|The Contingent Workforce Conference was designed for organisations that have both a Permanent and Contingent Workforce. The term “Contingent Workforce” refers to contract, temporary and Statement of Work type contractors that supplement the permanent workforce.
The optimum blend and utilisation of a Permanent and Contingent Workforce provides an organisation with significant competitive advantages including:
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Managing the Contingent Workforce is no longer simply managing the rates and margins for preferred and non-preferred recruitment suppliers of contract and temp staff. As the Contingent Workforce typically represents 25% and upward of the total workforce, the need for an optimised and integrated strategy to manage the Contingent Workforce is now one of the top challenges for business today. Contingent Workforce strategy impacts not only on HR and recruitment of an organisation, it also has a significant impact on the procurement, legal and finance divisions of the organisation.
Interestingly while the advantages are obvious many organisations are facing significantly increased risks, such as co-employment, compliance to state payroll taxes and workers compensation, as well as compliance to the minimum occupational health and safety requirements.
The Contingent Workforce Conference focused on the above issues in an interactive way. It aimed to simulate and provide the opportunity to take work challenges and workshop solutions in a realistic but safe environment. Some of the sessions that delegates have stated they will gain the most value from included:
The Contingent Workforce Conference consisted of a World Café Session, which provided a range of topics for discussions in small groups that delegates could interact with and learn from each other. The topics that were included in this event was a good illustration of the exchanges of information at the Conference. They included:
1. Is specialist technology better than using an ATS for contingent?
2. Is a contingent workforce less expensive & more productive than a permanent workforce?
3. Is a blended workforce more agile than an entirely permanent one?
4. Does your permanent EVP work for contingent?
5. Can an internal recruitment function manage a CMO?
6. There are no standard contingent workforce metrics. True or False?
7. Do you need a specialised sourcing function for contingent recruitment?
8. Is there only one good model for managing a contingent workforce?
9. Should a contingent workforce only be used for non-strategic volume roles?
10. What is the perfect preferred supplier arrangement?
There were also a number of workshops that enabled delegates to solve practical problems such as how would you:
For more information on this event and upcoming events, please contact the ATC Team on +61 3 8621 6688 or firstname.lastname@example.org.
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