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What Does 2021 Hold for the Agile Workforce and the Future of Work? (Part I)

Contingent WorkforceTalent by Christopher J. Dwyer on

If you caught last week’s Contingent Workforce Weekly podcast, we chatted about several distinct attributes of the world of work and talent that will be transformed in the year ahead. In the span of just under 30 minutes, we just barely scratched the surface of the vast possibilities that the Future of Work movement will have on businesses across the globe over the next 12 months, given the many “accelerants” that contributed to work optimization in 2020.

There are many tenets of the Future of Work that will play invaluable roles in 2021, including diversity and inclusion, direct sourcing, new talent channels, the depth of transformational business thinking, flexibility- and empathy-led leadership, and the overall impact of new technology and innovative solutions.

I spoke with several contingent workforce, HR, and talent acquisition technology leaders over the past week to gain their perspectives on what’s in store for the Future of Work and the agile/extended workforce in the months ahead:

Brian Hoffmeyer, SVP of Market Strategies, Beeline

“The events of 2020 make me a bit reticent to make any predictions for 2021, but I’ll try! As the pandemic comes to an end due to a combination of vaccine distribution and herd immunity, I think we’ll see companies adopt a blended in office and remote work strategy for their entire workforces. Some jobs will be 100% in the office and others will be 100% remote but, for a large number of professional workers, we’ll see a mix where key activities return to being in person. At the same time, specifically as it relates to the extended workforce, companies will continue to engage workers in locations where they don’t have a physical presence as they’ve learned that they can grow their talent pools and drive down both time-to-fill and costs by doing so.”

William T. Rolack, Sr., VP of Diversity and Inclusion, Workforce Logiq

“With real incentives for tangible results, D&I leaders are in a better position to move beyond tracking diverse supply chain expenditures to drive real impact on overall employee representation. And, those often overlooked contingent workers must be a part of the diversity dialogue. With the call for workplace equity, regardless of worker type, and because contingent workers are strong talent pool for full time positions, organizations risk missing the mark if they focus their D&I efforts solely on their full-time workforce.”

“Diversity and inclusion isn’t a “program.” Too many organizations today treat it as an ad-hoc initiative. Employers that have fostered real cultures of belonging understand D&I needs to permeate the organization at the core, and be a lens through which senior leaders invest, act, and make decisions.  Real progress can only occur when employers understand this interconnectivity and link D&I initiatives with their larger business objectives.”

Allison Robinson, CEO and Founder, The Mom Project

“We are seeing more and more companies turn to The Mom Project for help building diverse talent communities. That signals to me that, while there’s a real commitment and willingness to invest in diversity and inclusion, many companies are still trying to identify the right partners that will actually help them move the needle. We developed our Diverse Talent Cloud offering to connect our partners and customers with the best talent communities of diverse candidates.  I think you’ll see more companies look for solutions like The Mom Project as they get serious and strategic about converting their diversity objectives into impact.”

“Forty percent of our community of 400,000 working parents are women of color. When I see stats saying approximately 60 percent of the jobs eliminated the first months of the pandemic were held by women and that women of color were disproportionately affected, I am reminded that our mission of finding moms jobs is more important than ever. One of the things we’re doing beyond connecting diverse talent with flexible, professional work is funding initiatives like RISE, an upskilling and opportunity-creation program for women and families. It’s a virtuous circle that bolsters the program and the mission benefiting everyone involved.”

Kevin Akeroyd, CEO, PRO Unlimited

“A world where more than 50% of the workforce is not FTE is not too far into the distant future. In fact, the contingent workforce landscape is growing at an unprecedented rate – with approximately over 40% of all skilled workers being contingent vs. full-time. As employers begin to augment their human capital strategies to accommodate for this shift in the market, many leading organizations are supplementing traditional sourcing channels by creating private talent pools of known (alumni, silver medalists, referrals, retirees) and unknown (brand-attracted) talent. Done correctly, direct sourcing powers significant cost savings, improved talent quality and faster time to fill. However, some organizations are finding the execution of direct-sourcing programs more difficult than anticipated and struggling to realize the full benefits. Often, the use of multiple vendors is the culprit, creating bottlenecks, discontinuity and inefficiencies. When powered by cutting-edge technology and human expertise, a single direct-sourcing platform eliminates disjointed communication between parties, reduces confusion and inefficiency created by overlapping responsibilities, and aligns all interactions to one service team.”

