- Holistic and proactive approach to acquiring and developing both employed and non-employed workers
MOUNTAIN VIEW, California, June 16, 2015 /PRNewswire/ -- A joint report from Staffing Industry Analysts and ERE Media, "Total Talent Management – Towards an Integrated Strategy for the Employed and Non-Employed Workforce," outlines a new model for managing the complex challenges related to talent acquisition and management in today's environment where organizations increasingly utilize a wide range of talent types. The report details the visibility organizations have into their current workforces and provides insights into the perceived benefits and challenges organizations may face in adopting a Total Talent Management (TTM) workforce model.
The concept of TTM integrates and engages the full range of talent sources, from traditional employees to a wide variety of non-employee workers including temporary workers, independent contractors/consultants/freelancers, volunteers, outsourced resources, and even non-human options such as robots, drones and cognitive computing applications. The report noted that the median usage of non-employed workers is 16% but, for the heaviest users, nearly half their talent comes from non-employed workers. The most common categories of non-employed workers were temporary workers and independent contractors, consultants, and freelancers (62% of firms surveyed use both categories).
"The concept of Total Talent Management is in its infancy with only a few leading-edge examples of practical implementation," said Barry Asin, president at Staffing Industry Analysts. "But as more companies adopt this strategy, instead of making sourcing decisions in silos, they'll be able to tap into the full range of available talent resources, both employed and non-employed. By using a properly managed blended workforce, companies will be better able to optimize competitive performance to meet spikes or reductions in demand as well as balance labor costs and workforce agility."
Properly engaging all forms of workers will also enable organizations to ensure that non-employed workers are effectively motivated to represent their organization alongside the employed workforce. A TTM approach enables organizations to address the key aspects of their workforces by:
- Identifying the type of workers needed and in what ratio to maximize productivity/cost-effectiveness
- Determining who is doing work on behalf of the organization and the reputational and legal risks to which the organization is exposed
- Measuring the real cost of various workers and optimal pay and benefits
- Integrating contingent and other non-employed workers with an employed workforce
- Developing training and career paths for workers of all types
- Motivating and engaging all those doing work on behalf of the organization
- Addressing skills shortages
The report noted the dismal state of visibility into organizations' total talent. Less than half of the organizations surveyed had a good understanding of their employees' motivation, skills and productivity, and 20% to 30% don't know how many workers they have, the number of open positions or total labor costs. Additionally, while organizations generally believe they should be trying harder to motivate employees, they're more indifferent about motivating non-employed workers. Only 10% to 20% make significant efforts to motivate their non-employed workers.
"The time is right for Total Talent Management to address workforce challenges and HR leaders, partnering with procurement, should drive the evolution of a TTM approach," said Ron Mester, CEO and president at ERE Media. "The adoption of Total Talent Management is going to take time and work, but those companies with the vision and competence to drive TTM forward will reap a clear, competitive advantage."
The TTM report was based, in part, on a survey conducted in January 2015 and sent to a global database of 47,000. Full responses came from 628 executives and suppliers of HR and recruitment products and services. Large organizations with over 1,000 employees represented more than half of all respondents and almost three-quarters were at an executive, senior or middle management level.
About Staffing Industry Analysts
Staffing Industry Analysts is the global advisor on contingent work. Known for its independent and objective insights, the company's proprietary research, award-winning content, data, support tools, publications and executive conferences provide a competitive edge to decision-makers who supply and buy temporary staffing. In addition to temporary staffing, Staffing Industry Analysts also covers related staffing sectors. The company provides accreditation with its Certified Contingent Workforce Professional (CCWP) program. Founded in 1989, acquired by Crain Communications Inc. in 2008, the company is headquartered in Mountain View, California, with offices in London, England. For more information: www.staffingindustry.com.
About ERE Media, Inc.
ERE Media is the preeminent source for information about talent acquisition and talent management. Its conferences, content and publications provide insights and decision-making tools for HR leaders, recruiters, sourcers and others who make decisions about managing talent. ERE Media maintains four outstanding brands: ERE.net (for corporate talent acquisition professionals), SourceCon (for sourcers and recruiters who source), TLNT (for business-driven HR professionals), and The Fordyce Letter (for search firm owners and executives). Additionally, ERE Media runs the prestigious ERE Recruiting Excellence Awards (www.ereawards.com) honoring the best in corporate recruiting around the world. ERE Media, Inc. was founded in 1998, and its various properties can be found online at www.ere.net; www.sourcecon.com; www.tlnt.com; and, www.fordyceletter.com.
SOURCE Staffing Industry Analysts