The 2014/2015 Contingent Workforce Trends ReportDeanna Gillen
A survey of over 310 procurement professionals indicated that procurement functions are not adequately staffed to successfully execute their transformation goals and do not operate on a strategic level within their respective organizations. The report details the journey from tactical to strategic in procurement and the consequences for all those who are unable to deliver on their transformation goals.
Contingent Workforce and Services Procurement – The Overlooked OpportunitySAP Ariba
With contingent workforce (including SOW-based projects / services and independent contractors) expected to grow by nearly 30% over the next three years, leading companies will need a clear strategy to improve compliance and the intelligence of their spend decisions within this category. The evolution of contingent workforce requires that enterprises build a multifaceted program that can address spend, supplier, risk and talent management capabilities.
Join Christopher J. Dwyer, research director at Ardent Partners, and a customer panel as they discuss the viability of this unique complex spend category and the opportunities available for organizations today to develop programs that can drive true strategic value from contingent workforce management.
Learn more about Ariba LIVE at http://spr.ly/LIVE2014LV-d
Managed Service Provider (MSP) – Mastering the Winds of ChangeEverest Group
Over the last few years, the Managed Service Provider (MSP) market experienced steady growth as well as concurrent elementary changes that are altering the dynamics of the market. Not only are buyer expectations changing, but also the service provider landscape and operating models. This research provides comprehensive coverage of the MSP market and analyzes it across various dimensions such as market overview, key business drivers, and shifting market dynamics across buyer adoption trends, solution and transaction trends, and service provider landscape
Closing C-suite collaboration gaps: How CFOs can strengthen their weakest linksSpencer Lin
For chief financial officers (CFOs) looking to make a bigger impact, greater collaboration with HR, supply chain and marketing can change the value equation. A recent analysis of several research studies revealed that strong collaboration among CFOs and their counterparts in operations, human resources and marketing correlates with better organizational performance. However, while CFOs report strong relationships with CEOs and CIOs, they tend to report weaker ties with the CHRO, CSCO and CMO. Learn how analytics can provide the basis for greater collaboration among CFOs and their business unit peers.
The 2014/2015 Contingent Workforce Trends ReportDeanna Gillen
A survey of over 310 procurement professionals indicated that procurement functions are not adequately staffed to successfully execute their transformation goals and do not operate on a strategic level within their respective organizations. The report details the journey from tactical to strategic in procurement and the consequences for all those who are unable to deliver on their transformation goals.
Contingent Workforce and Services Procurement – The Overlooked OpportunitySAP Ariba
With contingent workforce (including SOW-based projects / services and independent contractors) expected to grow by nearly 30% over the next three years, leading companies will need a clear strategy to improve compliance and the intelligence of their spend decisions within this category. The evolution of contingent workforce requires that enterprises build a multifaceted program that can address spend, supplier, risk and talent management capabilities.
Join Christopher J. Dwyer, research director at Ardent Partners, and a customer panel as they discuss the viability of this unique complex spend category and the opportunities available for organizations today to develop programs that can drive true strategic value from contingent workforce management.
Learn more about Ariba LIVE at http://spr.ly/LIVE2014LV-d
Managed Service Provider (MSP) – Mastering the Winds of ChangeEverest Group
Over the last few years, the Managed Service Provider (MSP) market experienced steady growth as well as concurrent elementary changes that are altering the dynamics of the market. Not only are buyer expectations changing, but also the service provider landscape and operating models. This research provides comprehensive coverage of the MSP market and analyzes it across various dimensions such as market overview, key business drivers, and shifting market dynamics across buyer adoption trends, solution and transaction trends, and service provider landscape
Closing C-suite collaboration gaps: How CFOs can strengthen their weakest linksSpencer Lin
For chief financial officers (CFOs) looking to make a bigger impact, greater collaboration with HR, supply chain and marketing can change the value equation. A recent analysis of several research studies revealed that strong collaboration among CFOs and their counterparts in operations, human resources and marketing correlates with better organizational performance. However, while CFOs report strong relationships with CEOs and CIOs, they tend to report weaker ties with the CHRO, CSCO and CMO. Learn how analytics can provide the basis for greater collaboration among CFOs and their business unit peers.
