There are many paths to success in the design, deployment and administration of workforce management solutions. Whether an organization opts to manage these processes internally, outsource them in their entirety, or pursue some blend of internal and external solutions, the overarching goals are largely the same. Here are what all workforce management solutions worth their salt should be working towards.
Dec 2, 2016 10:36:35 AM
Nov 29, 2016 12:30:00 PM
Bob Dylan famously sung, "Come senators, congressmen, please heed the call, don't stand in the doorway, don't block up the hall, for he that gets hurt will be he who has stalled – for the times they are a-changin’." Swap out "senators and congressmen" for "employers and workforce managers" and these lines of prose are very relevant to the issue of flexible scheduling for the modern workforce. Dismissed by some as "unworkable" or "counter-productive," flexible scheduling is, in actuality, a growing practice being adopted by forward thinking organizations. Here’s why the thinking about flexible scheduling has evolved and why those organizations resisting the emerging practice stand to lose unless they entertain embracing the newer strategy.
Nov 21, 2016 9:57:10 AM
A contingent workforce management solution positions any organization to fully leverage its entire workforce—employees and contingent workers—while streamlining operations, reducing time spent on non-core activities, and ultimately cutting costs. The support of a workforce management partner permits hiring resources to focus on their core role and alleviate tedious management of the extended workforce.
Nov 18, 2016 9:29:02 AM
Your workforce management program is only as strong as its weakest link. While you can control the actions, practices and processes of your internal efforts, it is much more difficult to ensure your workforce supplier network is up to the standards you’ve established. If they’re not up to snuff, your program suffers. So what can be done to ensure you get the very best performance and service from your workforce supplier network? Here are three key steps to take to ensure you get the results you need.
Nov 11, 2016 4:16:00 PM
The "gig economy" continues to have a dramatic effect on the contours of worker classification. The growth of freelance labor, ICs and other assorted 1099 workers has prompted government at all levels to put some standards around what it means to be this type of worker. That’s why on October 27, 2016, the New York City council passed the Freelance Isn’t Free Act, which now goes before Mayor Bill DeBlasio to be signed into law. What does the new law mean and what can freelancers in other cities do to get similar legislation passed in their locations?
Topics: Compliance Services
Nov 4, 2016 12:04:46 PM
It can be overwhelming deciding what type of workforce management solution will best accommodate the needs of your unique organization. Even when you’ve zeroed in on the right kind of solution, the question becomes how do you decide which provider is best suited to deliver what you need? Any workforce management program champion should consider these two fundamental questions carefully at the outset, because the consequences of poorly planned actions in this regard can be costly and damaging. Here are some broad stroke suggestions for arriving at the perfect workforce management solution.
Nov 3, 2016 2:46:55 PM
Making the decision to engage a workforce management solution – whether it be a VMS technology, a managed services program (MSP), an employer of record service (EOR) or any other solution – has a high potential for failure. And failure can be costly not only in terms of money and effort wasted, but also in terms of the future savings and efficiencies the organization stands to lose because key stakeholders will not want to risk failure a second time. So, how does an organization ensure effective implementations of workforce management solutions? The answer is not nearly as scary as the question. Here’s what you need to know.
Oct 28, 2016 12:58:00 PM
Part I of ACA Compliance for Employers covered off on a brief overview of the Affordable Care Act (Obamacare) and the Tier 1 and Tier 2 penalties that employers may face if they lack compliance. Today’s nextSource Blog is Part II of a retrospective, looking-back-at-the-basics of Obamacare as we’ve covered them in the past and reiterates what we’ve shared in numerous posts across 2016 with respect to promoting and enforcing compliance with this important legislation. Part II looks at the different types of plans an organization can elect to offer under the ACA and the effects of each.