Tag: talent management

How Best-in-Class Organizations Manage Their Contingent Workforce | Webinar

60-minute webinar delivered live on Wednesday, February 12, 2020 | 9 a.m. CST, 10 a.m. EST, 3 p.m. GMT, 8:30 p.m. IST

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As the contingent or “alternative” workforce becomes an increasingly critical component of the overall talent strategies for most global enterprises, stakeholders are finding it extremely challenging to effectively manage. Definition and classification, visibility into the mammoth spend, and balancing conflicting internal stakeholder priorities are among the most worrisome elements.

Based on our recent Contingent Workforce Management Pinnacle Model® analysis, our experts will answer:

  • Which contingent workforce management strategies and related practices result in the best business outcomes?
  • What roles are business and functional stakeholders playing in procuring and managing the contingent workforce?
  • How is technology empowering best-in-class organizations, or Pinnacle Enterprises®, to achieve superior results

Who should attend and why?
This session will help the following leaders evaluate and elevate their contingent workforce strategies:

  • Heads of procurement and sourcing, category managers
  • IT: CIOs, CTOs, BPO and talent management leads
  • HR: contingent labor/workforce management leads

Can’t join us live? Register anyway!
All registrants will receive an email (typically within 1-2 business days of the live delivery) containing the link to session slides and on-demand playback. In addition, we’ll also provide details on how to take advantage of a special offer to be made during the live delivery.

Presenters
Michel Janssen
Chief Research Guru
Everest Group

Arkadev Basak
Vice President
Everest Group

Top Concerns in Talent Management for Shared Services: Lessons to Future-Proof Your Workforce | Webinar

60-minute webinar held on Tuesday, February 4, 2020 | 9 a.m. CST, 10 a.m. EST, 3 p.m. GMT, 8:30 p.m. IST

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Changing expectations for how Global Business Centers deliver value and innovation, combined with the increasing adoption of intelligent automation technologies, are dramatically impacting the talent equation across shared services and outsourcing activities.

To address these challenges, this session will provide you with actionable insights on related topics, including:

  • Workforce planning for the future
  • Talent scarcity challenges and options
  • Getting more from the existing workforce

We will answer the following questions:

  • Why and how are talent needs evolving?
  • What are the options to address future talent needs?
  • How do you balance the talent demand-supply dynamics?
  • What are best-in-class organizations doing to cultivate a future-ready workforce?

Who should attend and why?
This webinar will provide leaders of Shared Services, Global In-house, and Global Business Centers with critical insight around current vs. future talent needs, how best to navigate shortages in skilled talent, and key takeaways from best-in-class talent management practices.

Can’t join us live? Register anyway!
All registrants will receive an email (typically within 1-2 business days of the live delivery) containing the link to session slides and on-demand playback. In addition, we’ll also provide details on how to take advantage of a special offer to be made during the live delivery.

Presenters
Eric Simonson
Managing Partner
Everest Group

Rohitashwa Aggarwal
Practice Director
Everest Group

CRO-to-CRO Video Series: Episode 4 Grapples with Contingent Workforce & Talent Management Challenges | In the News

Think about this: A decade ago in the U.S., statistically there were about 700 people looking for 100 jobs. Today, by comparison, there are only about 90 people looking for 100 jobs.
Meanwhile, in India, over 25 million people are applying for just 90,000 positions with India’s state-run railways.

Those vastly divergent scenarios, shared by Michel Janssen, chief research guru of Everest Group, a research and management consulting firm based in Dallas, Texas, paint a fascinating picture of global talent markets — and the need to effectively manage them.

Read more in Spend Matters

CRO-to-CRO Video Series: Episode 4 Grapples with Contingent Workforce & Talent Management Challenges | In the News

Think about this: A decade ago in the U.S., statistically there were about 700 people looking for 100 jobs. Today, by comparison, there are only about 90 people looking for 100 jobs.
Meanwhile, in India, over 25 million people are applying for just 90,000 positions with India’s state-run railways.
Those vastly divergent scenarios, shared by Michel Janssen, chief research guru of Everest Group, a research and management consulting firm based in Dallas, Texas, paint a fascinating picture of global talent markets — and the need to effectively manage them.
Read more in Spend Matters

Video: Shared Services Talent Priorities – Three Takeaways | Blog

Chief Research Guru Michel Janssen shares a recap below of three takeaways from our recent webinar, “Is Your Shared Services Strategy Future Ready? 5 Differentiating Talent Capabilities“.  

Full script: 

We just completed our webinar on our shared services or GIC Talent Pinnacle Model. And what were trying to there is understand, what are those key business issues.

