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Welcome to the Institute for Human Resources Contract Workforce and Talent Exchange virtual event.
The purpose of this short fifteen minute session is to provide you with information about the Contract Workforce and Talent Exchange Institute, the certification program, and most importantly; information about the upcoming sessions in this two day virtual event. There will be a review the progress of the Institute to date, as well as a look ahead at the plans for 2012. We will review the certification program - have you signed up yet? If not, 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.
During this session we will:
• Provide you with an overview of the sessions that will be a part of the two day event
• Introduce you to the Advisory Board
• Introduce you to the Institute and the Certification program
• Help you learn how to become an expert in the area of Contract Workforce and Talent Exchange
This two day event is the fifth since the Institute’s launch in December 2010. Join Margie Koudmani, Community Facilitator for HR.com’s Institute for Human Resources Contract Workforce and Talent Exchange as we take a look at what has been happening within the Institute for Human Resources Contract Workforce and Talent Exchange within the last year, and identify the dates that you need to save in your calendars for our upcoming virtual events and webcasts.
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 community.
Thank you to everyone for your participation and support.
Are you and your organization positioned to properly address the challenges today’s economic climate places on your contingent workforce planning and management? Join members of The Institute for Human Resources – Contract Workforce and Talent Exchange’s Advisory Board as they answer your questions, share their insights, and prepare you to engage in the upcoming sessions of the two day virtual event.
Jim Ware, the Advisory Board Chair, and Executive Director, the Future of Work….unlimited will moderate our panel.
• Peter Carr – President, Flextrack
• Jerome Gerber - Vice President, Client Solutions, Volt Workforce Solutions
• Elaine Orler – President, Talent Function
• Jason Posel - SVP, Strategy and Solutions, ClearPath Workforce Management
These individuals are leaders in contract workforce management and have uniquely diverse yet complementary experiences. You won’t want to miss the opportunity to hear these four experts share their thoughts and experiences. They will begin with the preliminary findings of our IHR Contingent Workforce Survey, and use polling questions during the webinar to get your perspective while sharing their insights.
Topics they intend to discuss include;
• Preliminary IHR Contingent Workforce Survey data
• Talent acquisition in contingent workforces – how effective is your sourcing practices?
• Integrating the contingent workforce into the overall talent mix – how are “temporary” workers incorporated into your organization?
• Vendor neutrality truths and myths
• Risks associated with contingent workforces – legislative trends and legal precedence
• Cost/value assessment of contingent workforces
These topics have been identified based on the session topics for this two day virtual event. If you have a specific question or topic that you would like this panel to discuss please e-mail your request to email@example.com.
PLEASE NOTE: This panel discussion does not qualify for HRCI credits, but DOES qualify for IHR credits.
Globalization is changing the supply and demand of the global talent pool and more than ever is becoming a sole determinant of global talent dynamics. For your organization, and as globalization become even more prevalent, additional challenges will present themselves in this arena and you must be ready to face them.
In this co-sponsored event by HR.com and the Human Alliance Ltd, a world-class talent acquisition consulting company, you will learn the fundamentals of establishing a global talent attraction and acquisition mindset to specifically attract the booming contingent workforce.
Human Alliance ltd. estimates, which are in line with other global agencies, show that the contingent workforce will exceed, if not already, 30%-40% of the entire workforce. This is especially prevalent in developed economies and is a trend, which is steadily but surely becoming more dominant. This is a significant change from the past.
In this session, we will discuss the principles of creating a globally aligned employer brand, how sourcing, screening, assessment and interviews will need to be re-focused, and how selection of the contingent workforce will be more important than ever.
We will show qualitative evidence that the contingent workforce is different from its full time counterpart and will help you understand how you can tap into such a powerful new talent network that will ensure the development of sustainable talent advantage for your ongoing initiatives.
Finally, we will provide a forum for your questions and will list some widely accepted best practices in the recruiting of this global workforce.
Speaker: Joe Shaheen, Managing Director
This session provides an introduction to Alternative Staffing Organizations (ASOs) and the unique market niche that these operations occupy with respect to connecting job seekers to the temporary and temp-to-perm employment. The session will draw upon several waves of research conducted by the Center for Social Policy at the University of Massachusetts. Participants will learn what alternative staffing is and the types of services that ASOs supply to workers and customers.
Our research is concerned with a specific type of staffing organization – Alternative Staffing Organizations (ASOs). ASOs are social-purpose businesses created by community-based organizations and national nonprofits. These organizations provide temporary staffing services for a range of administrative support and light industrial jobs. ASO workers use temporary assignments to earn income, develop their work experience and access new employment opportunities. ASOs also provide workforce supports which address particular barriers to employment for many job seekers.
