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Management Tips to Unify your Total Workforce

Why a Unified Workforce is Essential to your Business Success

According to Gartner research, by 2020, nearly 60% of HR leaders will use a unified talent management strategy for employees, contractors, and freelancers.*

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*Gartner, Predicts 2015: Nexus of Forces Enables Human Capital Management to Support the Digital Organization, Jeff Freyermuth, Ron Hanscome, Yvette Cameron, Helen Poitevin, 13 November 2014

The workplace is complicated. Gone are the days of “one size fits all” when it comes to how we recruit, source and hire our talent. Both active candidates and potential prospects require a variety of communication, engagement, and recruitment strategies. Factor in the different work status arrangements (full time, part time or contingent) and the waters become even more muddied.

To meet the goals and objectives of the organization, it is imperative to acquire individuals with specific talent, skills and expertise. Given the impressive number of non-employee workers available to meet these requirements, companies need to look forward and implement systems and solutions that can manage the many processes to hire, onboard and engage all workers including contingent. Today, these systems include mobile, social and video capabilities, all in an effort to drive performance and achieve best outcomes of all workers. Taking this comprehensive approach to total talent management provides organizations with the metrics to drive innovation, efficiency, agility, and visibility into their entire workforce.

Here are 5 strategies to successfully support your unified workforce of tomorrow.

1 Align GoalsTypically HR is responsible for full-time talent and procurement for contingent labor. What complicates this division of labor even further is goal alignment: HR is focused on outcomes such as engagement, retention and productivity whereas Procurement is driven by compliance, visibility and cost savings. Ultimately, both functions need to come together and share a common vision from a cultural and business outcomes perspective to develop a strategy to meet the demands of managing the blended workforce. 1

22. Maintain TransparencyHiring managers play a key role in the development and ultimate success of their team members regardless of worker status. It is a responsibility they cannot take lightly or achieve in isolation. These managers should have the benefits of a system that includes social, mobile and video with easy access to critical resources provided from key stakeholders such as HR, Procurement and L&D. This inclusion will drive talent development initiatives and promote improved performance consistently for permanent and contingent workers. The end result will be a holistic approach to talent management built on inclusiveness and transparency.

33. Enable Workforce VisibilityIt is critical that organizations invest in systems that deliver comprehensive business intelligence and analytics across all labor types including salaried, hourly, and contingent, and provide a single consolidated view that empowers total workforce planning. Executives and managers need visibility into costs and productivity by project, team, department, location and more to promote decisions that drive profitability. They need insights into top performers so they can fast-track them to more senior roles. Disparate systems are unable to provide the comprehensive snapshots needed to drive strategic decision making.

44. Mitigate Risk with Unified Systems

A key reason many HR and VMS systems are implemented is to mitigate risk. Between IRS requirements and designations, onboarding processes such as background checks, drug screens, security badges and professional certifications, organizations need to implement automated processes to ensure all workers are meeting their compliance requirements. For non-employees, a VMS manages most compliance requirements including the misclassification of workers being presented by suppliers. State and federal agencies are actively auditing companies for misclassified employees and the penalties can be costly – over 40 percent of each misclassified worker’s pay plus severe corporate fines.

55. Streamline Vendor Relationships

In taking a unified approach to managing talent, look for vendors and systems that can support your total talent needs, permanent and contingent, including statements-of-work capabilities. Studies show that when companies invest in fewer providers, talent gaps are identified more readily, open requisitions are filled faster and costs are reduced significantly- upwards to 15%. Invest in those vendors that provide the highest quality candidates, most competitive rates and software providers that can manage the entire unified workforce.

Contact UsFind out how VectorVMS solutions can help you control costs, maintain compliance, and drive quality and efficiency throughout your contingent workforce program.

info@VectorVMS.com

+1 877 820 4400 | +44 (0) 207 832 3440 (outside U.S.)

VectorVMS.com

About VectorVMSVectorVMS, a former division of PeopleFluent, delivers software and services to help businesses optimize their contingent workforce programs. Drawing on 20 years of experience, we help clients and MSP partners control costs, maintain compliance, and drive quality and efficiency—throughout the contingent labor lifecycle.

VectorVMS offers flexible delivery models, enabling clients to manage strategic sourcing in-house, through an MSP, or with support from our experienced program managers.

A part of Learning Technologies Group plc (LTG), VectorVMS also powers a total talent ecosystem that gives clients a holistic view of their workforce.

For more, visit vectorvms.com.