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Welcome to the IHR Contract Workforce and Talent Exchange Workshops and Program!
In this introduction you will:
- Meet the Advisory Board
- Learn about the Certification program
- Understand what Contract Workforce and Talent Exchange is and how it affects you
- And hear what we have planned for the year!
Contingent workers (temps, contractors, freelancers and project-based workers etc) are fast becoming a staple of the American workplace.
The Contingent Workforce has doubled since 1990 and while utilizing temporary labor can provide significant cost savings over taking on the burden of permanent employees, the risks involved in employing contingent workers are significant - and mistakes can be very costly.
Our virtual conference - led by Emergent President, Bill Inman - will explain the reasons for the rise of the contingent workforce and the advantages of using temporary labor to meet your business objectives. 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.
Thirty four per cent of hiring managers plan on hiring contingent workers in 2011 and this number is likely to increase over the next few years as the contingent workforce continues to grow. Therefore, becoming knowledgeable about the contingent workforce trends as well as their associated benefits and risks is essential for the modern HR professional.
If your company currently works with contingent workers or plans to 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.
During the recession of 2008/2009, websites like Forbes’ Layoff Tracker displayed a running list of companies that laid off hundreds, thousands or even tens of thousands of workers. Certainly, if CEOs had a more fluid method to relate slowing business performance to a decreased need for human capital in real-time they would have been able to gradually ramp down their staffing levels rather than decrease them so abruptly and publically.
As the economy rebounds, companies will all be competing for the same top talent. Firms that have been strategic during the downturn by investing in streamlined processes and best-in-class technologies will be best poised to react quickly and snap up the most qualified talent first.
Through this presentation, industry expert and author Tim Giehll provides a method for companies to calibrate and fine tune their workforce, quickly responding to changing market conditions in small steps rather than in painful mass layoffs or mass rehire campaigns where workforce quality is likely to suffer. Linking business strategy, business performance, strategic workforce planning, staffing, onboarding and offboarding will improve corporate financial management and contribute to greater business success.
We must manage our human capital as efficiently and effectively as we manage all of the other parts of our business. Translating manufacturing and distribution supply chain lessons learned at Toyota, Walmart and Dell to HR is an obvious idea and makes perfect business sense. Companies hesitate to get started because so many entrenched roles must change and the ideas, as applied to HR, feel new. There is no doubt that if you want your firm to lead in the post-recession talent grab, you must start rethinking HR now.
Brightfield Strategies, LLC is a specialized consulting firm focused exclusively on Contingent Workforce Strategy, Solution Design, Sourcing, and Performance Assessments. Given that most large organizations now have some form of structured contingent workforce solution in place, Brightfield's presentation is targeted at organizations/professionals that currently have an operational contingent workforce program and seek ways to improve and possibly expand their solution. The presentation provides detailed insight into the key activities one can undertake to measure and analyze program performance along four key dimensions: quality, efficiency, cost, and risk. It provides guidance around the recommended inputs, outputs, and data sources for the analysis, and examples of outputs from real client scenarios. Examples of specific assessment outputs include : process flows, spend and rate analysis, and process analysis. The presentation highlights the many uses of the information available from an MSP and VMS solution to complete the assessment, and the value of detailed data analysis. The presentation also provides specific recommendations for how program owners can create a compelling business case to conduct a program assessment within their organization, how to generate support from executives and other stakeholders, and how to begin the assessment process. The delivery of the presentation will allow for real-time Q&A as well as polling questions to allow participants to actively engage in the presentation topic. The presentation will be delivered by Ben Walker, Senior Associate at Brightfield Strategies, LLC. Ben has 20 years of client service experience, including HR and Strategic Sourcing consulting at PricewaterhouseCoopers. Ben has also designed, implemented, and operated large MSP and VMS solutions across numerous industries and geographies.
In an effort to save costs, employers are moving toward a workforce increasingly comprised of independent contractors. In recent years, this has led to a host of well-publicized decisions and large monetary awards in favor of inappropriately classified independent contractors. This is because independent contractor classifications, when done incorrectly, can result in the violation of a host of employment laws. This includes violation of wage and hour and discrimination laws, claims for benefits, and other damages. This fast-paced presentation will begin by addressing the tests that courts and governmental agencies use to determine appropriate classification of independent contractors. It will proceed to recent court decisions to identify exposure that employers face when incorrectly classifying a worker and identify real-life scenarios courts have analyzed. This includes a new court ruling finding that “contractors” of a company could claim employee rights under the California Labor Code – despite an independent contractor agreement requiring application of Texas law, and a recent court decision applying the independent contractor test to drivers. Finally, the presentation will present practical guidance to ensure that workers are appropriately classified in the future. This will include a discussion about how to appropriately structure an independent contractor agreement, and why simply having an agreement in place is insufficient. Significant time will be devoted to discussing questions from attendees and “hypothetical” scenarios they may have.
During this presentation we will explore the global definitions of MSP and the specific terminology that MSP’s can use when looking at the service offering. We will also determine what the landscape looks like across the globe for MSP’s, specifically at it relates to adoption, growth areas and maturing markets.
