SIGN UP NOW!
It's FREE!

Create a Profile and Start Networking with HR Professionals
Register Now - It's Free Registration info
 
Member Content
Blogs | Questions | Files | Events | HR Groups | Members
PHR/SPHR Exam Prep Course
HRCI Recertification


  • Upcoming Events
  • Past Events
  • Public Events

More Virtual Conferences

Live Conference
9 July - 10 July 2014 - In Progress

Core HR - Payroll for HR and HRIS

My Events
View and edit your current events.
Add Event

Click the "add event" button to create a listing for your event

Advertise Here

Seven Tips to Increase Vendor Buy-in for Contingent Workforce Management Programs

Topic:
Seven Tips to Increase Vendor Buy-in for Contingent Workforce Management Programs
Date:
January 30, 2013 at 12:00 - 1:00 PM ET
Presenters:
James Pierce, VP Account Management(PeopleFluent)
webcastImgVirtual
Description
A wide range of business trends – from just-in-time manufacturing to offshore knowledge workers – means that contingent workforce management is a broader and more critical part of many organizations’ success than ever before. Establishing clear, enterprise-wide management programs for this segment of the workforce can ensure consistency, flexibility and responsiveness that drive results.

Successfully implementing a Contingent Workforce Management (CWM) program requires a foundation based on standardized efficient and effective processes related to the procurement and management of an organizations contingent and services workforce.

How do you ensure vendors, who are a critical component of the supply chain, effectively work with your organization to manage the temporary, consultative and professional services workforce? Part of it is working with a vendor whose contingent workforce management philosophy aligns with your organization’s goals. The other part is clearly communicating your business objectives, managing expectations for how you see the vendor interacting with your technology and operational processes and letting them know how they stack up against the competition.

This session will provide seven tips to help your organization be successful in managing your vendors. Attendees will learn about the following and more…
Drive competitive sourcing – Each opportunity should have multiple submittals so you can use business intelligence to analyze information and make the best sourcing decision. If analyzing data reveals a single source, end users or vendors are most likely going around the defined process. Requiring multiple sources per opportunity will drive competitive sourcing and pricing.

Use bidding and reverse auction – To get the lowest possible cost, implement a reverse bid process. Increasing transparency of rates will encourage vendors to lower their price and be more competitive.

Enforce compliance – Conduct pre-engagement audits and ensure vendor compliance with drug screens, background checks and other requirements prior to the commencement of an engagement. Make sure all vendors adhere to the requirements and that conditions are consistent and fair for all vendors.

Streamline end of engagement processes – Ensure vendors are working with end users to disengage temporary workers whose assignment has ended. This provides visibility into the workforce and mitigates risk.

Increase accountability – Hold vendors accountable for prompt time and expense processing and other program metrics. Through data analytics, organizations can measure vendor compliance and how they compare to their peer groups.

Measure invoice adjustment amounts – Ask vendors to make a rate commitment and hold them accountable for it. This will help support accurate forecasting and financial capabilities. Using analytics, organizations can identify vendors who are driving up adjustments or if they are out of compliance with their contract. Organizations that conduct quarterly reviews and look at historical data can leverage those insights to optimize their contingent workforce management program going forward.

Conduct Vendor Service Reviews – Help vendors understand how they are performing in their program. When conducting baseline and benchmark analysis, make sure vendors are compared to their peer groups. In other words, don’t look at an IT staffing vendor versus a finance and accounting provider. A peer evaluation can help vendors understand their strengths, the value they deliver to your business and areas they should improve.




Who Should Participate
Any HR or Staffing Professional involved in management of contingent labor or staffing suppliers
What You Will Learn
  • How to identify and align key partners to achieve program ROI and workforce optimization
  • How to set agreed-upon baseline requirements
  • How to use metrics to benchmark and measure success including peer group metrics and vendor standing, as well as rate card performance and quality metrics
Recommended Resources
Aberdeen Research: http://www.aberdeen.com/Aberdeen-Library/8202/AI-contingent-workforce-management.aspx Click here

Staffing Industry Analysts: http://www.staffingindustry.com/Research-Publications/Research/Buyer-Contingent-Workforce-Optimization-Roadmap/2012-VMS-MSP-Differentiators Click here

Peoplefluent white paper: http://www.peoplefluent.com/sites/default/files/resources/files/Managing_a_Blended_Workforce.pdf Click here