Jim McCoy, SVP of Talent Solutions, ManpowerGroup

“Increasing DE&I in existing markets where local demographics do not align with targeted skill sets has limited success unless remote sourcing is leveraged properly. Increasing candidate diversity is best achieved in markets where diverse candidates actually reside. 52% of school age children are learning remotely at least part-time and 1/3 of children under 12 years old lack adult supervision. To attract diverse candidates, accommodating the priority needs of workers, such as childcare, is increasingly critical.”

“In 2020, many employers had to contend with employees who had to log off or step away from their jobs for 10-to-14 days at a time, requiring them to reallocate skills to their remaining workforce or assign managers to take on additional responsibilities. The willingness of workers to take on dual roles is a short-term reality as competitors seek to hire singular skills, increasing risk and rate of turnover, and the trend of overperformers taking on extra work will not continue indefinitely.”

In industries such as IT, where the demand for talent increased due to COVID-19, competitive pay has been critical. There was little to no unemployment for IT workers, who shouldered essential responsibilities of helping companies deploy most of their employees to work from home while also maintaining the highest levels of cyber security. As long as IT workers are receiving appropriate compensation, they are less inclined to switch jobs and move to a new company where they will have less tenure.”

Saleem Khaja, COO and Co-Founder, WorkLLama

“While the usual priorities around cost optimization and DEI will stay top of mind, there will be an increased focus on talent wellbeing and tools that will contribute towards that, e.g., tools that maximize efficiency while minimizing stress in the new way of doing work, tools that predict outcomes towards achieving this objective both from a talent and organizational perspective, etc.”

Vanessa Janus, Vice President, Enterprise Solutions, DZConneX (A Yoh Company)

“Direct sourcing and proactive talent pools have quickly become a critical component to a total talent strategy as organizations seek ways to provide a unified high level candidate experience and strong employee value proposition regardless of labor type. Direct Sourcing, as part of a holistic vision of your talent acquisition program, is more important than ever in order to attract the most qualified and diverse talent faster and more cost effectively.”

“The challenge going forward will be to ensure a company’s diversity, equity and inclusion efforts are happening for all labor types and talent acquisition streams. Thus, the rise in direct sourcing and total talent management to help not only increase visibility but to also unify and maximize D&I efforts.”

Dave Putt, SVP Sales and Marketing Strategies, ELEVATE

“We see the adoption of direct talent sourcing has been slow and steady. More importantly, there is an on-going appetite from customers and partners to include talent pooling and other direct sourcing capabilities into our ELEVATE VMS.”

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What’s the Next Big Thing in Contingent Workforce Management?

Contingent WorkforceTalent by Christopher J. Dwyer on

When I started my industry analyst career (way back in 2006; please, don’t make me feel old!), the contingent workforce was one of several high-profile “complex spend categories,” ones that typically fell under the purview of the procurement or purchasing function but kept their own specific and unique attributes (i.e., marketing spend management necessitated much different sourcing techniques than business travel, facilities management was miles away from typical procurement processes, etc.). In short: there were some stark differentiators that proved it was a growing, distinctive area of corporate spend, however, at the time, it was just that: another area of spend.

What I describe as the “perfect storm” occurred during the Great Recession of 2008-2009: rough economic times forced businesses to reimagine their staffing strategies. Two key things happened: 1) enterprises realized that non-employee labor could be a gamechanger in terms of expertise and skills-related value (in addition to the cost benefits), and 2) the individuals that were forced (or chose) to adopt a flexible workstyle ended up finding that this setup was more productive and an overall better choice for their careers.

Over the years, the results of this “perfect storm” paid incredible dividends, so much so that the contingent workforce was no longer an augmentative talent strategy for businesses across the world, but a true value-driver that brought unique skillsets and top-tier expertise to mission critical projects and initiatives. And, as we all know, the years that passed resulted in this swath of talent evolving into the “agile workforce” that now allows businesses the workforce scalability from cost and skill perspectives.

With a full year living a pandemic environment that has caused disruptions to both personal and business worlds, however, a key question remains: what’s the next big thing in contingent workforce management? Well, there are actually several key “things” instead of just one…

The “Platform Approach” to Extended Workforce Management Technology

The contingent workforce has seen a consistent stream of progression over the past 15 years. With this type of talent firmly ensconced in the “agile workforce” or “extended workforce” mold, it’s not enough for businesses to have a condensed technological approach. As initiatives around direct sourcing, talent pools, diversity and inclusion, total talent management, and other crucial elements of talent acquisition and talent management become more entwined within CWM, it will be incredibly important for businesses to have the proper technology stack (or a single platform with these modules) to execute on these strategies, whether it’s via a deep ecosystem of “peripheral” providers (such as direct sourcing platforms or digital staffing marketplaces) or in-system offerings that can address more than “core” (i.e., requisition management) aspects of contingent workforce management.

