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

Topic:
Flatter, Leaner and Blended Workforce: Prescription for Business Model Success in the 21st Century
Date:
January 30, 2013 at 3:00 - 4:00 PM ET
Presenters:
Mike Hammer, Author & Workforce Magician(Independent Consultant)
webcastImgVirtual
Description
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.
Who Should Participate
  • 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.
What You Will Learn
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
Recommended Resources
  • “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
Communities
Human Resources Management
Staffing and Recruitment
HR Outsourcing
Core HR: Payroll for HR and HRIS
Leadership
Organizational Development
Performance Management
Workforce Planning and Analytics
Predictive Modelling
Competencies
Pay For Performance
Technology
High Performing Teams
Strategic HR
Re-Engineering
Measurement of Culture and Climate
Knowledge Management
Decision Making
Creativity and Innovation
Skills/Competencies
Communication Programs
Change Management
Leadership Philosophies
Corporate Culture
Trends
Strategic Decision Making
Measurement and Metrics
Leadership Retention
Leading Change
Empowerment
Corporate Governance
Leadership Training and Development
Mentoring
Action Learning
Executive Coaching
HCM US Based
Model, Planning, Mgmt and Measurement
Shared Services
HRO in a Global Organization
HRO and Change Management/Culture Issues
Evaluation of HRO Vendors
Vendor Marketplace
Cost Justification Techniques
Business Process Outsourcing
Workforce Scheduling
Overall Trends
ROI on Investment in Staffing Technology
Recruitment Process Outsourcing
Staffing Technology
Retention
Workforce Planning
Vendor Management Systems
HR As Consultant
Small Business
Outsourcing
International and Global HR
Entrepreneurship
Contract Workforce and Talent Exchange
Technology Enabled Learning
Online Staffing and Sourcing
Temporary Staffing Solutions
Presented by
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speaker spacer
Mike Hammer
Independent Consultant

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Event Sponsors
SP3M Group LLC
SP3M Group is a client centric leader in change management of Global Workforce Dynamics, Strategy and Planning supported by a world class VMS.
File List
Feedback
Name Comment Rating
Image of Donna Kimball Donna Kimball
Atlantic Law Group LLC
5 / 5
Excellent Presentation
Image of Mark Avallone Mark Avallone
HR Management Association of Chicago
2 / 5
Poor Presentation
2 / 5
Poor Presentation
Image of Denise Baylor, PHR Denise Baylor, PHR
Regulatory Affairs Professionals Society
2 / 5
Poor Presentation
Image of Wendy Orluski Wendy Orluski
Unemployed
3 / 5
Good Presentation
Image of Sayyad Imran Sayyad Imran
CDI Corporation
5 / 5
Excellent Presentation
Image of Debra Lacy Debra Lacy
HCN Healthcare
2 / 5
Poor Presentation
4 / 5
Very Good Presentation
4 / 5
Very Good Presentation
Image of La Vita Turner La Vita Turner
Word of Truth International Ministries
Audience was disconnected with presenter-please notify when rescheduled 5 / 5
Excellent Presentation
Image of Steven Yee Steven Yee
HRAnswerLink
drop the intro / promo pitch. 2 / 5
Poor Presentation
First part of the presentation seemed like a sales call. It took awhile for it to get going. 3 / 5
Good Presentation
Image of Charlotte Briscoe Charlotte Briscoe
DSM Services USA
I felt the introduction of the speaker was too long. Then the speaker went through some of the slides I was interested in very quickly so I didn't get the information I was seeking. 3 / 5
Good Presentation
Image of Kimberly vonKaenel Kimberly vonKaenel
Quest Diagnostics
The material presented did not match the title and some of the slides I don't know how they were relevant. Also throughout the presentation the speaker faded in and out. Also one minor suggestion the slide that gave credit to all of the speaker's mentors was all men so if applicable might it be a good idea to have a bit more diversity? 2 / 5
Poor Presentation
Image of Martin Oest Martin Oest
true picture europe limited
"Too much 'intro' 2 / 5
Poor Presentation

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