One day workshop for a collection of both senior and junior HR individuals on recent developments with an emphasis on best practice, delivered in London.
Information Technology: A qualitative assessment of two billing models - Prab...IndiaNotes.com
The creeping transition of Indian IT companies to Fixed Price Projects (FPP) from Time & Material (T&M) to mitigate the pricing pressure was evident over the last half‐a‐decade. Prabhudas Lilladher have tried to qualitatively assess the pros & cons of these two billing models.
Companies that have set up ‘Global Business Services’
have significantly boosted their support functions
performance, optimizing the cost-quality trade off through
efficiency improvements and a clear shift towards a
strong and compelling value proposition to the business.
With this major transformation, Next Generation Shared
Services are well positioned to be considered full-fledged
partners of business operations, and not just providers of
services.
The first edition of Mettl’s annual report is an attempt to unveil top assessment trends for hiring
and learning & development across 5 most anticipated industries for fiscal years 2016-2017.
The Connected Digital Economy and Benchmarking for Competitive Advantage - Hu...ADP, LLC
In this Issue of Human Capital Management Vol. 4: The Connected Digital Economy
Benchmarking for Competitive Advantage New Year Presents New ACA Opportunity:
Strategies for Communicating with Your Employees
Loras College 2014 Business Analytics Symposium | Daniel Rebella, Phil Pillsb...Cartegraph
Learn about monetizing big data financials, performance insights and performance management in the cloud.
For more information on the Loras College 2014 Business Analytics Symposium, the Loras College MBA in Business Analytics or the Loras College Business Analytics Certificate visit www.loras.edu/mba or www.loras.edu/bigdata.
One day workshop for a collection of both senior and junior HR individuals on recent developments with an emphasis on best practice, delivered in London.
Information Technology: A qualitative assessment of two billing models - Prab...IndiaNotes.com
The creeping transition of Indian IT companies to Fixed Price Projects (FPP) from Time & Material (T&M) to mitigate the pricing pressure was evident over the last half‐a‐decade. Prabhudas Lilladher have tried to qualitatively assess the pros & cons of these two billing models.
Companies that have set up ‘Global Business Services’
have significantly boosted their support functions
performance, optimizing the cost-quality trade off through
efficiency improvements and a clear shift towards a
strong and compelling value proposition to the business.
With this major transformation, Next Generation Shared
Services are well positioned to be considered full-fledged
partners of business operations, and not just providers of
services.
The first edition of Mettl’s annual report is an attempt to unveil top assessment trends for hiring
and learning & development across 5 most anticipated industries for fiscal years 2016-2017.
The Connected Digital Economy and Benchmarking for Competitive Advantage - Hu...ADP, LLC
In this Issue of Human Capital Management Vol. 4: The Connected Digital Economy
Benchmarking for Competitive Advantage New Year Presents New ACA Opportunity:
Strategies for Communicating with Your Employees
Loras College 2014 Business Analytics Symposium | Daniel Rebella, Phil Pillsb...Cartegraph
Learn about monetizing big data financials, performance insights and performance management in the cloud.
For more information on the Loras College 2014 Business Analytics Symposium, the Loras College MBA in Business Analytics or the Loras College Business Analytics Certificate visit www.loras.edu/mba or www.loras.edu/bigdata.
MSP & RPO Masterclass by Francesca Vassallo-Todaro and John Nurthenassolavoro
John Nurthen - Executive Director Global Research
Francesca Vassallo-Todaro - Operations Development Specialist
Ciett World Employment Conference
Rome, 28th May 2015
How Deloitte Uses AI to Simplify Reporting and Increase ValueAmazon Web Services
In this webinar, you’ll learn how Deloitte, a multinational consultancy, solves client pain points around employee efficiency, scale, regulatory compliance, and customer engagement using Quill, a NLG solution created by Narrative Science and deployed on AWS. You’ll learn how you can easily get started with artificial intelligence on AWS to derive deeper insights, improve operational efficiency, enhance customer experiences, and meet compliance requirements.