And, as total talent management becomes more of a reality in 2021, businesses will require a deeper technological approach to ensure that they are deriving the richest possible total talent data via interconnected systems and platforms.

The Impact of Non-Tech Attributes of the Future of Work Movement

On the Contingent Workforce Weekly podcast, I’ve frequently discussed the “non-technological” components of the Future of Work movement, which range from the transformation of business thinking to the value of flexibility-led workforce strategies. In the face of a business environment which is actively struggling to return to normal (and with factors like burnout, fatigue, and mental health as common workforce issues), technology isn’t the top cure. Strategies such as empathy-led leadership will transform the talent experience and ensure that the workforce is engaged, while diversity, equity, and inclusion initiatives will bring innovative voices into the business as it seeks deeper and unique skillsets and expertise.

“Workforce Agility” Becomes Table Stakes…For Real

The agile workforce. The extended workforce. Business agility. These are all hot-button phrases that can sometimes mean different things to different executives. However, the crux of these terms is so very simple: harness the relative on-demand nature of today’s talent to develop the most dynamic responses possible to enterprise needs and requirements.

If there’s one thing that 2020 taught us, it’s that workforce scalability is essentially linked to economic survival in the now-chaotic world of business. Taking that scalability one step forward is the very root of workforce agility, from which businesses can tap into talent pools, talent marketplaces, talent clouds, talent communities, their own trusted FTE workers, and a range of services and other recruitment streams to build, in real time, a dynamic response to a crucial enterprise initiative.

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The Future of Total Talent Management

Contingent WorkforceTalent by Christopher J. Dwyer on

Back in 2016, I wrote and developed a research study called The Modern Guide to Total Talent Management, which included this passage:

The very simple argument for building or developing a total talent management program (defined by Ardent as the standardized and centralized program for engaging, acquiring, sourcing, and managing all types of talent via linked procurement and human capital processes, integrated contingent workforce management and human capital management systems, and utilization of total talent intelligence) that can be stripped down to a primary advantage: the contemporary talent supply chain is diverse, multifaceted, and spread across numerous sources (both legacy and fresh). Thus, the businesses that can effectively find, engage, source, and ultimately manage this talent under a centralized program will be rewarded with the visibility to execute far superior business decisions in a real-time manner. Relative to the adoption and implementation of total talent programs, it is no wonder that while only 16% of organizations have this type of program in place today, a majority (58%) expect to make total talent management a reality within the next two years.

Over the past few years, Ardent’s deep collection of contingent workforce management (CWM) and talent acquisition research data reflects a similar refrain: companies believes in the concepts and ideals behind total workforce management (a phrase I use interchangeably with “total talent management”), understand its value and impact, and even anticipate having the ability to build such a program within a matter of just 18 months or two years.

So, here we are, in 2020 (albeit a very strange year, indeed), and Ardent’s research reflects similar messaging around the notion of total talent management. Why is this the case? A few reasons come to mind, including:

  • Most obvious: a global pandemic disrupting all HR-, talent-, and procurement-related operations.
  • A misalignment within talent engagement and talent acquisition processes (contingent workforce management included).
  • A great divide between functional units, such as procurement. HR/human capital management, and talent acquisition, and;
  • A lack of the proper solutions and technology to bring together the core pieces of total talent management.

The foundational elements of total talent management include a total talent network, integrated procurement/HR/CWM competencies, integrated contingent workforce and HR technology, and total talent intelligence (gleaned from the aforementioned integrated capabilities and platforms). The benefit: real-time decision-making when it comes to talent, resulting in a truly agile workforce.

It may be a running joke that 2020 is one of the worst years on record, however, if anything, businesses must look to the experiences of the past seven or eight months and use this knowledge to better understand how they manage the many facets of their workforce to not only get work done, but drive overall better business outcomes. Total talent management is often a polarizing topic because of what seems like its core limitations: there are serious compliance concerns for treating non-employees like FTEs, procurement-led CWM programs will never fully understand or buy into hardcore human capital concepts such as succession planning, an inability to offer across-the-board reskilling/upskilling opportunities, etc.

