March 13, 2013
Employers today are an inspired lot. They read the studies which have found a strong link between the use of contingent workers and real bottom line benefits like improved earnings, gross margins and stock returns and adopt the insights into their workforce strategy.
However bad and uncertain the economy may be, cutting costs and saving would never make sense at the cost of a company’s productivity! As companies are turning more and more to utilizing contingent workers to save money, they are also trying to create an optimized mix of temporary and permanent workers. Such blended workforce programs require clarity of vision from top management and a collaborative approach to achieve the strategic objectives of Procurement, Human Resources, and the business leadership.
Processes Designed for Growth:
The trick lies in finding the right level of flexibility in the workforce mix,ensuring that the business will receive quality contributions from its workforce. Successful companies point to seven key steps that are required to achieve the right workforce balance:
- Anticipate – The fact remains that business environments are in a constant state of flux. Companies need to pay attention to the probable changes in business needs and the demographic pressures which could affect their workforce needs.
- Plan – Workforce planning to meet future business needs requires an analysis of the goals and strategies of the business, the structure of the organization, and the talent requirements dictated by its business objectives.
- Break Down Business Silos – In many companies, Human Resources focuses on regular employees while temporary employees are addressed by some combination of Procurement, Line & functional Managers, and Human Resources. Take a collaborative, Company-wide view of all personnel engaged in your business success.
- Be Global and Local – A location-wise need for skills may have to be analysed, factoring in short and long term changes
- Tweak Your Design – Existing processes and needs for talent sourcing would need to be re-engineered and/or designed – factoring in the prospects for the business and the plans for growth. Consider how additional talent sources can reach hard to find candidates.
- Automate and Innovate – An effective technology to automate the processes will need to be chosen to help in deciding between the types of talent which work best with the requirement/project needs. Innovative new systems provide the facts and insights needed to evaluate your current workforce, project future needs, and make actionable decisions.
Business success is all about agility, the ability to use all of the available capabilities to distinguish a company from its competition. A high performance workforce composed of both regular and temporary workers can increase your agility, but only if you take a holistic approach. If your company treats these two talent sources as separate entities, each with its own approach to sourcing, evaluation, funding and management, you will be undermining the very flexibility you are seeking to achieve.
The content on this blog is for informational purposes only and cannot be construed as specific legal advice or as a substitute for competent legal advice. They reflect the opinions of DCR Workforce and may not reflect the opinions of any individual attorney. Do contact an attorney for advice specific to your issue or problem.