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

  • Upcoming Events
  • Past Events
  • Public Events

More Virtual Conferences

Upcoming Conference
24 April - 25 April 2014

Rewards and Recognition

Upcoming Conference
29 April - 30 April 2014

Quality of Hire

Upcoming Conference
5 May - 6 May 2014

Performance Management

My Events
View and edit your current events.
Add Event

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

Advertise Here

Contract Workforce and Talent Exchanges

November 5-6, 2012
This event has ended. Click Enter Event to view the archive.
Contract/Contingent Workforce – Is a provisional group of workers who work for an organization on a non permanent basis, also known as freelancers, independent professionals, temporary contract workers, independent contractors or consultants.

Talent Exchange/Human Cloud – Is flexible in model (direct employee or contract, task based, project based or position based) location (work where appropriate, needed) and time (global environment, work when it makes “sense”).

Do you want that competitive edge in your professional space? Do you want to assert your knowledge of current HR topics, trends within your domain? Why not set yourself apart from your peers and get certified with and the Institutes for Human Resources (IHR).

The Institute for Human Resources (IHR), the certification and accreditation process arm of, has a program for you! Many HR professionals have a general HR degree or certification with a wide spectrum of HR functionalities learned. The IHR is the only institute that focuses on niche areas within Human Resources. A specialty certification increases your market value, adds value to your work experience, furthers your knowledge, and recognizes you as an industry leader and/or expert in the field.

Conference Webcast Schedule
Lynn Kelly, Community Facilitator(

This brief 15 minute session is the introduction to the seventh two day virtual event for the Institute for Human Resources - Contract Workforce and Talent Exchange. The goal of the Institute is to provide on-line sharing, training and educational opportunities for HR staffing and procurement specialists on the effective utilization and management of contract talent within their organization. Over 3600 members have joined our growing community over the past year. Even if you have attended one of our events in the past, we’d still encourage you to attend. If this is your first time attending an event, the introduction will provide you an overview of the certification program.
Lynn Kelly, Content Facilitator for the Contract Workforce & Talent Exchange Institute for Human Resources will take you through this introduction:
During this short session she will:
- Introduce you to the Advisory Board
-Review the progress of the Institute and upcoming events
-Explain the Certification program
-Provide you with an overview of the sessions and speakers for this event
-and most of all - help you learn how to become an expert in the area of Contract Workforce and Talent Exchange

If you have not yet signed up for the certification program – you still can. During this session you’ll find out how to get started. 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.

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 participate and be a part of this growing community!

For those with questions regarding the Institute and its content this is your chance to share your ideas.

Ron Nickelson, Director Global Recruitment(Clover Global Solutions, LP)

The United States Oil & Gas Industry is experiencing tremendous growth, making it an attractive target for new companies seeking entry and established companies seeking an expansion of their current market space. However, there are complexities within the industry in being able to screen, recruit and engage qualified candidates to meet a company’s workforce requirements. Additionally the project driven nature of the industry fosters the use of a large contingent workforce, further adding to this complexity. Ron Nickelson, Director of Global Recruitment for Clover Global Solutions, will give a presentation on the five key areas that are essential in successful workforce management in the exploration and production industry. During the hour-long webinar, Nickelson will discuss the complexities of screening, recruiting and engaging qualified applicants for oil and gas jobs with a focus on the top three areas of demand for Petrotechnical Professionals, currently the Eagle Ford Shale Play, the Gulf of Mexico and the Bakken Formation. This is vital information for human resource and hiring managers, procurement and supply chain professionals, decision makers and other upper level members of management. Clover Global Solutions is a provider of workforce solutions for the oil and gas industry providing upstream oil and gas recruitment. Workforce placement includes oil and gas engineering, offshore drilling, safety jobs, and independent contractor compliance management. The Texas-based company is a trusted Thought Leader in the space of contingent workforce management in the energy industry, and has been serving the oil and gas industry for more than 15 years.

Bill Inman, President(

Temporary, freelance and project-based workers are fast becoming a staple of the U.S. workplace and research suggests that around a third of all jobs are now temporary in nature.

While utilizing temporary labor can provide significant cost savings over taking on internal, direct hire workers, engaging temporary staff of all kinds can expose your company to significant risk.

Our virtual conference - led by Emergent President, Bill Inman - will alert you to key compliance issues to watch out for and will show you how your company can mitigate these risks effectively.

Thirty six per cent of businesses plan on hiring temporary workers in 2012 and this number is likely to increase over the next few years as businesses realize the benefits of a more flexible workforce. However, as the usage of temps and contractors grows, rules and regulations regarding the usage of these workers (and the associated litigation surrounding them) will continue to grow.
Keeping on top of the changing compliance landscape will be essential for the modern HR professional. If your company currently works with temporary 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 temporary labor in the US, employing hundreds of thousands of workers each year for companies nationwide, including many Fortune 100 clients. Our family of companies is also the largest provider of temporary labor employment services for the entertainment industry.
Our team of legal, payroll, HR, risk management and operations professionals are some of the most experienced in the contingent workforce industry today.