Communities
Staffing and Recruitment
Workforce Management (Time & Attendance)
ROI on Investment in Staffing Technology
Staffing Metrics
Contract Workforce and Talent Exchange
Presented by
spacer
speaker spacer
James Pierce
PeopleFluent

View Profile
spacer
Event Sponsors
PeopleFluent
PeopleFluent is the leading total workforce HCM technology company: http://www.peoplefluent.com/ .
File List
Feedback
Name Comment Rating
5 / 5
Excellent Presentation
Image of John Smith John Smith
CXC Global
4 / 5
Very Good Presentation
Image of AMJAD ZAHID AMJAD ZAHID
Samsons Group of Companies (KTC)
4 / 5
Very Good Presentation
Image of La Vita Turner La Vita Turner
Word of Truth International Ministries
3 / 5
Good Presentation
Image of Zosia Hafso Zosia Hafso
EPCOR Utilities Inc.
4 / 5
Very Good Presentation
Image of Donna Kimball Donna Kimball
Atlantic Law Group LLC
5 / 5
Excellent Presentation
Image of Martin Oest Martin Oest
true picture europe limited
3 / 5
Good Presentation
Image of Julie Buser Julie Buser
InGenesis
5 / 5
Excellent Presentation
Image of Timothy DePotter Timothy DePotter
De Potter Consulting LLC
4 / 5
Very Good Presentation
Image of Michelle Trajanovska Michelle Trajanovska
North Carolina State University
4 / 5
Very Good Presentation
Image of Mike Hammer Mike Hammer
Independent Consultant
5 / 5
Excellent Presentation
4 / 5
Very Good Presentation
Image of Sayyad Imran Sayyad Imran
CDI Corporation
4 / 5
Very Good Presentation
4 / 5
Very Good Presentation
Image of Nhora Jaramillo Nhora Jaramillo
MasTec, Inc.
3 / 5
Good Presentation
Image of Nicole Humphrey, PHR Nicole Humphrey, PHR
Orange County Container Group LLC
4 / 5
Very Good Presentation
Image of Mark Avallone Mark Avallone
HR Management Association of Chicago
3 / 5
Good Presentation
4 / 5
Very Good Presentation
Image of Wendy Orluski Wendy Orluski
Unemployed
3 / 5
Good Presentation
4 / 5
Very Good Presentation
5 / 5
Excellent Presentation
4 / 5
Very Good Presentation
4 / 5
Very Good Presentation
Image of Michael Furman Michael Furman
Teva Pharmaceuticals
He covered a lot of material. A followup could be to just focus on some analytics. As we know some data can be misleading so an understanding of what factors influence the various metrics would really improve the usage and impact. 5 / 5
Excellent Presentation
Image of Debra Lacy Debra Lacy
HCN Healthcare
well informative easy to understand. 4 / 5
Very Good Presentation
Image of Miriam Berger Miriam Berger
A Hire Authority

Do you have any comments that you would like to share about the value of this session?

Please help others considering viewing the archive understand the value of the session. How would you rate this presentation?
Excellent        Very Good        Good        Fair        Bad       

Are you becoming an industry expert? Each One Hour Webcast on HR.com is reviewed and can qualify for an Institute for Human Resources credit. The Institute for Human Resources Certification Program provides HR Professionals with an opportunity to specialize in one vertical or domain, making them an Industry Expert. Each of HR.com’s webcasts are reviewed and evaluated against the verticals/domains criteria, and one credit hour can be applied to the appropriate vertical or domain.
For more information regarding the IHR Certification Program, please click here or visit: http://www.hr.com/en/ihr_certifications/
Did you know that each one-hour webcast is submitted to qualify for HR Certification Institute recertification credits? The archive of the webcast also qualifies recertification credits, for one (in some cases two) year(s) after the original broadcast. You can get your PHR, SPHR, GPHR and credits all without ever leaving your desk. We know how busy today's successful HR professionals are, which is why we're committed to delivering the best education to you in an easy and entertaining format. For more information about certification or recertification, please visit the HR Certification Institute homepage at www.hrci.org
"The use of this seal is not an endorsement by HR Certification Institute of the quality of the program. It means that this program has met HR Certification Institute’s criteria to be pre-approved for recertification credit."


Sitemap   |   Advertise With Us