HRO Today April 2016 - 34

Talent Management
and Medical Leave Act (FMLA) triggers certain benefits
for employees working over a prescribed length of time
and duration of hours. Consequently, employers must be
careful to maintain policies that restrict the duration of
contingent worker contracts.
" It's a bit of a gray area with regard to people working
part-time who receive no vacation benefits, sick leave
or medical benefits, " Bersin says. " It's one of the things
that make people nervous; they're not sure what kinds of
problems they'll get into. "
He adds, " With the current discussion over income
inequality in the political sphere, we may begin to see
proposals to provide new types of contracts protecting this
class of worker in the future. "
For the time being, Roekle advises employers with total
workforce strategies to endeavor to become more
knowledgeable about labor regulations, co-employment
issues, statement of work (SOW) criteria, and related
risk mitigation. " Increased legislative scrutiny of worker
compliance demands this, " she says.
The total workforce foists another challenge upon
employers-the security of their intellectual property,
given the risk of contract workers divulging this
information to other businesses they work for.
" The benefit of contingent or contract workers is that
employers can access great skills quickly, without the need
to train them or wait to get them onboarded, " Bersin says.
" The downside is that contractors also are security risks,
since they're privy to your secret data and systems. "
Non-salaried workers also pose the risk of not fitting into
an organization's culture-preferring to work in isolation,
for instance, when the company is hoping for more teambased
collaborations. " Integrating contingent and other
non-salaried workers with the employed workforce is a
challenge, " Roekle says.
Exacerbating the problem is corporate aversion to risk.
" The lack of senior management support for change
management and conflicting interdepartmental
priorities, " she adds. " There's also the challenge of gearing
up systems and data functionality to a total workforce
business model. "
Solving the Challenges
Many companies fortunate enough to have overcome
[34]
HRO TODAY MAGAZINE | APRIL 2016
these obstacles have implemented a holistic framework
that encompasses their entire workforce. Their current
processes and systems were reengineered to address not
just salaried fulltime employees but all workers. " With
such a framework in place, companies can gain a better
understanding of their total workforce spend under
management, " Roekle says.
This improved visibility provides insights into the number
of open positions, employee tenure, compliance processes,
and the motivations, skills, and productivity of all workers.
" From these insights, metrics like key performance
indicators can be customized to streamline operations and
increase workforce productivity, " she adds.
Bersin affirms the merits of a holistic framework for total
workforce management.
" Traditional software systems addressed salaried workers
and non-salaried workers separately, " he says. " The
systems were separate categories with different sets of
functionality. We're now seeing HR management system
vendors build out new modules to address the need for
visibility into the workforce as a whole. "
The previous one-size-fits-all approach to workforce
management is no longer an option in today's vastly
changed labor marketplace. With a single integrated total
workforce management solution, companies can discern
and implement human capital best practices, improving
talent objectives like worker engagement, candidate
quality, and recruitment and retention metrics.
" By leveraging scalable, repeatable recruitment processes
under one platform, companies can tap into the full
range of available talent resources - permanent and
temporary workers - and benefit from the consistency of
results, " Roekle says. " Companies that embrace this holistic
approach can gain competitive advantage, optimizing
their talent to meet demand fluctuations and balancing
their labor costs with workforce agility. "
That workforce agility may not guide a return to the
company holiday parties of yore, but at the very least, it
will inspire greater esprit de corps.
Russ Banham is a Pulitzer-nominated business journalist and author
of 24 books, including " Higher, " his company history of Boeing, in
bookstores now.

HRO Today April 2016

Table of Contents for the Digital Edition of HRO Today April 2016

HRO Today April 2016 - 1
HRO Today April 2016 - 2
HRO Today April 2016 - 3
HRO Today April 2016 - 4
HRO Today April 2016 - 5
HRO Today April 2016 - 6
HRO Today April 2016 - 7
HRO Today April 2016 - 8
HRO Today April 2016 - 9
HRO Today April 2016 - 10
HRO Today April 2016 - 11
HRO Today April 2016 - 12
HRO Today April 2016 - 13
HRO Today April 2016 - 14
HRO Today April 2016 - 15
HRO Today April 2016 - 16
HRO Today April 2016 - 17
HRO Today April 2016 - 18
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