MSP / Contingent Labor

Forget Full Time

An examination of the growing use of freelance talent in the APAC region.

By The Editors

Recent research from HRO Today and Allegis Global Solutions found that the use of freelancers in the APAC region is growing rapidly, with 45 per cent of respondents anticipating the use of freelancers will increase in the next 24 months. Use of freelancers over the past two years also increased, albeit more modestly, as nearly a quarter of respondents reported an increase during that time.

What positions do freelancers fill? Technology maintenance, and development, such as website, IT and software, were the most common job roles. Freelance talent is also often applied in the creative realm, including in graphic design, writing, and content.

Where do organisations source this talent? LinkedIn was the only source used by more than 50 per cent of respondents; universities took the second spot, used by 48 per cent of study participants.

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2017 Baker’s Dozen Customer Satisfaction Ratings: Managed Service Programs

By The Editors HRO Today’s Baker’s Dozen rankings are based solely on feedback from buyers of the rated services; the ratings are not based on the opinion of the HRO Today staff. We collect feedback annually through an online survey, which we distribute both directly to buyers through our own mailing lists and indirectly by sending service providers the link to send to their clients. Once collected, response data are loaded into the HRO Today database for analysis to score each provider that has a statistically significant sample. For this survey, we required 10 responses from eight companies. We reached out to more than 25 providers of managed service programs. In order to determine an overall ranking, we analyze results across three subcategories: features breadth, deal sizes, and quality. Using a predetermined algorithm that weighs questions and categories based on importance, we calculate scores in all three subcategories as well as an overall score.

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Virtual Reality

Successfully managing remote workers can be achieved with the right planning and tech tools.
By Belinda Sharr
In today’s high-tech atmosphere, it’s essential to be able to manage virtual employees effectively. With the right technology, HR executives can ensure that their staff is able to work efficiently from anywhere, without being restricted to nearby offices. There are still a few important things, however, that managers need to keep in mind when utilizing far-flung workers. According to a recent Gallup survey, 43 percent of U.S. employees said they spent at least some time working remotely in 2016—four percent more than only five years ago. The number of people going remote is increasing rapidly. Technology has allowed talent to be just as productive at home as they are in the office. In fact, they may be even more so, as they do not have office chatter— or even a lengthy commute—to deal with.

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As the Market Matures

New research outlines the top five drivers of managed service programs.
By Nikki Edwards
There is no denying that the field of talent acquisition is more exciting today than ever before, with organizations facing a series of complex challenges and needs. Organizations have many considerations when it comes to their talent acquisition processes, including: • talent shortages; • the impact of globalization; • increasing compliance and regulation requirements; • analysis of big data; and • advances in consumerism of technology. Key Drivers of MSP Recent NelsonHall research on the managed service provider (MSP) market has identified the key drivers for contingent labor management.
  1. Visibility. The social make-up of the workforce is more complex than ever before with a multi-generational mix of baby boomers, Generation X, millennials, and Generation Z.

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The Contingency Cause

As the contingent labor market becomes more permanent, advice on how to improve the employee experience for these workers. By Christa Elliott It’s no secret that the face of the modern workforce is changing. Just take a look around! The younger generations are moving up, and, more importantly, today’s workers are moving away from both the office and the conventions of a full-time, 9-5 position. In fact, a 2015 report from the U.S. Government Accountability Office found that 40.4 percent of the U.S. workforce is made up of contingent workers, and this number is only growing. Bearing these facts in mind, organizations need to be able to accommodate an entirely different type of workforce—one that wants to included in company culture but that won’t be wooed by annual bonuses or the promise of a promotion. Gone are the days when hiring contract workers meant not having to offer any benefits or leaving those employee to their own devices, so where should employers begin in improving the workplace experience for contingent workers? “Employers hire contingent workers to ensure appropriate staff are available for mission-critical services and systems,” says Leanne Oatman, president of RightSourcing, which helps healthcare organizations manage contract talent.

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Data for the Win

Analytics provide key insight into contingent labor management.
Debbie Bolla
Today’s leading organizations are relying on data intelligence to drive business decisions. As the contingent labor workforce continues to grow—now reported as being around 50 percent of all workers—HR and procurement leaders understand the true value that data can reveal when it comes to managing temporary staff. In fact, according to research firm Ardent Partners’ 2016-2017 State of Contingent Workforce Management Report, 53 percent of best-in-class organizations convert contingent labor data into usable intelligence.“Accurate reporting and analytics related to cost, compliance, and quality are essential to contingent workforce program success,” says Janice Weiner, global vice president of MSP for Staff Management | SMX.

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HRO Today 2017 Resource Guide

We know that the readers of HRO Today magazine turn to us as a go-to resource in the HR industry that delivers trends, insights, and the top resources for all of their HR operations and service needs. In our annual resource guide, we aim to showcase providers and product vendors across 18 sectors of HR services.

Here, you will find providers of everything from recruitment process outsourcing (RPO) to benefits administration and multi-process HRO, not to mention a treasure trove of HR technology, consulting services, and other ancillary products.

We hope that our 2017 Resource Guide will serve you well as a starting point in your search for appropriate vendors.

View the 2017 Resource Guide here

Holistic Talent Pools

Organizations around the globe are seeing the value of managing all worker types under one approach.

By Bill Hatton

Market watchers expect non-employee talent to comprise about 50 percent of the workforce in upcoming years, and that’s one reason 95 percent of organizations currently see contingent labor as crucial to executing their business strategy, finds research firm Ardent Partners. That means the future of talent management will require visibility into a mix of contingent and permanent talent, along with specialists such as statement of work (SOW) workers. It will also further require use of technology (vendor management systems) that needs to be more and more integrated.

The promise is great: Being able to see and manage all the human capital available in an organization, as well as that talent which can be obtained, for the projects the companies need to accomplish, when they need to accomplish them, and manage them the whole way.

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2016 Baker’s Dozen Customer Satisfaction Ratings: Managed Service Programs

We rank the top providers based on customer satisfaction surveys. HRO Today's Baker's Dozen rankings are based solely on feedback from buyers of the rated services. The ratings are not based on the opinion of the HRO Today staff. We collect feedback annually through an online survey, which we distribute both directly to buyers through our own mailing lists and indirectly by sending service providers the link to send to their clients. Once collected, response data are loaded into the HRO Today database for analysis to score each provider that has a statistically significant sample. For this survey, we required 13 responses from 10 companies. In order to determine an overall ranking, we analyze results across three subcategories: service breadth, deal sizes, and quality. Using a predetermined algorithm that weighs questions and categories based on importance, we calculate scores in all three subcategories as well as an overall score. The rankings are based on those scores. The numbers presented in the tables represent those calculated scores.

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Time To Transform

Three factors are changing managed service programs for the better. By Arkadev "Arko" Basak The managed service program (MSP) market is undergoing more rapid evolution today than it has at any time in its history. The winds of change are blowing in from different directions, fundamentally altering the nature and purpose of the MSP industry. All stakeholders in this market, whether it be organizations, MSP providers or staffing vendors, are contributing to the change and will need to embrace it as well. The biggest factors impacing the MSP market include: • Nature of talent. It is a well-known fact that people's preferences with respect to work are changing, and the contingent labor market dynamics are directly influenced by that. The proportion of contingent labor across the world is increasing as more candidates are opting out of permanent positions and as employers are seeking a more nimble workforce. The size and skill level of the contingent labor pool is changing and becoming a more important part of any organizational strategy.

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