A component of a global MSP is technology, and we will discuss where the VMS technology started and how it is developing to meet the global demands, as well as the variety of service offerings. A critical area to understand is what ‘best practices’ you can follow as you look to benefit from a global MSP. There are many, and sometimes they can be unclear; however, they are very important in the running of any MSP.
Furthermore, we will step into what the current enablers are for the development of global MSP’s – ‘why are companies taking this so seriously with a huge corporate focus’. On the other side of this conversation we will understand what are some of the current inhibitors and items that are preventing companies to gain full buy-in for the MSP service globally. There are many impacts that your company will have for not deploying a centralized model to manage contingent spend and gain visibility to make great decisions, and this session will give you a better sense of some good decisions you can make.
So, your company has decided to implement a Vendor Management System. Change is coming… are you prepared? From contract negotiations to vendor onboarding, the complexities associated with VMS rollouts are many. What’s more, the competing interests of Human Resources, Procurement and Hiring Managers threaten to create a “too many cooks” environment leading to miscommunication and project delays.
In this session, Peter McCree, President of System One’s Link2Consult VMS platform, discusses how to overcome these obstacles to generate buy-in and speed adoption. The secret: an effective change management approach that permeates every stage of the implementation process:
Before: Upfront decisions about scope of work (e.g. phased or all-at-once); stakeholder responsibilities and service level agreements will set the stage for a smoother rollout.
During: Yes, comprehensive training is key. But it’s just one component of a hands-on approach to managing expectations, addressing concerns and surviving the change.
After: Once the system is live, the tendency is to move on to the next big thing. But post-rollout communications add significant value to your users.
The session will introduce core principles of modern-day change management strategy. It will also incorporate real-life examples from client rollouts at global corporations, as well as insight into VMS architectures that informs the decision-making process.
Session attendees will benefit from tried and true tactics to reduce common pitfalls such as passive resistance, poor compliance and data overload. Although these strategies are specifically addressed within a VMS environment, they represent best practices for enterprise-wide change associated with any large-scale implementation.
Vizcaino v. Microsoft Corp. occurred more than 10 years ago, yet the challenges and concerns associated with co-employment continue to evolve. This is particularly true today with the increasing use of social media in the workplace where online interactions and conversations by external workers on the job can blur the lines of the employment relationship and open up your company to co-employment risks.
As the economy continues to recover from the recession, employers are looking to temporary workers and other external employees to give them the control and flexibility over their workflow that they need for their business to grow. The increasing use of a blended workforce of full-time employees and external workers makes the dual responsibilities of appropriately managing these workers, while protecting your organization from exposure to co-employment risks, more important than ever. In his presentation “The New Age of Co-Employment,” Jerome Gerber of Volt will offer insights as to how co-employment risks have evolved over time and how existing policies and procedures may no longer be enough to address future co-employment challenges. Applying decades of workforce management expertise, Mr. Gerber will describe best practices in recruitment, supervisory responsibilities, setting expectations (including contracts and scope of work service agreements) and communications and the pivotal role a staffing agency can play in mitigating co-employment risk of bringing on temporary workers.
Building a centralized engagement & process management model has been recognized as the optimum solution for companies looking to gain control of their contract workforce. By centralizing the management of contract workers through a standard process, companies are able to streamline the process, reduce potential employment and tax law risks and save millions of dollars in external contract worker spend.
Managed Service Providers (MSPs) are growing in popularity as an outsourced model that brings industry expertise and a consultative approach to help clients manage their contingent workforce. In saying that many companies with a solid internal talent acquisition organization have the ability to "insource" the process of hiring and administering their contract workforce.
In this session Jeff Nugent, the founder and managing director of Contingent Workforce Solutions will discuss:
" Industry leading program component utilization
" The pros and cons of outsourcing a contract worker program to a 3rd party Managed Service Provider
" The strategic benefits of keeping the management of contract worker programs inhouse
Contingent Workforce Solutions (CWS) is one of the top Contract Workforce Management providers in North America. As thought leaders, CWS provides client companies with leading edge Advisory, Contract Worker Engagement and Payrolling services as well as Specialty CWM Program Management solutions.
Social Media (especially LinkedIn, Facebook, YouTube and Twitter) is one of the hottest phenomena in the history of business. Human Resources professionals now need to know how to harness the power of LinkedIn, Twitter, YouTube, Facebook, and other sites to hire contract/contingent workers.
In this session, I’ll show you how these sites can be used to save you time in recruiting the best contract/contingent workers. You will learn:
• How to use advanced search in LinkedIn to find qualified contract/contingent workers
- Why many HR professionals may not be doing the correct searches
• How to use your LinkedIn network to find the most trusted contract/contingent workers from your “friends of friends” network, and to save time by avoiding “bad interviews”
• How to use other LinkedIn features, like Q&A, Groups, and recommendations to find qualified contract/contingent workers
• Quick tips from other types of social media:
- How to use Twitter to find job contract/contingent workers
- A couple of innovative techniques to use Facebook to find qualified contract/contingent workers
- How to use YouTube to avoid wasting time on “bad interviews”
• how you can measure ROI and justify the time and effort you put into using social media for recruiting
and you'll have fun learning it.
The session will focus mostly on LinkedIn (about 75%) but will include enough other social media sites that you will learn innovative ways to use them to gain a competitive edge over your competition.
Join us to learn about the cutting edge of social media for recruiting.