Good afternoon and happy Friday, readers! This week, the workforce headlines cover everything from the benefits of serving on a customer advisory board to important questions all CWM directors should ask to better themselves and their programs. Without further delay, here are the top headlines in the world of the workforce this week…
10 Reasons to Serve on a Customer Advisory Board (via CIO Insight)
Serving on a customer advisory board is a smart move for company leaders. In addition to it being a great networking opportunity, serving on advisory boards offer unique benefits like improved customer service and support, the opportunity to beta test new products, and the chance to learn best practices from fellow advisory board members and their organizations. By being on an advisory board, you’re not only helping the vendor with strategic planning and product road maps, but you’re helping your organization by voicing your wants and needs from the products or services. It’s this collaboration that offers value for both customer and vendor.
Three Questions All CWM Program Directors Must Ask Themselves in 2015 (via CPO Rising)
While managing a contingent workforce program, it’s always important to leave some room for evaluation and revision. Typically, that time is now. In February, many are just starting to build out and implement the solutions to the previous year’s problems, hang-ups, and issues. During this stage, it’s vital that CWM program directors ask themselves these three questions:
Making Your Contingency Workforce Work (via HRM Online Canada)
- “Do we have real-time visibility into our talent?”
- “Are we at current or future risk for non-compliance?”
- “Are we prepared to leverage new sources of talent?”.
Adecco predicts that contingent workers will continue to grow until they represent about 25 percent of employees worldwide. Freelancers, independent contractors, agency contractors, consultants, and outsourced suppliers are all classifications of the growing group of contingent workers. The best way to manage this group effectively is to correctly identify and classify each employee, and then work with the HR department to customize their practices accordingly. HR must outline how each group will be engaged, who they report to, and their length of tenure with the organization. Though difficulties may crop up occasionally, it’s important to remember that contingent workforce strategy is an absolutely critical component to an overall workforce strategy. By working with an organization’s legal department, compliance officers, and business leaders, HR can put itself in the driver’s seat and maximize the talent of their contingent workforce.
That’s a wrap for this week! Tune in next Friday right here on the Beeline blog
to see next week’s top workforce headlines. We hope you all have a wonderful weekend!