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Professional Services and Contingent Labor Strategies
Natalie Runyan, President
Ann Kramer, Director of Strategic Partnerships
Anserteam Workforce Solutions
Contingent Labor vs Total Talent Solutions
This interactive session will break down the future of indirect procurement and the vision of contingent workforce solutions in 2018 and beyond. We will review where the industry has been and discuss where it will be in the future.
The corporate environment is always changing, but the expectations remain the same – do more with less, and do it better. So what does tomorrow look like within the world of indirect procurement?
Agenda
• Introductions
• The Past
• The Present• Labor Intelligence
• The Future
• Break Out Sessions• Share ideas and best practices
Introductions
Getting to know you
1. How many of you have a centralized MSP/VMS program. Is it managed through HR or Procurement?
2. How many of you include IT services in a Managed Services Program?• Commercial vs Professional
3. How many of you utilize a RFI/RFP process to procure contingent labor? • Pros
• Cons
Past
The Stone Age
• Index Cards
• Phones w/Receptionist
• No Voicemail or Caller ID
• Fax Machines
• Dos-based Computer Systems
Present
Present• Cell Phones – connected 24/7
• Laptops
• Applicant Tracking Systems, VMS, SAP, Oracle, Total Technology Solutions
• Virtual Recruiting
• eProcurement
• Direct Hire - Human Resources or part of a managed program
• Recruitment Process Outsourcing - RPO
• RFI/RFP/eProcurement
• Cyber Security threats
• Legal HR Changes
Intelligence
Intelligence
• Managed Service Provider (MSP)
• Vendor Management Systems (VMS)• Reporting and Analytics
• Unemployment Rate• National: 4.4%
• Where are you now?
• Where do you want to be in the
future?
• How can technology be leveraged?
• What constraints will there be?
• Strategy: technology planning is not
the same as a tactical plan or
roadmap, though it may lead to one.
Intelligence
Contingent Labor Categories:
Overall anticipated to increase 3% in 2018
• IT up 4%
• Engineering up 3%
• Professional up 5%
• Marketing and Creative up 7%
• Healthcare up 6%
• Light Industrial up 2%
• Administrative Clerical down 2%
More openings
than hires
Gig Economy
The Human Cloud
Law
Law and Labor Force
• Reference Checks
• Background Checks
• Drug Testing
• E-Verify
• Co-employment
• Risk Mitigation
• Discrimination
• Marijuana in the Workforce
• Sick Pay Law
• PTO- AZ, MA, CA
Insurance- Compliance
• ACA- Affordable Care Act
• Misclassification of Employees
• Safety Programs• Lift restrictions• Equipment utilized• Certifications- IE: Fork Lift
• PPE, typically provided by host employer
• Cyber and Breach Coverage
Future
Future
“Better procurement systems could save 32 million hours and $1.5 billion per year” – Topline Strategy Group
• Careerboards
• Human Cloud Expansion
• Technology• Phone Applications• Human Cloud expansion• Virtual workers• Paperless bidding
• Robotics
• Cyber threats
Break Out Session
Common Denominators
Common Procurement Situations
• Large number of suppliers in database
• No control over category spend
• Local managers are making the buying decisions
• Human Resources wants to be involved in buying decision
• Decentralized ordering
• Lack of reporting and accountability
• Human resources is outsourced so limited resources within organization for hiring
What factors should you consider?
Factors to consider:
• Liquid workforce
• Gig Economy
• Technology
• Human Cloud
Do you have a plan?
What is your plan?
• Take the next 10 minutes to write down how your workforce is managed today?
• From what we discussed, Past, Present and Future, where do you see this category and opportunities for your organization?
Results
Next Steps
Questions?
Thank you for your time and participation!