Workforce Vision

Workforce Vision * Post: Bill Inman * Human Capital * Contingent Workforce * Globalization * Trends * Outsourcing

The percentage of contingent workers in the current economic downturn is higher than in both 2001 and 1991. However, less contingent workers have lost their jobs than in 2001.

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Image Credit: Staffing Industry Analysts, August 8, 2008

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Workforce Vision * Post: Bill Inman * Human Capital * Contingent Workforce * Globalization * Trends * Outsourcing

Why do companies outsource their Human Resources? What do they outsource? Susan Heathfield provides some insight in her article, “Outsourcing: A Strategic Solution“. See the charts below for more information.

Workforce Vision * Post: Bill Inman * Human Capital * Contingent Workforce * Globalization * Trends * Outsourcing

Workforce Management, ADP and Accenture provide a short whitepaper on best practices for outsourcing your Human Resources in the whitepaper “Top Strategies in HR Outsourcing.” This whitepaper discusses the following strategies to reaching outsourcing success:

• Establish Why You’re There — (Why are you outsourcing?)
• Define What Constitutes Success — (How will your outsourcing be successful?)
• Count the Costs — (Know your current retained costs first)
• Be Clear About What Technology Can (and Cannot) Do — (Define your technology requirements early)
• Hire a Partner, Not Just Provider — (They should help not hinder your team)
• Carefully Distinguish the Suppliers — (Including size, culture, methodology and track record)
• Ask the Hard Questions — (Capabilities? Expertise? How Does it Deliver?…)
• Look for Domain Expertise — (Make sure they have successfully done what you need)
• Check Out the Service and Support — (Are they committed to solving your problems?)
• Make Sure Your Outsourced Solutions are Customer-Centric — (What do the end users want?)
• Build in Broad Business Outcomes — (Know long-term goals and measure them right away)
• Be Flexible and Prepared to Change — (Listen to the partner and benefit from their scale)
• Keep Your Commitments — (Build credibility and foster a collaborative environment)
• Define the Roles Clearly — (You need a well defined SOW, metrics and pricing)
• It’s Okay to Think Small — (You can outsource just by project)
• Check Out the “Seams” — (Make sure there are no gaps in your needs and the service)
• Dig Deep Into References — (Gain opinions and honest feedback)
• Take a Close Look at Vendor Stability — (This goes without saying)
• Make a Careful Decision — (Be rigorous around analysis)
• Apply Stakeholder Management — (Gain buy-in from all stakeholders)
• Avoid a “Big Bang” Approach to Implementation — (Take small steps in implementation)
• Apply Strict Disciplines of Governance — (Your project management must be disciplined with governance)
• Don’t Be Shy — (Keep lines of communications open)

It is recommended that you read this short whitepaper and absorb some of the recommendations if you are looking to achieve outsourcing success for HRO, RPO, MSP, VMS, Payrolling, EOR, Staffing or any other HR process outsourcing.

Click on the image below to view the whitepaper or click on the following link - “Top Strategies in HR Outsourcing.” (Julie Bos)

Workforce Vision * Post: Bill Inman * Human Capital * Contingent Workforce * Globalization * Trends * Outsourcing

From the Associated Press article, “Immigration Enforcement Highlights” - August 10, 2007

Following are the highlights of tactics the Bush administration plans to use or has been using to beef up enforcement on immigration:

• Hold employers liable for employing workers who have been notified of problems with their Social Security information and have not resolved those problems in 90 days

• Reduce the number of documents employers can accept to verify a worker’s eligibility

• Raise civil fines imposed on employers who knowingly hire illegal immigrants by about 25 percent

• Prevent illegal immigrants who have agreed to leave the country from remaining in the country through legal maneuvers by making them subject to deportation if arrested and fining them $3,000

•Direct the Labor Department to make changes to the H2A agricultural seasonal worker program so it is easier for farmers to use, provides them workers on time and protects workers’ rights

• Correct processing delays in the H2B program for hiring seasonal workers for the landscaping, hospitality and other industries.

• Extend from one year to three the duration of a visa for hiring professional workers from Canada and Mexico to attract more such workers to the US.

• Spend more money to speed up background checks on immigrants

• Require the Social Security administration and Department of Homeland Security to devise a way to prevent undocumented workers from earning credit in the Social Security system for work they’ve done while in the country illegally

•Expand lists of organized gangs from other nations whose members are barred from automatic entry to the United States

• Continue to work on creating a system that will record the exit of foreigners from the country for air, land and seaports.

Workforce Vision * Post: Bill Inman * Human Capital * Contingent Workforce * Globalization * Trends * Outsourcing

From Trends in Human Capital Management… by Knowledge Infusion:

Developed nations worldwide are facing increasing retirements and greater numbers of young workers. As seen in the figure below, the percentage of the population between the ages of 15 and 64 years old is decreasing in North America, Japan, Australia, France, and the UK, while Brazil and India are showing increases. This demographic is creating global movements of jobs, skills and population and an increased focus on attracting, developing and retaining key talent. As companies seek to fill labor demand to execute their business plan, they are developing new and innovative ways to manage this increasingly scarce asset – talent.

Trends
in Human Capital Management the Emerging Talent Management Imperative. [Knowledge
Infusion Whitepaper, July 2006]

Workforce Vision * Post: Bill Inman * Human Capital * Contingent Workforce * Globalization * Trends * Outsourcing

A new service for corporations looking to distribute their jobs to podcast listeners released a press release to describe their unique ‘Jobcasting’ services today:

JobsinPods.com is a unique service that brings jobs and podcasts together. The site, which is also a blog, advertises your jobs through audio podcast interviews which they conduct over the phone with your HR staff & employees.

During each interview you’ll be asked the kind of questions that job seekers want answers to. Questions like: What’s it like to work there? What kind of perks do you offer? How do you encourage employee growth? You’ll then talk about the jobs you’re hiring for and how to apply. Each interview is recorded and published on http://jobsinpods.com/ and sent to other podcast sites including iTunes. Employers are also given a feed of their own interviews which they can publish on their web site.

[JobsinPods.com] contends that today’s generation of job seekers require a different approach to recruiting. “They don’t like dull, corporate-speak. They require unique and creative methods of communication. iPods are also part of their daily life and any company which uses Jobs in Pods will have their podcasts available for download on the iTunes site.”

HR professionals agree. “This is a natural way for us to increase our employment branding”, says Martin Burns, Recruiting Manager at ZoomInfo in Waltham, Massachusetts. “For employers in general, this is a great way to reach a broad audience. It’s quick and painless, and it’s much easier to convey passion about a workplace verbally as opposed to in a print job ad”.

There’s actually a name for this process — Jobcasting. Companies such as Microsoft and Accenture have already discovered it’s a unique and memorable way to promote their employment brand.

JobsinPods.com. [Press Release]

Workforce Vision * Post: Bill Inman * Human Capital * Contingent Workforce * Globalization * Trends * Outsourcing