Since 2005, our research has monitored how ASOs operate, from both a business and social perspective. This includes documenting their business volume, revenue model, and sales and service strategies. We have conducted over 30 interviews with ASO business customers and numerous focus groups with their workers. Most recently, we have released a report which includes research findings from a follow-up survey with ASO workers which provides information on labor market outcomes following their temporary assignment.
What are Alternative Staffing Organizations?
The session will begin with a brief history of the field of alternative staffing and provide a description of how it looks today. This will also include an overview of the four ASOs that have participated in our most recent study by Carré, et al., Finding the Right Fit: How Alternative Staffing Affects Worker Outcomes (http://www.umb.edu/csp/publications/reports/).
How do customer businesses value ASO services?
Through interviews, customer businesses have provided a number of insights into how ASO services are valued with respect to responsiveness, flexibility and customization. This segment will provide some description on the kinds of employers that use ASO services, the types of staffing arrangements that ASOs offer and one or two case examples to help illustrate an ASO’s service.
What types of workforce supports do ASOs offer?
ASOs have developed a number of strategies and programs for preparing qualified candidates for work and for supporting employees while they are on assignment. The session will provide a number of illustrations on the types of workforce supports ASOs provide and how these services relate to workforce stability.
What happens to workers after they leave the ASO?
Recent research has provided a unique opportunity to examine what happens to temporary workers after they finish their assignment with an ASO. The session will include a brief overview of findings from our follow up survey with ASO workers 6-8 months after they completed their work assignment.
Like many other organizations, yours probably hires contingent workers (e.g., temporary workers, contractors) to meet demands for reduced headcount, to utilize new skill sets immediately and to decrease overall payroll costs. This is no surprise. The use of contingent labor is increasing around the world as organizations work to achieve the flexibility they need to stay competitive. However, we have found that many organizations focus on the direct costs of contingent labor (e.g., lower hourly pay rates, minimal benefits) without taking a more detailed look at the potential indirect costs.
Research in human resource management has shown that contingent workers often have lower performance and lower engagement than permanent employees. Having contingent workers present in the workforce may also have negative effects on your permanent employees because they are frequently asked to provide informal training and help with integrating the newcomers. Permanent employees may also wonder about their own job security. Much of the existing academic research on contingent workers has focused on the perspective of contingent workers, so this session will be targeted specifically towards the needs of managers and HR representatives. As part of this session we will describe some of the most relevant, practical research findings related to the actual costs of contingent work.
We will then describe a methodology for directly comparing the total cost of contingent workers compared to permanent employees and show some sample results of the cost-value analysis. We find that, in some situations, contingent workers are more cost effective… but in other situations permanent workers are actually more cost effective. We will then show how our methodology can be adapted for use in your workplace.
Overall, this presentation will help you analyze the overall cost effectiveness of your contingent work program, whether that is one or two independent contractors or a planned flow of temporary workers from an agency.
Organizations are increasingly paying attention to contingent workforce management; however many do not understand why and how vendor neutrality affects the contingent workforce management services they receive. Although this issue is not new, neutrality is emerging as a hot topic among Corporate HR and Procurement professionals. Often overlooked this understanding what Vendor Neutrality means is extremely relevant especially as the lines between program management vendors and staffing vendors blur as the Contingent Workforce Management (CWM) industry evolves.
Ted Weyn of HCM Works and Jeff Nugent of Contingent Workforce Solutions’ 60 minute presentation will demystify the concept of vendor neutrality and reveal why it is important for businesses exploring the options of implementing a centralized contingent workforce program. A recent vendor neutrality discussion on Nugent’s Contingent Workforce Strategies LinkedIn Group was the most active discussion of the year. The response to this discussion was incredible, and for that reason HR.com approached Jeff and his colleagues to develop an educational webcast on the topic. Jeff and Ted are industry experts, and during their session they will share their knowledge to help attendees understand and determine the significance of vendor neutrality to their companies CWM program. This presentation will focus on the history and evolution of CWM Managed Service Providers (MSPs), the different program structures, and various pricing options. The session will also empower attendees with the knowledge on how program structures and how vendor neutrality affects your organization’s CWM program over the short, mid and long term. With over 40 years of combined experience Ted and Jeff will also uncover the truths and myths behind what it means to be neutral, and provide logical methods to ensure that all stakeholder objectives are met in order to ensure achieve success.