Philip Romero, Professor(University Of Oregon)

Temporary and contingent work, often performed by independent contractors, has grown rapidly in the last few decades. “Independent contracting” is a business arrangement in which a client firm contracts with a small business or an individual to perform work that may be performed by full- or part-time employees at other firms within the same industry. This has prompted backlash in many legislatures, writing laws to inhibit such work arrangements in a misguided attempt to “protect” traditional jobs.
Good public policy requires accurate facts. This presentation:
•       Outlines the central role of small businesses and self-employment in economic growth
•       Corrects erroneous myths about who becomes an independent contractor, and why
•       Estimates the benefit to one U.S. state’s economy, California, of public policies that facilitate independent contracting
•       Explains the role of such employment in the future—why some day you will be self-employed, and happy about it
The presentation is based on a study published recently by the National Federation of Independent Businesses (NFIB), the premier small business association in America, titled The Economic Impact of Independent Contracting in California. Its lessons are applicable to every state and province.
Presenter Philip Romero is professor of finance, and former business dean, at the University of Oregon. He has also served as chief economist for California, as well as an adviser to cabinet officials and two U.S. presidents. He has appeared as an expert on PBS, the BBC, Marketwatch, the Wall Street Journal, and the New York Times, among others. His new book, Your Macroeconomic Edge: Investing Strategies for the Post Recession World, was published by Business Expert Press in early 2012.

Peter Parks, Vice President, Product Management(Provade, Inc)

What isn’t mobile these days? In a few short years, handhelds have reshaped our lives. Equipped with smartphones and tablets, today’s professional is able to accomplish tasks remotely that once required a PC. Now, we share critical data, send e-mails, update contact information and view presentations while shuffling between campuses, attending meetings or traveling. According to one survey, businesses experienced productivity gains of up to 36 percent from employees who use personal as well as work-issued mobile devices to perform their job.

While e-mail and calendar applications are most popular, more enterprises are starting to implement line-of-business apps that promote greater efficiency and performance. One example is vendor management system (VMS) technology that helps businesses track contingent labor and all other measures of services spend. The same functions that many HR staff and managers now perform on their computers – such as creating requisitions, comparing and approving candidates, approving timesheets and setting up reports – can now be done from the convenience of a phone or tablet.

In this webinar, we will discuss the importance and benefits of a Mobile VMS, how you can leverage them on a daily basis and how they can make you more efficient and productive. We will also explore the basic questions that should be asked when reviewing Mobile VMS options including:

- Functionality available
- Cross-platform optimization
- User-experience
- Analytics and business intelligence (BI)
- Safety and security of data

This webinar will highlight why mobility is paramount in VMS and how this mobile trend will benefit HR professionals worldwide.

Russ Milland, Partner(VirtualeTeams)
Jon Wagner, Managing Director(VirtualeTeams)

Globalization, increasing specialization and the cost of time and energy to travel, together with the increasing availability of technologies that bridge time and space make virtual work, teams and organization structures increasingly a key part of the workforce.

A virtual or remote team, like every team, is a group of people who interact through interdependent tasks and collaborate to achieve a common purpose. Unlike a conventional team, a virtual or remote team works across space, time and often cultural and organizational boundaries. Virtual and remote teams take many forms such as leadership teams, sales teams, development teams, project teams and learning teams.

This workshop will provide practical, research-based approaches to working with virtual teams and organizations. It will introduce the business case for virtual teams and explore key elements of effective teams focusing on eleven virtual and remote team success factors. A case study using an assessment will illustrate the major challenges and intervention strategies.

Why this topic is important for HR professionals and leaders:

• Virtual workers are making up an increasing percentage of both full-time and contract workforces, and they can be deployed to projects with great flexibility and low overhead costs.
• Collaboration technologies, social media and related virtual strategies are more and more critical for engaging team members with each other and other teams across the organization.
• HR and organization development professionals need to support remote managers, leaders and virtual teams to deal with the unique HR challenges they face and improve effectiveness.
• This work draws upon extensive research of virtual teams and organizations over a span of over 20 years.

Christopher Dwyer, Research Director & VP, Operations(Ardent Partners)

Over the past few years, contingent labor (also known as contract or temporary labor) has evolved in such a way that it requires organizations across the globe to enact next-generation strategies and solutions. The modern "contingent workforce umbrella," a term the Aberdeen Group utilizes to describe the components of contemporary contingent labor, including traditional temporary labor, professional services, independent contractors and SOW-based projects / services, involves a series of complex competencies and capabilities. Aberdeen Group research has found that over 26% of the average organization’s total workforce is considered contingent in some sense, adding criticality to this complex component of organization spending.

Join Aberdeen Group Research Director Christopher J. Dwyer as he walks through the research findings from his 2012 Contingent Workforce Management study and unveils a series of frameworks, strategies and solutions for effectively managing the typical contract workforce. During this event, Christopher will highlight growing trends within this space, as well as discuss how everyone in attendance can leverage a series of competencies and strategies to improve their contingent workforce management programs. Using his 2012 Contingent Workforce Management research study as a foundation for this presentation, Christopher will include hard-hitting research findings, surprising trends related to the utilization of contingent labor across the globe, and unique ideas as to where the space will traverse in years to come.

During this session, event attendees will learn:

- What top companies (known as the "Best-in-Class") are measuring and tracking in regards to contingent workforce data
- Best-in-Class strategies and solutions
- The effectiveness of solutions such as MSPs, VMS technology and other enablers
- The necessary capabilities for managing the contingent workforce umbrella
- What the future of contingent workforce management will look like
- How attendees can control the destiny of their contingent workforce management programs

Sponsors for this event:

IHR Certifications
Are you becoming an industry expert?    Each One Hour Webcast on 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’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:
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
"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."