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Visibility & Control

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YOU CAN’T MANAGE WHAT YOU CAN’T SEE

Today, the contingent workforce makes up an increasingly large portion of a company’s total workforce. They function inside your organization, or on the periphery, and are often undetected by HR. These workers are your directly sourced temporary workers, interns, consultants, freelancers, SOW and contract workers, as well as independent contractors.

You’ll find contingent workers in IT, technology, engineering, health care, transportation, retail, and more.

According to recent estimates, the contingent workforce can represent as much as 35% of the total workforce in many organizations. However, organizations consistently underestimate the size of the contingent workforce in their ranks.

The result is a general lack of visibility of contingent workforce headcount and spend.

You can't manage what you can’t see.

This lack of contingent workforce visibility can lead to organizational inefficiencies, higher workforce costs and poor decision-making based on incorrect assumptions as to the true makeup of the organization's workforce.

“The HCMWorks team was the foundation in the implementation of a contingent workforce managed solution which extends from the hiring process to the payment of consultants.  For more than 5 years, our partnership with HCMWorks enables us to effectively meet our objectives in accessing a large talent pool, all while controlling our costs.” 

Vendor Management Client

"For a stress-free solution to handling payroll, payment, and labor compliance, Easy Living Services, Inc. highly recommends HCMWorks. Our partnership with HCMWorks has been one that was built on trust by positive interaction, responsiveness, and integrity. The staff at HCMWorks honored their promises and honestly represented the service provided, the cost, and the implementation details. This is a great organization, one that I wouldn't hesitate to ask you to consider for payment solutions."

Owner – Easy Living Services, Inc.

"I've been working for almost 10 years with the HCMWorks' team and I hope to continue for another 10 years. Professional and passionate are few words that best describe this team. They offer excellent overall service and are always available for any inquiries. Their knowledge of the market makes them an asset for the business. I would not hesitate to recommend them."

National Senior Manager Staffing Office
Strategies to Help Gain Visibility on Your Contingent Workforce

STRATEGIES TO HELP GAIN VISIBILITY

So, where to begin? Gaining visibility into contingent workers and independent contractors, requires putting your arms around the whole issue and tackling the numbers, processes and procedures.

Let’s look at ways to get you started:

Consolidate and centralize
Firstly, put information on all your contingent workers in one place, regardless of their type and source. By using Vendor Management Technology (VMS), you can build a central repository that consolidates all the various types of non-permanent workers across your organization. As hiring-decisions and worker records are typically managed across multiple departments, and even many locations, this process may require a company-wide initiative. HCMWorks understands how to guide organizations to successfully put the pieces together to achieve greater visibility into their non-employee workforce.
Catalog, classify and validate
In addition to having a central solution in place, further work needs to be accomplished to achieve the real goal of complete visibility and control. HCMWorks applies compliance initiatives, new or adjusted processes and specific adjustments to current sourcing strategies. Examples which commonly apply is the creation of a comprehensive job catalog of all non-permanent / contingent positions in your organization. Understand the nature of the work all your contractors do for you. Make sure they are properly classified and, if they are independent contractors (ICs), verify that they actually qualify to be classified as such. Remember, not everyone who claims to be an IC is eligible to work as an IC.
Document, educate, propagate
Success depends on managing change. Make sure your managers understand the value of centralizing the management of your contingent workforce and demonstrate the positive impact this will have on your business. Lastly, roll out contingent workforce best practices across the various departments, divisions and locations. HCMWorks can support you by adding years of documented best practices and our on-site experiences for you to lean on.

Once you have consolidated all of the information related to your non-employee/contingent workforce, you will be better able to compare rates, track spend, gain better access to talent, reduce risk, and manage with standardized procedures. You will have the visibility and control you need to realize opportunities and benefits from this increasingly important sector of your workforce.

Should your organization lack the internal expertise to accomplish contingent workforce visibility and control, HCMWorks can provide you with the advice you need.

 Improve Your Visibility and Control

The HCMWorks Blog

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As we covered in a recent blog, titled “How Technology and Communication Tools Have Fueled the Gig Economy”, technology and communications tools have been a huge factor in the changing workforce behaviours. 

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What is a SOW and how can SOW Management Benefit my Contingent Workforce Program?

What is a SOW and how can SOW Management Benefit my Contingent Workforce Program?

When it comes to an organization’s contingent workforce program procurement and human resource (HR) professionals must strive for a transparent and company-wide strategy.

Whether your business is looking to create or improve your contingent workforce program, it can be a time-consuming and frustrating process. However, with contingent workers making up a large part of many companies’ workforce, updating the program you use to manage them is essential for acquiring the best talent and reducing costs. 

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