Steve Marlin of Global Services writes, "CONTINGENT workers, also known as temps, part-time and contract workers, have long been a staple of the global labor force, providing a flexible and cost-effective means of smoothing out fluctuations in demand and production...Small wonder that companies are clamoring for ways to reduce the costs and improve the efficiency of their contingent workers."
"Beset by a lack of uniform hiring processes and procedures, minimal controls and high administrative costs, companies have found themselves in a quandary in managing contingent workers. And now that the contingent workforce has gone global, the level of complexity has ratcheted up, with a patchwork of labor laws, wage rates and cultural differences thrown into the mix."
In response to this companies are:
* Investing in processes and technology to meet demands for greater visibility into * Setting up master contracts with staffing-services companies to handle requisitions for every kind of worker, from unskilled to the most technically
* Implementing supply chain software to put in place the same controls over contingent-worker procurement as they have for indirect goods and services.
* Being challenged to bring consistent process, technology and program governance to a function that’s historically been decentralized.
Companies are taking these initiatives because they are looking to:
1.) Reduce the time for candidate-sourcing and filling requisitions was cited as a challenge by nearly half (48%) of participants in an Aug. ‘06 study by Aberdeen Group.
2.) Improve collaboration (48%)
3.) Obtain greater visibility into rates and processing costs (40%)
4.) Increase compliance and verify worker qualifications (36%)
5.) Reduce runaway spending (33%).
Tracking the Rise of Global Contingent Workforce. [Global Services - Steven Marlin]
Workforce Vision * Post: Bill Inman * Human Capital * Contingent Workforce * Globalization * Trends * Outsourcing
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