked to develop a unique and successfully operated MSP. She leads a team focused on contract labor acquisition and management throughout the U.S. A significant portion of Ansell’s energy is dedicated to the contingent labor program as she strives to maximize quality, enhance efficiencies and manage program expansion.
Prior to joining Bayer, Ansell was a Senior Program Manager for Ensemble – Chimes Global and led the contingent labor program implementation and management efforts for Bayer. Additionally, she worked as a program manager with Allegis Group Services during the initial launch of their MSP Service offerings.
With over 10 years of staffing, MSP and buy side experience, Ansell holds a BSBA in human resource management from West Virginia University. She is also working to complete her MBA in human resource management from Tiffin University.
Research indicates that one third of the U.S. workforce is now comprised of contingent workers, who are sometimes referred to as freelancers, contractors or temps. The trend looks set to continue going forward, with 36% of businesses looking to engage temporary help in 2012 alone.
The U.S. Bureau of Labor Statistics show the temporary services industry added almost ½ million workers and accounted for 91% of total job growth from June 2009 – 2011. However, our research suggests that the growth of the flexible workforce isn’t merely due to economic changes; it is also a reflection of wider changes in the modern workplace.
Our virtual conference - led by Emergent President, Bill Inman - will explain the reasons for the growth of the contingent workforce and the advantages of implementing a Contingent Workforce Strategy to achieve your company’s goals. We'll also alert you to the risks your company needs to watch out for when employing contingent workers AND how to mitigate those risks.
As the use of contingent labor continues to grow, understanding how to maximize your company’s Contingent Workforce Strategy will be essential for the modern HR professional.
If your company currently utilizes contingent workers or plans to increase its usage of this type of worker in the near future, you should attend this conference.
Emergent is part of a family of companies that is one of the largest employers of contingent labor in the US, employing hundreds of thousands of workers each year for companies nationwide, including many Fortune 100 clients. Our team of legal, payroll, HR, risk management and operations professionals are some of the most experienced in the contingent workforce industry today.