CS Bern: Corporate Proile


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CS Bern: Corporate Proile

  1. 1. CS Bern: Plug Into the Global Workforce™ CS Bern Plug Into the Global Workforce™ CS Bern Company Profile The global recession of 2009 fundamentally changed the worldwide economy. For the next decade, the global business market will be defined by the following: 1. Global hyper-competition from companies from companies in emerging market that have not previously competed in the global market place. 2. Continued financial pressure stemming from global economic instability forcing companies to do far more, faster and with fewer resources available. 3. A fundamental shift in workforce from traditional markets (North America and Western Europe) to emerging markets. 4. A global shortage of skilled talent on a scale never seen before. Most companies are already struggling with each of the above. Companies are delaying projects due to a lack of available skilled talent and, in many cases, are now finding it difficult to provide core offerings priced competitively against emerging global options. If these companies don’t embrace this new global era now, they risk quickly becoming obsolete. CS Bern was created to help you resolve these specific issues. We help companies plug into the global workforce and compete in the worldwide economy.
  2. 2. CS Bern: Plug Into the Global Workforce™ © 2013 CS Bern www.csbern.com Page 2 The Global Marketplace We have entered a new era where companies must aggressively compete globally against firms from markets never before considered a threat. We now have to do far more and do it faster for much less. Compounding the problem, we are now in the early phase of a global skilled talent shortage of a scale never before seen in history. Domestic talent in traditional markets (North America and Western Europe) is quickly drying up. Local talent consumption in emerging markets such as India and China is now making it difficult for companies to simply import foreign talent from those markets. This global skilled talent shortage is already having a material impact on companies. Over 90% of the Fortune 500™ report delayed projects due to a lack of skilled talent. In some industries (engineering, natural resources, high tech, biotechnology & pharmaceuticals), the problem is critical and companies in these industries are experiencing delays in large projects due to a lack of skilled personnel. This already significant problem is about to get much worse. The global labour pool is teetering on a precipice and even a relatively minor increase in talent demand will materially impact your ability to find the skills you need to deliver projects. The stabilization of Eurozone economies, an increase in emerging market consumer spending, a return to robust growth in the U.S economy will tip the demand for skilled talent over the cliff. Unless companies have changed the way they approach skilled labour resourcing and project delivery, they will not be prepared to compete for skilled labour. Options To compete in the new reality of skilled labour shortages, companies have two options: Pay a premium for talent. There will always be talent available if a company is willing to pay a premium. “Marshal Economics” theory dictates that as domestic talent pools continue to thin out, pricing will increase. This has already happened in most traditional markets and with most high end skills. The cost of skilled personnel has already risen to the point that companies can no longer be price competitive. A complete paradigm shift in project delivery and resourcing. This second option requires a fundamental change in how companies approach project delivery and project resourcing. Implementing a global delivery and resource framework allows you to find (and mobilize) the talent you need, when you need it. This new framework also has the potential for material cost savings over traditional domestic delivery and project resourcing models.
  3. 3. CS Bern: Plug Into the Global Workforce™ © 2013 CS Bern www.csbern.com Page 3 Paradigm Shift Companies that want to compete in the future global economy must change the way they approach both project resourcing and project delivery. This paradigm shift involves the implementations the following: Global Resourcing and Mobilization Framework. Companies need to implement a framework that effectively and efficiently allows them to find the best talent globally and then mobilizes these resources for projects anywhere in the world. Global Delivery Framework. Way too often, companies opt for domestic and in-house delivery models for major projects when talent cannot be easily sourced (or mobilized) locally. Companies need to implement a global delivery framework that allows them to utilize teams in remote markets effectively. In doing so, companies gain access to a new source of talent and can achieve a significant cost savings over local delivery options. This global delivery framework can include both outsourcing services and captive centers. Strategic Workforce Development. The best companies in the world are now preparing for the day where available skilled talent may simply be nonexistent. These companies are now implementing strategic workforce development programs in foreign countries to help create a large and tailor-made workforce. Having such programs can help a company avoid future project delays due to global skilled talent shortages. Global Resourcing and Mobilization. Global Delivery Framework. Strategic Workforce Development.
