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Contingent Workforce Management
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Contingent Workforce Management
Discuss how to choose system that will yield the best results, as well as how to maintain it, and how to calculate its return on investment.
Anyone using or investigating eProcurement tools for temporary workers? Would like to understand th e issues involved, ROI, and get some feedback on several of the offerings out there. Some Fortune 10
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Contingent Workforce Management
posted at 4/2/2002 3:52 AM EDT
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Posts: 5
First: 4/2/2002 Last: 7/31/2002 |
Anyone using or investigating eProcurement tools for temporary workers? Would like to understand th e issues involved, ROI, and get some feedback on several of the offerings out there. Some Fortune 100 companies are implementing, as well as many SMEs. |
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Contingent Workforce Management
posted at 4/10/2002 6:07 PM EDT
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Posts: 2
First: 4/10/2002 Last: 4/12/2002 |
Clients currently deploying contingent workforce ASPs:
Ariba - Adecco WorkCard (in beta now) Prudential Financial - Adecco Workcard (beta) Cisco Systems - Adecco Workcard (in beta now) HP - Chimes Kaiser - Chimes NorthWest Airlines - Chimes (in beta now) BellSouth - Chimes Intuit - Enthusian Deutschebank - Enthusian Citistreet - Enthusian Statestreet - Enthusian Dell - Enthusian AOL/Netscape - Enthusian Cingular Wireless - Enthusian Charles Schwabb - Cascadeworks Texas Instruments - Cascadeworks KPMG - Cascadeworks / White Amber Nortel - Itiliti (thru Kelly) Bank of America - Covendis Verizon Wireless - Fieldglass Veritas Software - Nelson Staffing CWMEdge American Airlines - Recruitsoft United Airlines - Recruitsoft Clients currently shopping: Sun Microsystems Intel Microsoft Macromedia KLA Tencor Sony Solutions to watch closely: Ariba/Cascadeworks partnership PeopleSoft version 8.0 (SkillsVillage buyout) Oracle's human capital solution Siebel's human capital solution BT |
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Contingent Workforce Management
posted at 4/12/2002 12:09 PM EDT
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Posts: 2
First: 4/10/2002 Last: 4/12/2002 |
It's my conclusion that many solutions from the larger name brands have a serious QOS (quality of service) issue such as:
Adecco Workcard Nelson CWMEdge Modis Beeline Volt Procurestaff Kelly / Itiliti MP Yes ... even Chimes Where they go wrong: 1. The operations onsite personnel simply are not qualified to address the front end staff augmentation fulfillment piece, campaign awareness for hiring managers, ensuring Client buy-in for strategic sponsors, vendor management and ultimately operating the automated software tool itself. One should be prepared to be on the front lines in a high pressure high intensity contingent staffing environment not the role of a sales account manager or even a recruiter. 2. Vendor Neutrality is another major hot button often these solutions ignore giving themselves or Tier 1 a 48-72 hour turnaround time frame before releasing the req to Tier 2 vendor pool. 3. Poor Implementation. Not listening to exactly what the Client wants. Giving them the red car when they really want the blue car. Often this is simply due to over zealous sales people selling vapor or over committing when the product is still in development. A human capital management solution is a fool if they believe the Client will not insist on new features and enhancements (mostly on the Finance Reporting side of things) prior to go-live. Launching the product without a meticulous beta or UAT (user acceptance testing) process to be endorsed by the Client. Buy-In must come from multilpe facets in the corporate political area: Finance/Procurement, HRIS, Corporate Staffing, Legal, Directory Services, AP. 4. Pricing. Is there a managed services fee? Are there implementation fees? Are there various administrative fees to the vendors? Are there Purchasing Card or backend payment fee structures fees? What are the W2 conversion terms? I recall SkillsVillage wanting to charge Peoplesoft a 15% markup to run consolidated billing for the Big 5 (Anderson, Deloitte...etc) contingent spend dollars. 5. Boasting they are the 1-stop A-Z solution. Does the solution have the staff aug, payroll, consolidated billing initiative to capture rogue spending, 1099 Compliance Screening modules. Breaking down staff aug: Clerical, Professional and IT lines of business. Can they successfully support these LOBS quickly and under budget thru the automation without rough spend behind theur back? 6. Payment NET Terms with partners. (Ultimate Death) in alienating the master vendor list. Over billing, Under billing thru a manual administrative process on the backend. Food for thought - feedback is welcome BT |
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Contingent Workforce Management
posted at 7/31/2002 3:05 AM EDT
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Posts: 2
First: 7/31/2002 Last: 7/31/2002 |
The most comprehnsive comes from nextSource.
Mangaes direct hire and contract staff...inlcuding traditional temp. www.nextsource.com |
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