May 29, 2013
The initial adoption of any new technology requires a champion who recommends its adoption. Someone must take on the unenviable task of convincing the members of the core implementation teams (from HR, IT, Finance etc.) that they are onto a good thing and the investment will definitely pay off!
The usual method of doing this is by taking some illustrative examples of industry best practices and benchmarks.
What if the team were to be thinking of their company and their ways of operation as unique and special; and refused to follow anyone else, or even industry benchmarking?
I was talking to my colleague, a procurement manager, who is famed for having successfully championed the adoption of contingent workforce programs in two major multi-national companies. I was curious to know how he sold the concept when I heard that one of them had adopted a VMS/MSP for the first time about two years ago, almost 15 years after the industry started evolving in earnest!
He smiled in reminiscence as he told me of how he developed the mantra – “If we build it, they will come!” – ‘they’ being the benefits and value expected of the program adoption! He actually got his colleagues to agree to put the program in place as a proof of concept, generating a year’s worth of data to see what the data says! He also benchmarked the data against other existing programs and sought executive sponsors to endorse the benefits. In all this, his confidence in the program’s success stemmed from the fact that he personally believed that, at the core, every business is the same and the external trappings do not affect the way they function or how the program affects them.
He recognized that sustainable improvements and significant value becomes apparent when the program runs for a reasonable time, like one year. There is a need to wait and watch the changes take effect, especially as pay rates are standardized, the optimum supply base is established, compliance audits are completed, and training of all stakeholders leads to changes in their behavior. . MSP/VMS programs are change initiatives. The company will have to make some necessary adjustments and hiring managers need to adapt to new processes to derive the optimal benefits from the program.
Once a company implements a well-designed MSP/VMS program, there is no doubt about the benefits that follow!
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.