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TalentSource Informational Kick Off Session: Intel Sponsors
EST
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2 4
INTRODUCTIONS
PROCESS OVERVIEW
PROGRAM OVERIVEW
SUMMARY OF BENEFITS
5 NEXT STEPS & QUESTIONS
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1 INTRODUCTIONS
3
Introductions
4
Location Name
Global Christine Teixeira
USA & LAR Christine Teixeira
Israel Kirsten Dart
GAR Anthony Nardi
KOCG Operations
Intel Contacts
Location CSP Contact CW Program Office
America Amy Carter John Meyer
Karen Molinaro
Israel Maytal Perpinyal Maya Avriam
Costa Rica Marco Baars Karen Molinaro
Mexico Marco Baars Karen Molinaro
India Tulika Singh Yen Li Chong
Japan Chung Meng Tan Kenji Yasuda
Yen Li Chong
Malaysia Chung Meng Tan Seow Hoon Cheah
Yen Li Chong
Taiwan Chung Meng Tan Kathy Li
Yen Li Chong
2 PROGRAM OVERVIEW •Terminology •Program Drivers & Objectives •Scope •Program Overview •Challenges TalentSource Addresses
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Terminology
MSP (Managed Service Provider) – Kelly Outsourcing and Consulting Group (KOCG)
– An MSP manages Intel’s processes and policies related to the procurement and management of contingent labor
– The MSP is responsible for managing Intel’s network of suppliers/agencies and ensuring contract compliance
– Drives continuous improvement for Intel
VMS (Vendor Management System) Fieldglass
– Fieldglass is the technology that:
• Streamlines requests for contingent workers
• Serves as a single, central repository for all contingent worker data
• Provides analytical tools to enable oversight and management of contingent labor regardless of how many suppliers/agencies are involved
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•Consistent business processes
•Market Rate Analysis
•Rate Cards
•Competitive Bid
•Contingent worker management process
controls
•Increased visibility
•Transfer compliance management
•Improve management of and associated contingent workforce procurement activities
Implement a scalable,
integrated Vendor Management
System to source and manage CW’s
Improved Compliance
Usability and efficiency for on-
boarding and managing CWs
Cost Controls
Program Overview: Drivers Objectives
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The goal of TalentSource is to provide Intel with a vendor neutral program to manage all staff augmentation contingent workers through a vendor management system, across all Intel businesses and functions
Scope
•All Staff Augmentation CWs managed via KOCG MSP
• India, Malaysia, Israel, Mexico, Costa Rica, Taiwan, Japan, United States*
•Subset of O/S (SOW) for (IT – US Only)
•Supplier funded
Phase 1 Scope
•E-forms (Users will continue to use paper security forms; forms will be scanned and uploaded to FG)
•Launch Fieldglass VMS for other classifications of CW’s across Intel.
•Integrations to FDO and LDO
•Launch Kelly MSP for other countries where SA is permitted.
Future Phase
•Streamlined workflow process via MSP
•Visibility to spend
•Market Rate Management
•Most mature process and industry best practice
•Small phase approach; learn and stabilize
•TCM BKMs with MSP
•Compliance to ID privacy, global export, US Immigration, co-employment, IP partial
Benefits
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*TalentSource program already active in USA; only a VMS technology change taking place in this region.
