CFOs Are Targeting Resources at Functions That Drive Top Line Growth
Sales enablement budgets will increase by 50% within the next five years as a way to address shifting buyer preferences, boost seller effectiveness and drive revenue growth.
80% of respondents ranked digital channel effectiveness as “very or extremely important,” along with employee performance, development and quality assurance.
59% of customer service and support leaders plan to devote more resources to improving, automating or eliminating inefficient processes.
Contingent Workforce Management
Optimise how you manage your contingent workforce.
A well-defined contingent workforce strategy helps support organisations to ...
End-to-end workforce customisation and requirement-driven staff modelling for the external workforce.
Ability to increase staffing levels within a compressed timeframe in response to new developments.
Digital Talent Profile
Unambiguous identification of critical roles by skill, function and knowledge. Avoiding mis-classification and misalignment of contingent workers.
Identify, map and secure workforce resources required for current and future use.
Incorporate established and emerging contingent workforce categories to maximise total output and manage costs.
Extract Value In The Age Of Digital Disruption
Elevate key drivers that increase operational maturity.
Operational data should be visible and accessible to all related stakeholders, providing greater insights into the overall added value of the contingent workforce.Learn more
Aligning Strategy With Tomorrows Demands
A data-centric approach is necessary when aligning internal business drivers and goals with evolving market developments impacting businesses.Learn more
Skill Gap Analysis
Sourcing the right capabilities necessary to meet future goals and bridge current gaps.Learn more
Strive For Operational Excellence
Leverage the contingent workforce to operate at full capacity and improve the customer experience.
Resilient By Design
With many companies facing challenges over skills shortages and rising competition to attract talent, it’s critical that systems provide the comprehensive functionalities needed to help overcome such challenges. Whilst also being agile enough to help withstand volatile economic conditions and heightened competition for sought-after skills.
Adopting a requirement-led approach early in the design process provides an environment for innovation to thrive. Addressing challenges in the model formation stages provides scope to curate specific technologies and recommend implementation strategies suited to best combat barriers to operational excellence.
Identify critical drivers, uncertainties and priorities. Develop plausible outcomes and discuss potential implications, estimating the possible seriousness of risks and it's likelihood. This will help to establish a risk mitigation strategy, incorporating it into adaptive planning which can be designed to respond to changing circumstances.
Standardise Contingency Process
Gain deeper insights by increasing visibility and transparency of contingency workers and improve efficiency whilst combating physical and digital security breaches through the automated logging and analysis of:
Leverage Workforce Data
Capturing and using a wide range of metrics and measures to analyse workforce data equips companies with the insights they need in order to increase and further develop their capabilities. Producing a more robust workforce and gaining a deeper understanding of how multiple factors operate and how they are co-dependant. Implementing the right measures are vital to understanding the correlation between skills investment and improvement in levels of output and quality, all of which can help guide strategy.
Modernise And Transform The Way You Use Data
Data’s value is dependant on it’s quality and it’s application. Make data more accessible and ready to feed multiple consumption models.
Pivot On A Whim
Well designed contingent workforce solutions afford companies the ability to pivot on a whim, expand their sphere of capabilities and drive innovation.
Dedicated job functions
Grouping various job functions into job families and placing people into different competency levels.
Workforce Skills Analysis
Measuring current workforce skill-sets against the skill-sets required in the next 5 years helps understand how best to implement the required changes. Analysing factors required for current and future roles, identifying different types of job families, functions, roles and competencies within the company and segment roles by value.
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