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Gain Visibility. Minimise Risk.

External Workforce Management with

Royal Bank of Scotland.

Nick Ghamgosar, Royal Bank of Scotland

Tony Aylward, SAP Fieldglass

23rd May, 2018

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Market Trends

• Digital disruption and transformation

• Need to offer services beyond

traditional banking offerings

• Brexit uncertainties

• Stringent regulations

• Cost pressures

• IR35 looming

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Workforce Challenges

• Talent scarcity

• Changing workforce composition

• Multi-channel talent sourcing

• Compliance with regulatory/statutory

requirements, local tax regulations,

Furlough

• Risk related to handling sensitive

customer and financial data

• Contingent to SOW as next phase

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Provide a platform with robust security

capabilities

Help adhere to regulations, local labor laws,

taxation, candidate privacy and more – to

mitigate risk

Gain visibility and control of the external

workforce – who, where, cost, performance,

access to your systems and facilities

Accelerate and simplify the process to

engage and manage external talent

Keep and more effectively redeploy talent

already recruited and trained

Integrate with public and private talent pools

See real-time market rates seamlessly

within the solution – help you be competitive

and not over-spend

What We Do

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Royal Bank of Scotland

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• Standardisation & Simplification

• Property & Location

• Headcount

• Golden Source of Data

What was the Backdrop

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Objective – control & visibility of

external workforce

• 1st Phase - Contingent Labour

• 2nd Phase - Statement of Work

(Services)

• Result – standardisation, visibility,

compliance

• Challenges – ways of working,

contractual governance,

classifications, integrations

Our External Workforce

Journey

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• Continuous Improvement

• Benefits Realisation

• Data driving resource decisions

• Enable Strategic Workforce Planning

What is the future?

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Summary

• One VMS system of truth – cost control,

visibility of all non-payroll workers &

compliance (access control)

• Plan the journey – Once Contingent Workers

are brought under control –Statement of Work

(SOW) becomes the least path of resistance,

plan for Phase 2

• Think TWFM (Total Workforce Management)

and TPM (Total Procurement Management) –

consider how you will integrate into the future

• If 44%* of the workforce is set to be non-

payroll and average cost savings are 3-4%

think how much can you save?

* download external workforce report;

https://externalworkforce.fieldglass.com

Q&A