Resources: Buying/Purchasing

Why should HR practitioners and leaders care about supply chain diversity? Globally, less than 1 percent of corporate spending goes to female-owned businesses, yet nearly 40 percent of the world’s companies are run by women, according to statistics from WEConnect International, a non-profit organization that is working to improve supply chain diversity. [read more]

There is nothing more frustrating for an HR service provider than to be told that all product offerings in a category are basically the same and that the only way to get ahead is to meet the lowest price in the market. How would HR leadership feel if their department heads shopped for other HR departments for better budget allocations? [read more]

Best practices HR departments can implement to demonstrate their commitment to sustainability and corporate responsibility. HR plays a large role in helping organizations achieve their business objectives, but one area where the function could have a larger impact is helping shape policies that contribute to climate-conscious behavior. [read more]

It’s not unusual for organizations to view total talent management as a simple combination of RPO (Recruitment Process Outsourcing) and MSP (Managed Service Provider) services. But forward-thinking organizations looking to succeed in today’s changing workforce recognize that this makeshift approach is not the answer. [read more]

Consider this scenario: An organization and a handful of other vendors are sharing a client with an established budget. Each vendor gets a small piece of the pie -enough for them to stay interested, but not enough to be truly invested. This type of scenario is happening in the world of contingent workforce management when companies with less than $30 million in annual spend engage in mid-market, vendor-neutral managed service programs (MSPs). [read more]

Change is on the horizon for many organizations when it comes to managing their talent ecosystems. There are many factors driving this: low unemployment, a rise in contingent labor, and evolving worker preferences, among others. In fact, recent research from Ardent Partners found that 73 percent of organizations are utilizing new methods to address the workforce. One such approach is total talent management. [read more]

Global economic forces are driving companies to rethink how they approach their talent management processes. Low unemployment rates coupled with a skills shortage are creating a competitive talent environment in which organizations need to take advantage of every opportunity in order to succeed. [read more]

Today’s talent ecosystem offers more options for employees than ever before. From online freelancing platforms to crowdsourcing efforts and traditional contract engagements, the contingent labor market is experiencing a revolution -and businesses are struggling to keep up. [read more]

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. [read more]