TalentSource Program Office (MSP)
Supported by Fieldglass Technology (VMS)
KOCG Centralized Operations Support • Program Compliance • Contract Administration • Legal
• Risk Management • Supplier Development • Billing & Reporting
Suppliers (Preferred Suppliers, Tier 2, Niche)
TalentSource Program
CW Program Office
Staff Augmentation
(Contingent Workers)
RFX Payroll Services Outsourcing
(SOW)
Subset of IT O/S – Initially, US Only
Procurement User Community
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TalentSource: What it is and is not
What it doesn’t do:
– Restrict use of your current suppliers from providing the talent you have today – Mean all our contingent workforce must be supplied by one supplier – Add complexity to the process
What it does:
– Provides one buying channel and one contact for all your staff augmentation contingent workforce needs
– Coordinates and streamlines the process of communicating requirements to suppliers – Improves competitive rates for Intel – Reinforces compliance with Intel standards of business conduct by all suppliers
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Challenges TalentSource Addresses
Compliance & Risk
– Labor Law Compliance – Worker Classification – Co-Employment concerns
Contingent Worker Management
– Rate/Price/Margin Management – Worker Tenure Management – Vendor Neutrality during Sourcing
Quality Management:
– Lack of Robust Reporting
Program Management (Consistent Processes):
– Invoicing Management & Control – Transparency – Supplier Performance – No single global system, process or governance
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3 Process Overview
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Measure &
Monitor Compliance
Process Overview
Identify
Engage
Manage
Pay
1. REQUEST RESOURCE
2. VALIDATE
3. DISTRIBUTE JOB POSTING
4. SUBMIT CANDIDATES
5. RANK CANDIDATES
6. NEGOTIATE ASSIGNMENT
7. ON-BOARD WORKER
8. CREATE TIME AND EXPENSE
9. APPROVALS
10. EXTEND (Per Country Tenure Policy)
or OFF-BOARD
WORKER
11.PREPARE CONSOLIDATED INVOICE
12.EVALUATE SUPPLIER
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KOCG Responsibilities
KOCG
Support to Sponsors in the
Requisition Process
Broadcast Complete and Accurate Job Postings to Approved Suppliers
Shortlist Candidate Submittals
Ensure All On-boarding
Documents Are Complete Prior to
Start Date Partner with Suppliers to
Ensure they have Sufficient
Information About Job Postings and
Enable Their Success
Liaise with Sponsors and the
Supplier Base
Facilitate and Follow-up on
Pending Transactions and Invoice/Payment
Issues
Minimize Service Disruption by
Managing Assignment End Dates and Spend
Commitments
Guide Sponsors and Suppliers
Through Contingent Worker
Issues
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Supplier Management Strategy
Current suppliers will be invited to participate in the new program
• All suppliers must be compliant with the on-boarding requirements in order to participate in TalentSource
Existing contractors will be transitioned into TalentSource
• Contractors will remain employed through their current agencies
Suppliers will no longer invoice Intel directly
• Invoicing will be generated from the time/expenses approved in Fieldglass
• KOCG will invoice Intel and remit payment to suppliers, less any applicable program fees
Program Office will manage supplier performance
• Quarterly scorecards to identify areas of performance improvement
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4 SUMMARY OF BENEFITS
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Sponsor Benefits
Top talent, when you need it!
Access to talent through KOCG’s
extensive supplier network
Expertise in managing supplier relationships and
performance
Reduced administrative
burden
Single point of contact
Access to contingent worker
data at your fingertips
Electronic Time/Expense
approvals
Cost reduction via market rate card
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Supplier Benefits
Opportunity
• Consistent exposure within Intel for requisition opportunities
• All Suppliers will receive requisitions at the same time
• Potential exposure or referral to other key Kelly Customers
• Improvement of Intel and partner relationships
One Point of Contact • Responsive, dedicated Program staff
• Commitment to supplier success (training, needs analysis, etc.)
• Defined issue escalation and resolution process
• Consistent supplier communication (technology, summits, surveys, etc)
Fair Market Based Rate Structure
• Market rates reviewed every six months or annually as needed.
Efficiency
• Reduced management time and overhead
• Streamlining processes to ensure that suppliers receive complete and validated requisitions
• Reduced elapsed time from inquiry to confirmed order
• Better process transparency to support management
• Program measurement to identify continuous improvement opportunities
• Supplier scorecards providing enhanced visibility to supplier status and results
• Supplier documentation and program updates provided via e-Procurement tool and supplier website.