Temporary agency workers are particularly vulnerable to poorer OHS outcomes. Factors contributing to greater risk of injury include their insecure employment (including the need to continue working with injuries, work intensification and performing more hazardous tasks); poor person-placement match, inadequate training and complex communication systems; and a culture of non-compliance with legal requirements. This presentation draws upon a study of temporary agency employers and hosts undertaken in Australia, and examines ways in which compliance with regulatory requirements can be improved. Larger agencies and hosts had developed safer placement systems which incorporate a more strategic approaching to placing workers: advanced planning; avoidance of high risk placements and those on short notice; employment of OHS qualified staff; and they developed long term relationships with hosts which contributed to better communication and better understanding of the requirements of placements and workplace risks. Smaller temporary agency employers had more diverse approaches. Smaller niche operators had developed on-going relationships with the host and with their own employees which enabled a better understanding of host specific needs, and a willingness by both parties to ensure safe practices were adopted. But many agencies and hosts pointed to the detrimental role of small agencies with little knowledge of or interest in OHS who undercut more responsible agencies, not least because of the lack of investment in time and resources to provide safe placement processes. A more strategic approach to workforce planning and placements by temporary agency employers and hosts is needed to reduce the likelihood of worker injuries.
Statistics are now showing that over 25% of the North American Workforce is on Contract or Temporary assignments. Moreover, organizations are beginning to realize the benefits of employing this agile and highly skilled workforce. As this trend continues to grow, many organizations are faced with the challenge of better managing their contract workforce in an effort to remain compliant with employment and tax laws while trying to keep costs under control.
In this 60 minute session Jeff Nugent and Sean Ford will discuss the practical steps in building a world class contingent workforce program while outlining the key business drivers that will assist in building a business case to centralize the CWM through talent acquisition and human resources. This session takes a holistic view of guiding Human Resource leaders through strategically integrating independent contract workers into their overall talent mix. Jeff Nugent and Sean Ford will also identify the need for 3rd party vendors and how to evaluate your organization’s need to outsource various vendor solutions. Attendees will gain expert advice on building a business case for centralized contract talent acquisition, as well as a step-by-step outline on how to create an integrated talent management and performance management program within their organizations. Jeff Nugent and Sean Ford will discuss how a centralized CWM program can enable Human Resource professionals to gain control of their contract workforce through increased visibility into worker activity and risk mitigation best practices. Attendees will also hear successful case study examples where employers were able to save significant amounts of money on contract worker spend and staffing agency fees.
Maybe I should have entitled this presentation “Just In Time Resources.” Companies are relying on a contingent workforce more than ever before. How we staff and deploy contingent workers in our organization is going to revolutionize resource deployment in much the same way that companies like FedEx revolutionized inventory management. Think in terms of “Just In Time Resources.” We will have a smaller number of true employees and a larger number of temporary resources working in our companies than we ever did before. But what are some of the important the trends in finding, screening and deploying these resources that are happening today? Before we can act in a truly "just in time” environment there will need to be new tools and techniques. What might some of those be? In this presentation I will discuss (1) changes in the way contingent workers will look for jobs, (2) what new tools can be used to ensure your contingent workforces is qualified to do the job, (3) what are some of the new trends in background checking and pre-employment screening that make the contingent workforce safer, and (4) what are some of the new ways to on-board and deploy that workforce. In the early 1990’s it was predicted by some that the corporation of the future would consist of a man and his dog. The man will be there to monitor the equipment and the dog will be there to make sure he doesn’t touch anything. Let’s make darn sure we’ve got the right dog!
Did you know that Vendor Management Systems (VMS) can manage your workforce, not just spend? Advancements in technology have enabled VMS to expand and allow for greater usage of the tool beyond just spend. Be sure you are taking full advantage of what they have to offer. In this webinar, learn how VMS can help HR beyond just Procure to Pay needs.
Many HR managers know of VMS as a system to help procure and manage contingent labor. Typically, the 'manage' part is usually spend management focused, such as financial approval, rate, purchase/work order generation and invoice related. These tend to be the common key drivers of a Procurement organization initiative to utilize a VMS tool. However, VMS offers significant opportunities for HR beyond spend management benefits.
In this webinar, you will learn how VMS can be enabled to do true workforce management in the following areas:
• Identity management
• Tenure management
• On/Off boarding and provisioning/de-provisioning
• Compliance and audit of all third party workforce
• Total workforce visibility
With contingent labor going from less than 5% of the enterprise workforce fifteen years ago to being an average of 50% of the enterprise workforce within the next five years, HR can take a leadership role in utilizing VMS tools beyond spend management needs.
This webinar will help you make the most of your VMS and will provide best practices for efficient and accurate workforce management. It will also demonstrate how to extend your VMS to work as an identity management tool, which can be a challenge for many large companies that exist today.