This growing employment category is now estimated to number approximately one-third of U.S. "Based on these convincing research findings, we strongly recommend that organizations move toward enterprise-wide, centrally managed and technology-enabled CWM," said Carl Rhodes, HCI chief operating officer.ĬWM includes the practices organizations use to manage their outsourced workforce - a flexible portion of the workforce that may include contingent workers and contracted talent such as independent contractors, temporary workers, freelancers and interim executives. The study, which examines whether and how organizations are realizing a return on their investments in centralized and contingent talent management, consisted of an HCI membership survey, interviews with industry professionals, and a review of secondary sources, including case studies. HCI embarked on the research in May 2009 with support from co-sponsors Allegis Group Services, Fieldglass, Guidant Group, IQNavigator, MBO Partners and TAPFIN Process Solutions. "Rarely is an independent research organization (such as HCI) able to make so clear cut a recommendation for or against a course of action." "The findings from our research … present an extremely compelling argument in favor of centralized contingent workforce management," writes Allan Schweyer, who authored the research for HCI. Washington, DC - OctoOrganizations could achieve potential cost savings of 7-12 percent by moving away from decentralized contingent workforce management (CWM) toward a centralized CWM process, according to a new study released this week by the Human Capital Institute.Īccording to the research report, titled "The ROI in Enterprise Contract Talent Management," organizations that move toward enterprise-wide, centrally managed and technology-enabled CWM have the potential to realize significant, hard-dollar cost savings, as well as intangible benefits such as improved compliance risk, time savings and better reporting.
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