  4. 4. CS Bern: Plug Into the Global Workforce™ © 2013 CS Bern www.csbern.com Page 4 CS Bern Services Created by experienced executives in the global delivery and resourcing industry, CS Bern is uniquely positioned to help companies plug into the global workforce. CS Bern strives to create highly successful, strategic and long term relationships with each of our clients. With each engagement, we bring the information, tools, resources and experience necessary to help each client be a success. CS Bern provides the following services: Global Workforce and Delivery Strategy After mapping your current project resourcing and delivery models, CS Bern will work with your executive team to outline a paradigm shift in how you find and use talent. This new Global Workforce and Delivery Strategy will allow you to more effectively use talent from around the world and will give you an effective framework for delivering projects from foreign locations. Strategic Resourcing and Mobilization For large projects, CS Bern works closely with clients to plan and execute a global resourcing and mobilization program. We provide full project management and skilled talent, when and where you need them. With a network in each of the top 75 sourcing countries around the world, CS Bern has the global footprint, boots-on-the-ground experience and proven history of delivering the largest and most complex teams. Global Delivery Framework Out of our Global Delivery Centers in Ukraine, CS Bern provides comprehensive IT and Engineering outsourcing. CS Bern takes a very holistic and client success-centric approach to all of our outsourcing engagements. We help each client fully prepare, understand and manage the entire Outsourcing Lifecycle. Captive Center Development For many clients, operating their own delivery center in a low cost market with a great supply of skilled talent is a very smart hedge against domestic talent shortages. That said, opening and operating a true Captive Center is fraught with major challenges. CS Bern has extensive experience helping companies define a Captive Center Strategy, open a successful center and operate these remote delivery teams. Strategic Workforce Development With our network of government and higher education connections around the world, CS Bern has helped several major companies implement innovative training programs. These programs provide a highly scalable and tailor-made workforce and are an effective hedge against future skilled talent shortages.
  5. 5. CS Bern: Plug Into the Global Workforce™ © 2013 CS Bern www.csbern.com Page 5 Why CS Bern? CS Bern was founded by thought leaders in the outsourcing and global resourcing industry. With decades of experience delivering offshore outsourcing engagements, building international client captive centers and mobilizing a truly global workforce, CS Bern is uniquely positioned to help each client achieve success. Clients turn to CS Bern for the following reasons: Holistic approach to each engagement CS Bern takes a very holistic approach to each client engagement. We provide the tools and information each client needs to be a success. Through our proprietary Outsourcing Lifecycle Management Methodology, we give you a proven framework that will guide you through all aspects of an outsourcing engagement. Transparency into our internal operations We believe full transparency is critical in all outsourcing engagements. We provide each client complete visibility into our operations throughout the engagement allowing each client to fully understand current challenges. With this transparency, we then work hand-in-hand with each client to make mutual decisions to ensure the success of the outsourcing engagement. This is not an idle promise. Working with CS Bern, you will know our costs, resource allocation, margins, etc. There will be no guess work. Again, with this level of transparency, you will have the information you need to make informed decisions. Thought leadership and experience CS Bern is a thought leader in the global resourcing and outsourcing industry. With numerous research projects under our belt, CS Bern is often approached by governments and world institutions for insight into this incredibly dynamic industry. Many large firms have relied on our expertise to help them solve the toughest global resourcing and outsourcing engagements. Over the years, we have published, co-authored or contributed to:  Over 100 books  Over 200 newspaper and magazine articles  Industry research reports from Forrester, Gartner and IDC.  Major research programs for IMF, World Bank, OECD, WIPO and others
  6. 6. CS Bern: Plug Into the Global Workforce™ © 2013 CS Bern www.csbern.com Page 6 Executive Bios Mr. Phillip J. Hatch CEO & Co-Founder Mr. Hatch is a 15 year executive in the global sourcing, outsourcing and workforce strategy industry. As a recognized thought leader in the market, Mr. Hatch has completed numerous research projects and published extensively on topics related to global outsourcing, solutions to workforce shortages and global labor market dynamics. Most recently, Mr. Hatch was the head of the Global Strategic Services unit of the ManpowerGroup, the world's largest staffing, recruiting and professional services company. In this capacity, Mr. Hatch had oversight of all global outsourcing business and worked closely with ManpowerGroup's top clientele in addressing their various large scale global workforce issues. Over the years, Mr. Hatch has been a strategic policy advisor to many government agencies around the world. Mr. Hatch has also worked with numerous private sector firms helping them solve various labor shortage, offshore outsourcing and global operations projects. Mr. Hatch's clientele have included People's Republic of China, Slovakia, Romania, Ukraine, Russia, Chile, India and others. Mr. Hatch's private sector clientele have included UBS, Credit Suisse, Deutsche Bank, Boeing, Microsoft, Oracle, Intel and other Fortune 500 firms. Mr. Martin Winstanley COO & Co-Founder A co-founder of CS Bern, Mr. Winstanley graduated with a Bachelor of Arts from McGill University in 1979 and a Bachelor of Laws from Osgoode Hall Law School in 1983. Since his graduation, Mr. Winstanley has thirty years of operational experience, helping numerous companies grow their businesses and achieve operational excellence. He has served as a founder, director and executive officer with companies in industries ranging from soft drinks to digital imaging. Never shy to roll up his sleeves, he does what it takes to get the job done on time and on budget.