So the first thing we looked at is how the talent shortage is becoming chronic. And one of the statistics I used here with clients – I talk about how it used to be that executives were just concerned about the top talent – “how do I get the best talent in the organization” – so they can have an impact on the rest of the organization. But now, as we become more chronic in the numbers – and what I mean by the number is ten years ago, in the US, it used to be 700 people looking for 100 jobs. And right now in the U.S., we have 90 people looking for those same 100 jobs.

And so, what you’re finding is that there is more demand than there is supply in that conversation. But it’s a bit of a tale of two worlds. While you have shortages in the U.S. and Europe you’ve got a very different thing going on in low-cost locations, especially like India. And there, there’s not a shortage of talent, it’s finding the right talent – they’re concerned with, “how do I take the existing pool of people in and upskill them or reskill them into the needed skills for the organization to go forward.

So, what we’ve done is look at the Pinnacle Model, and we have found that there is a very dramatic cause and effect. And what we’re looking at in the Pinnacle Model – the way it works is you’ve got capabilities on the X axis, and you’ve got outcomes on the Y axis. And what you’re looking for is a nice correlation that goes from lower left to upper right. And what we’re trying to do there is establish the things that make a difference. And so, what we did in the rest of the video was talk about those capabilities that made that difference.

So we think those are impactful items, and if people were endeavoring to execute on those items, they got the results they were looking for. So click the link, and take a look.

Talent Management in Global In-house Centers: Are You Future-Ready? | Sherpas in Blue Shirts

There’s no question that digital technological advancements, evolving business requirements such as changing consumer needs and faster time to market, and a heightened focus on customer experience are significantly changing the profile of skills needed to deliver services. As most global in-house centers (GIC) are already facing challenges in hiring people with the right skills for the future, it is concerning that their talent-related preparation for such a tectonic shift is lacking. Talent Management GIC_1 Here are four talent management imperatives for GICs to develop the workforce of the future.

1. Identification of Skills Gap

As automation and other technological advancements kick in, human skills, such as innovation, design thinking, problem solving, empathy, and ethical thinking will become more critical. Identification of skills gap will be pivotal for GICs’ talent acquisition and development strategy. A recent Everest Group study of 80+ GICs across India, Philippines, and Poland identified multiple, and difficult to hire, skills that are likely to become more important in the future. Talent Management GIC_2

2. Upskill/Reskill Current Workforce

Firms’ talent challenges will intensify with the automation of transactional services. They will face the dual risks of a large existing workforce with many skills that are likely to become redundant, while struggling to find talent with the right skills for their future needs. Upskilling/reskilling existing talent is an important lever for GICs to address these challenges while preserving their trained workforce with string domain/industry know-how. (See our detailed report on upskilling/reskilling in GICs for additional perspectives.)

3. Evolve Talent Acquisition and Development Strategy

As GICs look to develop a future-proof talent strategy, they will need to think outside the box to tap into alternative sources of talent. Opportunities include hackathons, hiring from startups and other industries, project-based partnerships with specialist agencies, and flexible resourcing. From an L&D perspective, traditional classroom model needs to evolve as learning is becoming more real-time, customized, and digitized, e.g., MOOCs, simulation, and gamification.

4. Agile Human Capital Planning

With a dramatic decline in skills’ half-life, particularly in the technical space, GICs need to identify and focus on skills that are more likely to be critical for their growth. A more frequent approach to human capital planning might be essential to account for rapid changes in these skills. While many GICs are still taking a wait and watch approach to the talent management issue, some have already embarked on this transformational journey. And those that are proactively addressing it are reaping big rewards. Watch this space for more insights and success stories. And if you’d like to share your challenges, successes, or questions with us, please feel free to write us at [email protected] or [email protected].

ProcureCon Total Talent Management — September 20-21 | Event

Vice President of Research Julian Herbert will be a key speaker at ProcureCon's Total Talent Management event held on September 20-21 in Amsterdam. In Julian's presentation, How to Ensure Your Talent Acquisition Model is Ready for the Future, he will discuss how this future-readiness can be achieved through benchmarking and how the process involves:
  • Looking beyond cost to focus on talent through assessment of solution elements, leverage of technology, SLA/KPI comparison around adequacy and stringency, future orientation, and the ability to innovate
  • Assessment of the ability to deliver total talent acquisition from a process, people, and technology perspective, both from enterprise and service provider readiness angles
  • A comprehensive, multi-dimensional assessment that looks at partnerships holistically
  • Contextualized assessment instead of a one-size-fits-all approach
Attendees will learn the importance of looking beyond the cost of services delivered by MSP and RPO providers, if they want to have a talent acquisition model which is in-tune with the latest economic, demographic, and technological changes. When September 20-21, 2017 Where Novotel Amsterdam City Speaker Julian Herbert, Research Vice President, Everest Group Learn more and register

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