HRO Today April 2015 - 24

Contingent Labor
Under One Umbrella
The benefi ts and challenges of a total workforce solution.
By Debbie Bolla
As organizations strive to succeed in today's competitive
workforce, talent offi cers, HR executives, and
procurement managers all understand the need to be
agile in order to achieve business goals. This means
embracing all types of workers-full-time employees,
contingent labor, independent contractors, and
statement-of-work (SOW) consultants-and integrating
them into talent programs. Non-permanent workers
have the ability to fi ll key skills gaps while reducing
costs and providing fl exibility-and organizations are
taking notice. Randstad Sourceright's 2015 Talent Trends
Report shows that 46 percent of respondents say they
consider all types of workers when workforce planning
and 69 percent say in order to maintain a competitive
workforce over the next fi ve to 10 years, HR leaders will
need a larger portion of contingent workers than they
have today.
" As the use of contingent labor becomes more strategic,
and the value of contingent talent more critical,
organizations are beginning to look at their workforces
more holistically, " says Joan Davison, president of
workforce solutions provider Staff Management |
SMX. " An organization should be focused on securing
and retaining top talent, and aligning talent with
[24]
HRO TODAY MAGAZINE
| APRIL 2015
organizational objectives across the entire workforce,
regardless of worker classifi cation. "
There has been an evolution in the way organizations
leverage and manage contingent labor. Beth Roekle,
senior vice president of Advantage xPO North America
and Global Operations, says that in the past, contingent
labor was seen as a commodity and a quick fi ll to a nonstrategic
role. Non-permanent workers were typically
managed solely by the procurement function. But as the
use of contingent labor increased during the recession
and value was realized, organizations have started to
adjust their management approaches.
" Organizations are looking for contingent staffi ng
companies and managed service providers to deliver
higher quality candidates and longer employee
retention, " Roekle explains.
In order to achieve this, it is becoming more common
for HR and talent acquisition to partner with
procurement managers to achieve a more holistic
view of talent by combining recruitment process
outsourcing (RPO) and managed services programs
(MSP) into a total workforce solution.

HRO Today April 2015

Table of Contents for the Digital Edition of HRO Today April 2015

HRO Today April 2015 - 1
HRO Today April 2015 - 2
HRO Today April 2015 - 3
HRO Today April 2015 - 4
HRO Today April 2015 - 5
HRO Today April 2015 - 6
HRO Today April 2015 - 7
HRO Today April 2015 - 8
HRO Today April 2015 - 9
HRO Today April 2015 - 10
HRO Today April 2015 - 11
HRO Today April 2015 - 12
HRO Today April 2015 - 13
HRO Today April 2015 - 14
HRO Today April 2015 - 15
HRO Today April 2015 - 16
HRO Today April 2015 - 17
HRO Today April 2015 - 18
HRO Today April 2015 - 19
HRO Today April 2015 - 20
HRO Today April 2015 - 21
HRO Today April 2015 - 22
HRO Today April 2015 - 23
HRO Today April 2015 - 24
HRO Today April 2015 - 25
HRO Today April 2015 - 26
HRO Today April 2015 - 27
HRO Today April 2015 - 28
HRO Today April 2015 - 29
HRO Today April 2015 - 30
HRO Today April 2015 - 31
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HRO Today April 2015 - 34
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