HRO Today December 2014 - 54

Contingent Labor
If worker quality translates to
workers staying for the entire
length of their assignment,
then analyzing attrition rate
data among suppliers is key.
components of the contingent workforce program as well
as offer a benchmark.
From a micro perspective, the quality of an organization's
non-employee workforce typically translates directly
to the quality of the supplier base. The supplier base is
the root of where contingent labor workers are coming
from. Typically, 85 percent of a contingent workforce
program's problems can be solved by better supply base
management. How can organizations better manage their
suppliers?
One way is to continuous rate suppliers by using a supplier
scorecard. This scorecard can often be generated as a
report through a technology platform, such as a vendor
management system (VMS). Typical reporting metrics
would include requisitions received, number of candidate
submissions, time to submit, and other general supplier
data points. While these data points are a good basis
to help identify quality, adding in specific data points
to the scorecard to reflect what quality means to your
organization is a must in determining worker quality.
For example, if worker quality translates to workers
staying for the entire length of their assignment, then
analyzing attrition rate data among suppliers is key. This
will help identify issues with particular suppliers, or even
organizational and/or program process issues. Adding
such data points to your supplier scorecard can pinpoint
areas that need further analysis to improve worker and
program quality.
From a macro perspective, the overall quality of the
contingent workforce program can be measured by how
it's managed-either internally or through the help of
a managed services provider (MSP). By keeping your
finger on the pulse of your overall contingent workforce
program via a comprehensive program scorecard can also
[54]
HRO TODAY MAGAZINE
| DECEMBER 2014
impact worker quality. Tracking such metrics as program
satisfaction, adherence to financial metrics, supplier
satisfaction with the program, hiring manager program,
and VMS satisfaction, and other various program-related
metrics tailored to your organizational goals, can also
impact the overall quality of your contingent workforce.
For example, low hiring manager and supplier satisfaction
can impact the quality of your contingent workforce
in ways you might not predict. If the overall program's
performance is not seen as favorable by the supply base,
they will spend their time and efforts supplying their
best talent to other more favorable programs. Likewise,
if hiring managers view the program as unfavorable, they
will seek ways to procure contingent workers outside of
the program. They might consider bringing in contingent
workers under statement of work (SOW) arrangements
or other means that might be considered out of program
scope. Instituting an overall contingent workforce
program scorecard with meaningful metrics tied to your
organizational goals can go a long way to ensuring a
quality contingent workforce.
Research shows that the contingent workforce is
becoming a larger segment of today's organization and
measuring the quality of that contingent workforce is
becoming increasingly important. Understanding what
worker quality means to your organization and instituting
meaningful supplier and program metrics will allow
you to modify your program approach to improve the
quality of your contingent labor, making your program
a successful component of your overall total talent
management strategy.
Eric A. Osterhout is a contingent workforce management consultant.

HRO Today December 2014

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

HRO Today December 2014 - 1
HRO Today December 2014 - 2
HRO Today December 2014 - 3
HRO Today December 2014 - 4
HRO Today December 2014 - 5
HRO Today December 2014 - 6
HRO Today December 2014 - 7
HRO Today December 2014 - 8
HRO Today December 2014 - 9
HRO Today December 2014 - 10
HRO Today December 2014 - 11
HRO Today December 2014 - 12
HRO Today December 2014 - 13
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HRO Today December 2014 - 15
HRO Today December 2014 - 16
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