Jul 22

When looking at a Managed Service Program and its supplier base, the high importance level of a strong partnership between these two entities, as they support a common client, is both logical and critical.  So it is really critical to “Think Big Picture” beyond who is your MSP solution provider….you also have to understand the caliber of suppliers and the state of the actual supplier partnerships the MSP provider brings with them.

Many times, a supplier in one common client may be found in multiple client accounts of MSP providers. Occasionally, a top performing supplier with the ability to provide the quality talent a customer needs may only be found in one client.  MSP Supplier participation lists at customer locations typically have been “built” by absorbing the current supplier base already on the ground at a client. Unfortunately though, you can get some great suppliers included in a new MSP solution, you can also get some not so good. You can, and often do, get the good, the bad and the ugly.

But what if a MSP provider already knows all about the bad and the ugly supplier characters out there in the marketplace?  Giving a new client the ability to avoid bad and ugly choices or changing those choices in a new MSP engagement? What if, through a stringent screening and qualification process, the supplier with the most competitive rates, the strongest ability in staffing capabilities and the best reach for a particular client geographic coverage areas walk in with the MSP provider?

A triangular benefit occurs: The MSP provider smoothly implementing a supplier program with companies familiar with its processes; suppliers gaining a new client to their portfolio they know they have the ability to support; and, a client that gets a seamless transition in supporting their contingent hiring!

Furthermore, a stronger and longer lasting partnership between MSP supplier and its supplier partners develops outside of just an individual client, with acknowledgement and reward tied together by a long-term partnership focused on the clients’ needs and requirements.  Leading Japanese business organizations have, for decades, managed successful long-term, high quality partnerships thru what is know as “keiretsu”.  Maybe a little of this long-term partnership philosophy needs to be the standard operating practice delivered by solutions in the MSP industry today.  And clients need to more deeply evaluate the “keiretsu” depth of the MSP’s supplier partnerships.

Think Big Picture…..The MSP solution is only as good as the partnership management capability of your MSP provider and the caliber of suppliers willing to do business with them, long-term.

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May 27

On Thursday June 3rd and Friday, June 4th, SourceRight Solutions’ Vice President of Professional Contingent Workforce Services, Karen Turner and Stas Wolk, Vice President of the Business Solutions Development will join VMS Professionals, a national association comprised of end user companies, to network and discuss best practices in the acquisition and management of contingent labor.  In the past, leading industry experts from business organizations such as Kraft Foods, Altria, Abbott Laboratories, Baxter Healthcare, BMC Software, Discover Financial, McDonalds and Cisco have participated in this premier VMS/MSP professionals’ industry event.

While the use of contingent talent and/or independent contractors isn’t a new workforce provisioning strategy; the impact of the recession has accelerated the practice.  And as more employers are looking to reduce costs and maximize flexibility, using contingent talent/independent contractors will help them tap into specialized talent quickly and efficiently without adding long-term obligations. Continuing economic pressures will likely drive this “on-demand” workforce trend to never before seen levels over the next few years. The conference attendees will discuss the best practices and solutions for enhancing the management of contingent workforce programs and strategies.

If you are planning to attend this year’s VMS Professionals Conference and would be interested in meeting with SourceRight to discuss the effective management and leverage of a contingent “on-demand” workforce and how to ensure that your organization is compliant with all the emerging engagement regulation associated with this workforce, contact Peter Simandl at PeterSimandl@Sourceright.com or call Tel. # 1-630-919-2784.

*** VMS Professionals is a national association comprised of end user companies networking to discuss best practices in the acquisition and management of contingent labor.  The VMS Professional Association’s mission is to network and educate with the highest professional integrity for the purpose of growing VMS Best Practices and contributing to the industry as a whole.  To contact the VMS Professional Association go to link:                              ( http://www.vmsprofessionals.com/AboutUs.aspx )

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May 17

Managing the cost of labor is the No. 1 focus for human resource professionals in 2010. Procurement officers are under similar stress to deliver cost savings across all of their sourcing channels, including contingent labor. Add in significant increases in state unemployment taxes (SUTA) and other federally mandated taxes and you have the perfect storm, driving many companies to urgently look more closely at their contingent labor programs.

They are turning to their contingent labor suppliers and MSPs to help them address these issues. Specifically, they are looking for increased transparency regarding incremental costs. One extreme is pricing engagements that break out each component to the granular level, locking the supplier down to a cost plus price. Examples include MSP pricing for training and communication plans, staff and travel, help desk and technology fees. The staffing costs are also broken out with state by state mandatory taxes, return on SUTA caps, worker compensation rates, cost of sourcing and staffing companies’ profit margins.

What are the advantages and disadvantages to component pricing?

The Pro’s:
1. Companies can set cost savings goals on areas that are not mandatory or don’t involve fixed costs. There are strict rules on what is considered “cost savings” for contingent labor so it’s best to focus on the variable costs, as well as work with suppliers to add value and reduce costs overall.

2. Ideally, all parties can remain whole in terms of cost and profit goals. Suppliers have cost and profit goals just like customers. Build a sourcing plan that can be managed more effectively to meet profit goals on both sides of the relationship.

The Con’s:
1. MSPs and staffing companies may be limited in their ability to scale up and down to meet the changing needs of the customer engagement. While MSPs will often do their best to meet clients’ component pricing requirements, their services are typically comprehensive and it could be difficult to break them down too finely. They may deliver their value based on their ability to bundle and combine related services from shared service resources.

2. More meaningful savings opportunities, such as pay-rate management, may be overlooked. Considering that 70 to 80 percent of cost is labor, clients who seek savings across the board may not be taking advantage of the areas, such as labor pay rates, that can yield the greatest savings.

At the end of the day, the visibility garnered by deconstructing contingent labor and MSP pricing can potentially lead to some better understanding and cost-effective management of these solutions for the clients and providers involved. But the real value management opportunity lies in managing the effective usage rate levels of contingent labor itself.

Advising and assisting clients with their engagement rate levels of contingent workers will bring much bigger benefits then just fine tuning the MSP fee or auditing what is included in contingent labor rates. The starting point is more effective access to contingent labor program data and analysis that enhances the visibility of a client’s contingent labor usage trends, spend and organizational tendencies.

Providing expertise and guidance in the effective usage of contingent labor is the true and next most meaningful holy grail of cost-effective, contingent labor spend management.

Then the next step will be to enhance labor resource choices and decisions with a singular comprehensive view of an organization’s workforce options, from contingent to interns to project contractors to full-time employment solutions, etc., which will truly allow an organization to quickly enhance the cost-effective acquisition of its overall labor usage rates.

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