What is it?
Freelancers and contingent workers continue to play a pivotal role in helping organizations respond to changing demands for a best-fit workforce. For this reason, most organizations are taking steps to leverage the contingent workforce and gig-working talent that exists. With so many ways to get jobs done – and with fulfilment responsibilities split between HR, IT, recruitment, and procurement teams – how can you make sure your organization is making the best choices for each and every work task?
Total Talent Management (TTM) describes the implementing a uniform operational behavior to evaluate talent needs, design, operate, and review talent operations in such a way that combines all available sourcing options. These may include full-time employment, contingent workforce, gig working, tech automation, and micro-task outsourcing options.
We bring real value to the change program needed to achieve a Total Talent Management solution. How? By focusing on the outcome, not just the technology. Workspend’s role is to manage and resource change; to transform your talent acquisition capability by embracing a holistic approach to talent programs.
How does it work?
We look to first embed, then facilitate the provision of a Total Talent Management system.
WHAT MAKES OURS A DIFFERENT APPROACH TO TOTAL TALENT MANAGEMENT?
There are many ways to get jobs done these days – micro-tasks, SOWs, robots, freelancers…
The biggest inhibitor to change is how your organization is designed and how it thinks.
Duties to source talent are split between multiple departments.
Most resourcing decisions are driven at department level and don’t follow any formalized triage process.
To maximize value, sourcing decisions must start in the boardroom and follow a formal triage process.
Weak governance leads to multiple systems, duplications in resourcing, and poor resourcing outcomes.
How do you know you need Workspend’s TTM solution?
Your processes are not documented in a way that allows you to determine the proportion of jobs that are (1) fully automated, (2) partially automated, and (3) manual.
Resourcing decisions are being made largely at departmental level.
There is no uniform triage system for working out how best to get jobs done employed by all departments that embraces automation, outsourcing, full-time, freelance and gig-working solutions.
Your organization operates different approaches to full-time and contingent staffing.
There is no holistic understanding of the total cost of resourcing jobs to be done.