Consistent Payment Process
• Detailed remittance information
• Formalized discrepancy process
• New web-based timekeeping system for temporary employees
Supplier Advocacy
• KellyOCG Supplier Development team that develops and manages best of breed talent supply chains to enable corporate agility
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5 NEXT STEPS & QUESTIONS
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Next Steps
Kick Off Meetings
Conducted
(WW02-03)
F2F Road Show Visits:
GAR, GER & LAR
(WW04-05)
Training Process Overview and
Invitations Distributed
(WW08)
Training Sessions Conducted
(WW09-11)
Program Launch
(WW12.1)
Supplier On-Boarding Activities: Agreements Executed & Suppliers Activated in Fieldglass
(WW03-WW11)
Introductions Program Objectives & Scope Terminology KOCG Responsibilities Business Process Review
Login to and Navigate Home Page Create and Submit Contingent Labor Job Requisition View, Compare, Conduct Technical Screen and Select Candidates Manage an Assignment Approve Billing Transactions (Time/Expense) Close Assignment Close Assignment and Request Replacement
Training Session Agenda:
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Next Steps
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•Access to the TalentSource portal:
The TalentSource portal (http://customer.kellyservices.us/eprise/main/web/us/customers/intel/) can be accessed
through circuit.
Location Name Title E-mail Phone
Global AMER LAR
Christine Teixeira Lead Operations Consultant
908.837.9390
GAR Anthony Nardi Operations [email protected] +61 (0) 447 017 224
GER Kirsten Dart Operations [email protected] +44 (0) 7852 249142
•Questions from CWs should be redirected to their supplier/employer.
•Questions from suppliers and sponsors can be directed to one of the individuals:
Q & A
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FAQ’s
1. What is a Managed Service Provider (MSP)?
A company that takes on primary responsibility for managing an organization's contingent workforce program. Typical responsibilities of an MSP include overall program management, reporting and tracking, supplier selection and management, order distribution and often consolidated billing.
2. What is a Vendor Management System (VMS)?
An Internet-enabled, often Web-based application that acts as a mechanism for business to manage and procure staffing services, as well as outside contract or contingent labor Typical features of a VMS include order distribution, consolidated billing and significant enhancements in reporting capability over manual systems and processes.
3. Can I use my current staffing supplier?
Your current staffing supplier will continue to receive your assignment opportunities as long as the supplier signs with the new process
4. What will this mean to the contingent worker that I am currently using?
Providing the staffing supplier for your current workers signs with the new program, those workers will be trained on the new technology so they can submit their time. The staffing suppliers that sign with the new process will also be able to continue bidding on new requisitions and providing new workers.
5. Why are we changing the process?
This will allow us to have a more efficient process, provide a broader slate of candidates, and help us support our compliance efforts. We need one tool that allows us to manage and provide visibility to our contingent workforce wherever we do business. This tool will allow us to access all the information from one central location.
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FAQ’s Continued
6. How will this new process be different from the current process?
7. How will this new process reduce the cycle time in getting a worker in place?
The process is handled all within the VMS system. The Intel Sponsor and approvers will have the ability to approve via their mobile phone. Additionally, reviewing the resumes and scheduling the technical screen all happens within the system which is web based. The Sponsor will no longer need to use email as a way to gain access to resumes or request technical screen s.
8. What if a supplier contacts me with questions regarding the new process?
Please refer the supplier to the MSP program office to have their questions answered.
9. When will suppliers be notified of these changes?
Suppliers received notification WW51.
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USA Rest of World (ROW)
Change of VMS Technology (IQNavigator to Fieldglass) Fieldglass will be utilized to manage all contingent worker activity; contingent workers will no longer be maintained in the MyCW tool.
Ability to send your request to multiple suppliers for competitive bid.
Suppliers submit candidates to the MSP for review.
Invoices automatically generated in Fieldglass from approved timesheets and expensesand submitted to Intel for payment.
Thank you for your participation!