Join our webinar to learn:
- How NLG can solve problems around internal reporting, operational efficiency, and regulatory compliance
- How Deloitte delivered transformative solutions both internally and to clients on AWS while saving over $600K
- How to get started with NLG in your organization
Markerstudy Group Drives Growth and InnovationCloudera, Inc.
Learn how Markerstudy Group is driving growth and innovation. The general insurer uses both Cloudera Enterprise powered by Hadoop and SAS Analytics. With it's big data analytics platform, Markerstudy has achieved significant ROI including 120% increase in policy count over 18 months.
The new CIO-CMO relationship in Higher EducationRobert Nilsson
Extreme Networks interviewed CIOs and conducted research to find how Higher Education CIOs can work with their CMOs to lead campus digital transformation.
Three Strategies to Maximize Your Insurance Distribution ChannelVlocity
Slides from Vlocity webinar hosted with AITE Research, ABD Insurance for Insurance Carriers, Agents and Brokers.
Brent Rineck, the CIO of ABD Insurance will discussed how they are successfully using Vlocity Insurance and Salesforce to gain a single view into their customer's insurance product portfolios to provide household level marketing, selling, and relationship management.
Jamie Bisker, Senior Insurance Analyst, AITE Research discussed how to build the insurance distribution workforce of the future; retaining and recruiting a new generation of talent.
The world of work is in the midst of accelerated disruption due to new business models, emerging technology and evolving definitions of the workforce. Talent professionals must not only adapt but also innovate in order to future-proof both their organizations and their employees.
• The talent professionals imperative to anticipate, embrace and proactively drive change
• How to gather and evaluate both internal and external data (i.e. PEST) to inform strategic actions within the organization
• How to effectively forecast, plan and measure the impact of talent activities across the organization
Managing the Flexible Workforce of the Future [San Mateo]SAP Ariba
As business continues to move at light speed, companies are deploying flexible workforces that can be quickly engaged and on - boarded to keep pace. Behind the scenes, they need total visibility in order to optimize all areas of services procurement including complex spend, worker quality, corporate and external compliance and contingent workforce program efficiencies. And they need a new breed of technology to achieve this. Companies today need a Vendor Management System (VMS) that can easily integrate with other internal systems to enable a holistic view of both talent and spend.
Brian Korsmeier, Account Manager - Fieldglass
Anita Scott - eBay
Ariba Commerce Summit 2014 San Mateo
How technology is transforming the workforce!Raghav Poojary
How HR and Recruitment Tech is changing the workforce across the globe.
1. Insights into how multi billion recruitment and HR industry is investing and adopting tech to deliver value to it’s customer and candidates
2. Emerging trends like AI/ML/NLP real time use
3. How Bots and Block chain technology making inroads in this space
4. How world of jobs will change in coming years
What Every Executive Should Know Before Implementing AIMobilewalla
Artificial Intelligence (AI) is fast becoming the cornerstone of digital transformation in business and industry. A widespread misconception about AI is that its power derives from the algorithms, or the techniques, used to implement learning and modeling, the messaging being that sophisticated techniques lead to better outcomes. As it turns out, the nature of the data used to train AI algorithms, specifically its quality, depth and breadth, impacts outcomes far more than the technique itself.
One of the things that can make a market difficult is cultural attitudes to temporary work.
Coming from the west, it may be easy to forget how hostile some people are towards the concept of temporary work. On this slide are illustrations of industrial action and protest marches involving temporary work that have taken place this year. Two of these examples actually escalated into national strikes – South Africa and Israel – which is why Ben Gurion Airport in Tel Aviv looks rather empty.
Admittedly the mass protest in Spain which bought half a million people out onto the streets of Madrid was over a package of employment measures but these did include the lifting of restrictions on temporary agencies.
The protests in Germany are ongoing as unions, employers and politicians equal pay for temporary workers and restrictions on the number of temporaries that employers should be allowed to use.
There are currently 800 million people aged 60 years and up, making up 11% of the world’s population. By 2030 they will number 1.4 billion and make up 17%. In 2047, for the first time in human history, a higher proportion of people in the world will be aged 60 and over (21.0%) than under 15 (20.8%).1 Ageing is affecting all countries, both high and low-income. Lower life expectancy disguises the fact that there are many older people in developing countries, and by 2050, 68% of the world’s over-80 population will be living in Asia or Latin America and the Caribbean.
