To take a new look into placements, investigate why they may or may not be important, and examine how they fit into the overall puzzle.
How to decide what your proper benchmarks are.
How to look internally into your own organization and determine which of those workers needs to be full-time, contingent, contract, offshore, etc
When it comes to workforce planning, many metrics have lost their attractiveness. Cost of attrition, time-to-fill, even successful placement are often ignored as labor costs or unwanted turnover take center stage. In addition, many firms want to know how they stack up. Benchmarking is increasingly popular; however, what companies compare themselves to is not always logical. For example, one question often asked is, “What percentage of my staff should be contingent?” The answer to that question is, “It depends on who you are and what your goals are.” Whether it is workforce planning or benchmarking, companies need to take a holistic approach. Companies need to review the metrics they originally deemed insignificant and look at them through a new competitive advantage lens. Metrics do not go out of style--people just forget why they are important. The key is to integrate the right analytics for every role in their organization.
Blog | Author: Christopher J. Dwyer | Source: HCI
| Published:October 16, 2013
The contingent workforce industry has been undergoing a strategic evolution in recent years. What was once a simple alternative workforce strategy has now become a core component of how the average enterprise meets and exceeds its business goals and objectives. While the contemporary contract talent workforce rages ahead, organizations utilizing the nuanced attributes of the “contingent workforce umbrella” are actively finding that they require a multifaceted approach for managing traditional temporary labor, complex contract talent, and independent contractors.
At data-driven organizations, getting initial buy-in and support for talent analytics projects is easy because the business already understands and respects the power of data. At most organizations, however, the nascent talent analytics team ...