HRO Today April 2014 - 42

Contingent Labor
No Longer
Temporary
A new report outlines a roadmap for leveraging contract workers.
By Christopher Dwyer
With the newfound reliance on contingent labor now an
accepted slice of a multi-tiered business plan, organizations
have found that the simple " fill-and-run " contingent workforce
strategy of choosing candidates when or where needed is not
the ideal approach to this area. Contingent labor in 2013 was
perhaps the most complex supply component that the modern
organization leveraged, managed, and utilized. This thought
is owed to the fact that that contract talent is split into three
very intricate " layers " that each warrant their own specific set
of capabilities, processes, strategies, services, and solutions (see
sidebar: Contemporary Scope of the Non-Employee Workforce).
The need for contract talent is pressing and will continue to
rise, but the components of this workforce are growing more
complex and require better processes, strategies, and solutions
to manage them. Ardent Partners research has determined that
that the utilization of contingent labor will increase by nearly
30 percent over the next three years, further cementing the
need for more robust capabilities within this arena.
It would be easy to dismiss the newfound complexities
of contemporary contingent labor, if not for the current
marketplace perception of contract talent and what it means
for their business plans and achievement of corporate goals
and objectives. Ardent Partners research has discovered that
62 percent of organizations cite contingent labor as a vital
component in achieving their primary goals and objectives
this upcoming year. In the five-plus years since the economic
downturn, contract talent has become just as critical as other
key components of the average enterprise.
There is now recognized value in leveraging a non-employee
workforce across enterprise projects and other key internal
roles. The contingent workforce is still actively driving corporate
value for the modern enterprise and will continue to do so as
this type of talent is linked to key organizational objectives.
It is no secret that the average workforce is becoming more
blended, featuring a mix of traditional employees and
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HRO TODAY MAGAZINE | APRIL 2014
contract talent working together for the common good of the
greater group. Within this aspect is the rise of " total talent
management, " a concept that 58 percent of companies in the
State of Contingent Workforce Management research survey
touted as the top industry-level change to come in the greater
scope of contingent workforce management.
With contingent labor expected to increase significantly over
the next few years, many organizations are focused on utilizing
similar strategies and processes from their management of
traditional full-time employees into their strategic plan for
contract talent. Visibility into overall contingent workforce
management is an area that needs improvement for the typical
enterprise. Analytics has become one of the more powerful
tools in the modern executive's arsenal over the years as the
non-employee workforce has evolved. In fact, analytics and
reporting rank as critical components of a successful contingent
workforce management program as more and more enterprises
realize the value of linking contingent workforce data to
greater business planning and budgeting. As contract talent
continues to be utilized in high-leverage enterprise projects,
data and intelligence related to these initiatives becomes more
useful in helping understanding total corporate performance.
Organizations in this research study echo the vitality of
contingent workforce: 51 percent of enterprises believe
contingent labor will be relied upon even more in the future
as more and more critical enterprise projects utilize this type of
talent.
As the contingent workforce industry continues to evolve, it
becomes critical for enterprises across the globe to build and
develop a proper program that can effectively address all layers
of contract talent and support the overarching capabilities
that link these layers together under a cohesive umbrella and
improve performance and corporate value.
The contemporary scope of contract talent is rapidly evolving
and forcing organizations to institute more complex measures

HRO Today April 2014

Table of Contents for the Digital Edition of HRO Today April 2014

HRO Today April 2014 - 1
HRO Today April 2014 - 2
HRO Today April 2014 - 3
HRO Today April 2014 - 4
HRO Today April 2014 - 5
HRO Today April 2014 - 6
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