Not all bad. Will likely have higher volumes - think about the past decade in terms of growth in revenue – US temp industry has grown from 85B in 2000 to 111 Billion today for temp staffing. Over 30% larger today than in 2000. Through two significant recessions, including the great recession. Now have highest penetration rate ever for temp staff in the US. Profits another question!
Many new models for staffing players
Options
Low cost provider – maximum efficiency
Highly centralized recruiting
Or highly distributed recruiting
Offshore recruiting
Significant automation integrated into the process
Payroll only option – legal compliance/employer of record
Coach and Guide – advising clients on how best to operate in the new world to maximize talent value
Niche recruiters – in a specific skill, industry or geography
MSP model everywhere - managing the process and program
Innovative MSP variations - Larger firms must deliver MSP as a very mature model – will need to continue to innovate in what those models deliver and how they can bring value to client. Answer the question “why outsource this program vs. do it myself?” and once answered, then answer “why me vs someone else?”
For some staffing firms will manage for small clients – perhaps in more of a master supplier model
Bring an off the shelf VMS solutions to your clients
Not all bad. Will likely have higher volumes - think about the past decade in terms of growth in revenue – US temp industry has grown from 85B in 2000 to 111 Billion today for temp staffing. Over 30% larger today than in 2000. Through two significant recessions, including the great recession. Now have highest penetration rate ever for temp staff in the US. Profits another question!
Many new models for staffing players
Options
Low cost provider – maximum efficiency
Highly centralized recruiting
Or highly distributed recruiting
Offshore recruiting
Significant automation integrated into the process
Payroll only option – legal compliance/employer of record
Coach and Guide – advising clients on how best to operate in the new world to maximize talent value
Niche recruiters – in a specific skill, industry or geography
MSP model everywhere - managing the process and program
Innovative MSP variations - Larger firms must deliver MSP as a very mature model – will need to continue to innovate in what those models deliver and how they can bring value to client. Answer the question “why outsource this program vs. do it myself?” and once answered, then answer “why me vs someone else?”
For some staffing firms will manage for small clients – perhaps in more of a master supplier model
Bring an off the shelf VMS solutions to your clients
Kelly example
Randstad example
Most just focused on talent acquisition – staffing firms only thinking of this on a more narrow basis
Much broader than that potentially
Other examples?
Research these – could use logos
Big Data market - $30 Billion and growing at 17% CAGR over the next 6 years
Go through the bullet points – the world will have complete visibility to contingent workforce data
Talent availability – who is out there, what are their skills
Ratings and reviews
Fit and success in a role
Ratings and reviews – and not just on the talent, but on you as an employer – glassdoor is just the beginning!
Costs and rates
Speed and efficiiency
Sources of talent – rated and understood
And really will know everything – will know how what they had for breakfast correlates with how productive!
Discuss the SIA partnership with Brightfield – Announced on Monday the Talent Data Exchange partnering with Brightfield Strategies
Not all bad. Will likely have higher volumes - think about the past decade in terms of growth in revenue – US temp industry has grown from 85B in 2000 to 111 Billion today for temp staffing. Over 30% larger today than in 2000. Through two significant recessions, including the great recession. Now have highest penetration rate ever for temp staff in the US. Profits another question!
Many new models for staffing players
Options
Low cost provider – maximum efficiency
Highly centralized recruiting
Or highly distributed recruiting
Offshore recruiting
Significant automation integrated into the process
Payroll only option – legal compliance/employer of record
Coach and Guide – advising clients on how best to operate in the new world to maximize talent value
Niche recruiters – in a specific skill, industry or geography
MSP model everywhere - managing the process and program
Innovative MSP variations - Larger firms must deliver MSP as a very mature model – will need to continue to innovate in what those models deliver and how they can bring value to client. Answer the question “why outsource this program vs. do it myself?” and once answered, then answer “why me vs someone else?”
For some staffing firms will manage for small clients – perhaps in more of a master supplier model
Bring an off the shelf VMS solutions to your clients
