Flatter, Leaner and Blended Workforce: Prescription for Business Model Success in the 21st Century

Flatter, Leaner and Blended Global Workforce:
Prescription for Business Model Success in the 21st Century

While important, tomorrow’s success is NOT about IT or HR, analytics or processes. It IS about making decisions with people and leadership to achieve a shared goal. Workforce demographic shifts and total available workforce shrinkage is accelerating. We now have five generations actively working and shifting to Gen X and Millennials as Traditional and Baby Boomer generations leave in greater numbers. We are facing a global shortfall of 38 million college educated workers by 2020 -- according to McKinsey Global Institute Reports. We need to learn how to work faster and leaner in a flatter world with the workforce challenge of a smaller, mixed use and disparate teams.

There are increasing trends in greater cost recovery being achieved from the rapid adoption of task outsourcing and wider use of virtualization of data and cloud computing. The combination of greater use, integration of smartphone (BYOD) and tablets into the daily enterprise for communication, and integration of IT and HR with effective cloud computing applications provides the platform for the move to a “Blended Workforce” business model.

An expanding number of HR and IT tools, like vendor management software (VMS), can help, but typically focus on features and functionality where hard dollars can be saved and enterprise spend managed better. Most HR professionals have struggled with how to continue doing more with less head count and requests for capital expenses. Executive management isn’t enamored with the latest and greatest features of HRIS and even more confused with the continued M&A consolidations of HRIS, ATS, ERP, TM and PM players in this market.

This session will focus on inhibitors and enablers from a new/old business model which can provide greater use and value from assembled talent, leverage HR resources and provide lower risk predictive decision making with more accurate outcomes. HR specialists can now provide real-time, actionable data for more reliable forecasting of costs and resource utilization for executive decision makers. We are not focusing on improving RPO, ATS or other similar HR technologies, though there is certainly room for improvement of all components of the applicable HRIS.

Many decision makers still are unsure how all this will help manage and grow their business -- especially with all the uncertainty of higher taxes, more aggressive business regulations and global geo-political conflicts. We are unable to control geo-political issues, let alone our own U.S Congress. After years of waiting, can you really afford to wait more years to grow your business? Yes, there is risk, but if it can be measured it can be managed.

From an efficiency and growth management viewpoint, the visibility into enterprise mix-match resource utilization offered by real-time data some systems now provide can be of greater value. Executives and financial managers have struggled with IT and HR speak to demonstrate the achievement of real-time, all-inclusive workforce cost data to enable reliable resource forecasting and decisions for expansions, new product launches and extending into new markets. This capability is the true “game changer” -- if used effectively.

In this presentation we will discuss the business perspective of why businesses should consider the blended workforce business model or how to improve the model you may have already and not know it.
In selecting any automated products to support this evolution, certain best practices should be required for engaging vendors to source vendor/employee candidates; IT issues to put the system together with the lowest cost of ownership and/or operating costs and sustainability of the system. Too often, however, the selection criteria is based on cost saving and efficiency tools focused on an assortment of graphical representations of metrics and analytics. We will attempt to show that in addition to these benefits, a business oriented, easy to maintain output capabilities with a world class SaaS based VMS can gain greater value by utilizing the power of the data given you as a competitive advantage in forecasting and resource utilization.

• HR professionals
• CEO
• CHRO
• CLO
• CPO
• CFO
• COO
• CTO
• CMO
• Owners
• Procurement Managers
• Hiring Managers
• Talent Recruitment Partners that seek more effective workforce utilization,forecasting and costing with simple to understand, on-demand, real-time data for all your workforce types with ad hoc reporting that doesn’t require IT support.

We will focus learning on:

• Key factors of business decision making application from technology and data.
• Enabler values for HR and CxOs from the right data.
• Impact of global trends in workforce pool size and composition.
• Scaling to any industry or enterprise

• “Moneyball” by Michael Lewis
• “The Signal and the Noise” by Nate Silver
• “Drive” by Daniel H. Pink
• “The World is Flat” by Thomas L. Freidman
• “That Used to Be Us” by Thomas L. Freidman & Michael Mandelbaum
• “Switch” by Chip & Dan Health
• “Business 2010” by Fred Harmon
• “Leading Change” by John P. Kotter
• “World on Fire” by Amy Chua
• “Competing on Analytics” by Thomas H. Davenport & Jeanne G. Harris
• “Investing in Peoples” by Wayne Cascio and John Boudreau

White Papers:

• McKinsey Quarterly
• McKinsey Global Institute Reports
• “Worldwide Trends in Employee Retention” by Huntley Manhertz Jr., Ph.D
• “Protecting Your Business: Addressing Business Risk with Effective Technology” by IDC
• “The Rise of the Mobile Workforce” by Aternity
• “Leading Transformation in the 21st Century” by Tony Blair
• “CMOs and CIOs” Acquaintance or Allies? IBM C-Suites Studies, IBM Institute for Business Value

		Mike Hammer SP3M Group LLC View Profile