HRO Today March 2017 - 15

Cover Story
solving an enormous business problem, " says Jon Grosso,
SVP of sales for Yoh. " Organizations are trying to
understand how to anticipate their business needs. If you
can get workforce planning ahead of skilled categories
like technology, you will reduce your time metrics
and increase your quality metrics and move business
forward. "
An alternative approach is to leverage a customer
relationship management (CRM) platform to manage and
build talent communities of all talent types. " Combining
this type of technology with advanced analytic platforms
that connect all systems together into a single view,
organizations are better able to manage across the entire
talent lifecycle from sourcing, recruiting and onboarding
talent all the way through to offboarding and alumni
community management, " says Henderson.
Pontoon's Wilson says they are in the process of building
a tool that can manage all workers. The key to this
technology, she says, is the ability to track and engage
with contractors who have performed exceptionally and
can be converted into full-time employees. " This will
create efficiency and cost-effectiveness. "
Who Owns It?
Traditionally, the management of contingent workers
falls to procurement and permanent hires fall to HR. That
remains true at many organizations today. But when the
two come together under one solution, who is driving
the bus? It depends.
Program metrics including spend, quality, speed, and
compliance help determine who is involved. In most
cases, both HR and procurement have roles in overseeing
the solution.
What are the Benefits?
Integrating talent management provides organizations
with a competitive edge when it comes to understanding
their talent needs and their ability to fulfill them.
" Total workforce solutions gives a company a clearer
understanding of its true talent population, a more agile
workforce, and the information necessary to plan for
the future to meet changing business needs, " says AGS's
Lane.
Forward-thinking organizations taking this approach,
and ones headed in that direction, have the opportunity
to experience several benefits.
68%
report they are likely to implement
a total workforce solution in the
next 12 months.
Source: Randstad Sourceright
* Efficiency and flexibility. When integrating similar
processes that cross over two functions, organizations
are sure to gain process efficiency, especially when
volume hiring is a factor.
" Companies need the flexibility to scale their workforce
up or down based on need as well as access to talent
from both contingent and full-time candidate pipelines, "
says Owen. " As contingent workers become a more
integral part of a company's talent acquisition strategy,
working with an MSP to source that talent is a necessity. "
* Cost savings. " Total workforce solutions can drive
substantial financial and strategic benefits, " Owen says.
" Financial benefits can include cost savings from better
workforce utilization, improved demand management,
and lower service and vendor management costs than
in a previously decentralized program. "
In fact, Lane estimates the tangible savings of a total
workforce solution strategy to be in the range of 4 and
10 percent.
* Talent pipelines and pools. " We leverage total workforce
solutions to help HR build talent pipelines and fill hardto-fill
vacancies, " explains Waste Management's Harvey.
When talent acquisition teams have access to talent, no
matter the type, there is an increased chance of finding
the right candidate for the right position more quickly
and efficiently.
" With a holistic view of talent, hiring managers have
MARCH 2017 | www.hrotoday.com
[15]
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HRO Today March 2017

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HRO Today March 2017 - 1
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