We rank the top providers based on customer satisfaction surveys.
By The Editors
HRO Today’s Baker’s Dozen Customer Satisfaction Ratings 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 to buyers directly through our own mailing lists and indirectly through service providers. Once collected, response data for all providers with a statistically significant sample size are loaded into the HRO Today database for analysis.
Even though some workers are temporary, organizations should strive to leave a permanent positive impression.
By Marta Chmielowicz
In a business world where 41.5 percent of the average enterprise’s overall workforce is composed of non-employee labor, according to Ardent Partners’ The State of Contingent Workforce Management 2018-2019 report, organizations are putting the role of contingent workers front and center. In fact, the growth of the gig economy is serving as the catalyst for a new world of work—one that is increasingly innovative, dynamic, and responsive to transformative market pressures and global challenges.
An expert breaks down the best talent approaches that suit different organizational needs.
By Debbie Bolla
When it comes to building an effective talent approach, Mark Condon, managing director of global product and solutions for Allegis Global Solutions says it is critical for organizations to link business objectives with talent objectives. “By doing this, it gives us a north star on how to design programs,” he explains. “We also try to understand the key talent segments that drive business.”
With Karl Zonghi, Executive Vice President of North America, Advantage xPO
Today’s workforce is made up a diverse mix of talent types: full-time employees, contingent workers, consultants, freelancer, SOW, boomerang employees, and more. Karl Zonghi, executive vice president of North America for Advantage xPO, says these pools of individuals have different needs when it comes to the way in which they engage with an employer. A MSP partner plays an important role in both helping organizations find the talent they need and ensuring that the talent has a positive experience—one that encourages the drive to achieve business results and potentially becoming a full time employee. Here, Zonghi explains the keys to a successful MSP partnership.
Today’s contingent workforce management programs face the challenge of delivering on cost, visibility, compliance, and quality.
By Christopher Dwyer
As the non-employee workforce continues to grow, more enterprises are finding incredible value by utilizing freelancers, independent contractors, temporary workers, and professional services. Ardent Partners’ latest State of Contingent Workforce Management research study has discovered that 40 percent of an average company’s total workforce is considered non-employee. With this growth comes the added responsibility to develop and implement stronger contingent workforce management (CWM) programs that can effectively handle a variety of performance and efficiency demands.
A new research report explores how HR can adapt in a tough talent market.
By Zoe Harte
What keeps HR leaders up at night? The answer is nearly unanimous: Finding the right talent. In fact, 96 percent of HR managers who participated in the 2018 Upwork Future Workforce HR Report said they had an opening on their team in 2017.
How can healthcare executives manage staffing shortages, rising regulatory pressures, and increased marketplace competition?
A critical part of the solution to workforce budgeting challenges is optimizing contingent staff to reduce costs, make spending more predictable, relieve management pressures, and improve patient care. In response to the increased utilization of contingent practitioners throughout the healthcare industry, three healthcare workforce solutions are available today that can significantly simplify the entire sourcing and talent management process: Vendor Management Systems (VMS) and two distinct types of Managed Services Programs (MSP).
Next-generation MSPs are evolving to meet the demands of a changing workforce.
By Marta Chmielowicz
“When the wind of change blows, some people build walls and others build windmills.”
How a vendor-neutral MSP alleviates challenges for healthcare organizations.
By Leanne Oatman
Today’s integrated managed services models help healthcare organizations navigate complex challenges and attract the best talent to their organization. And this is more important than ever, for according to a 2017 Moody’s Investor Services report, overall hospital operating expenses outpaced operating revenues. With labor representing the most significant portion of hospital operating expenses, these financial challenges are fueling the need for healthcare organizations to reconsider hiring models. One option for contingent labor is a vendor-neutral managed service program (MSP).
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