However, the very future of total talent management depends on how well we’ve adapted to these uncertain times, and, most importantly, how agile we can transform our businesses based on this knowledge. Total talent management isn’t the same set of ideals it was just a few years ago, but rather takes into account the innovation within the workforce management technology landscape, the new strategies that can help businesses tap into new and deeper channels of talent, and the adaptation to new staffing/workforce trends.

With this in mind, the future of total talent management hinges on:

  • The success of direct sourcing programs and initiatives and how businesses continue to drive incredible value from talent pools. (And, to a larger extent, how candidates from these talent pools are widely reflected in enterprise recruitment streams).
  • The enhancement of diversity and inclusion initiatives to bolster innovation and bring new voices into the organization.
  • Procurement and HR working together for the greater good of business agility.
  • The ability for business leaders to tap into total talent intelligence that is a true, real-time representation of the total workforce (via data gleaned from HRIS, VMS, ATS, etc. platforms).
  • Capabilities for scaling learning and development across types of workers.

I’ll reiterate a phrase I’ve been saying for years: total talent management is for real. Businesses just need to reimagine its foundational components, understand the technological aspects involved, prioritize the collection of total talent data, and, most importantly, begin to build a culture of change around all attributes of talent. We’ve learned one incredibly useful aspect from a strange 2020: agility is crucial, thus, agile talent is critical. Total talent management, for most organizations, may still be months (or years) away, however, its underlying elements are what will assist in driving true workforce agility now (in challenging times) and in the future.

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The Next Evolution of the Agile Workforce

Contingent WorkforceTalent by Christopher J. Dwyer on

The concept of business agility is not a new ideal, but in fact an evolving set of attributes that describe a company’s overall dynamic responses to real-world pressures and barriers of all sizes and types (economic, supply chain, internal, etc.). Business agility, in essence, translates into the modern business’ overall ability to react in real-time to the challenges that they face on a daily basis. And, in 2020, the very notion of agility is something that has been embraced by enterprises across the world as a key facilitator of survival in these strange times.

Just a few years ago, the contingent workforce was (still) in the midst of its years-long trajectory of growth and impact, as it continues to be today (Ardent Partners research finds that 43% of the average workforce is considered contingent/non-employee, including temporary workers, gig workers, freelancers, independent contractors, and professional services). As the reliance on non-employee labor continued to increase, so did its link to true business agility. Thus, the natural evolution of the contingent workforce was its transformation into the agile workforce.

The agile workforce can be described by its four key benefits: 1) natural cost flexibility, 2) speed-to-hire and speed of engagement), 3) adaptability of expertise, and 4) its productivity gains. However, during the current business climate, there is one attribute of the agile workforce that represents its next natural evolution: its progressive skillsets and how they fit into the ongoing transformation of the modern business.

The next evolution of the agile workforce will help businesses build:

  • A more dynamic talent acquisition strategy that focuses on skills and expertise gaps. The number one reason for leveraging agile talent today aren’t the cost savings that long were associated with this workforce, but rather the depth of skillsets and expertise it brings to the average organization. Businesses can build talent acquisition strategies that are enhanced with skillset-led tactics to develop the best-aligned, deepest bench of workers.
  • A workforce that does not have to account for traditional barriers in engaging new talent. The remote work angle has always been a piece of contemporary businesses, however, in 2020, it’s become the norm. Eschewing location and traditional barriers will allow businesses to expand their relative talent pools, expand active and passive recruitment, and promote expertise ahead of “where” a potential candidate is located. Too, harnessing the power of artificial intelligence and predictive analytics will enable contingent workforce, HR, and talent acquisition leaders with the ability to develop more expansive recruitment marketing strategies that are not limited by traditional barriers.
  • A more diverse workforce that will spark innovation and new ideas. Diversity and inclusion initiatives are an idealistic means for businesses to bring in new and fresh voices to its functional units as a way to spark innovation across key enterprise strategies. A truly agile mindset towards talent acquisition and contingent workforce management translates into the ability to find, engage, and source talent that can bring more dynamic ideas into the greater organization.
  • A way to shift resources as both market conditions and corporate competition evolve. “Adaptability” has become a common refrain, especially nearly seven months into a global pandemic that has caused economic and business disruptions across the world. A truly agile workforce and skillset-led talent management strategies will allow businesses to “shift” their workers based on current market conditions, as well as enable them to position necessary expertise to where it is needed as products and services evolve. Talent pools can be further segmented, while both FTEs and non-employee workers can align their unique expertise to the functional areas that need them based on how the business progresses in regards to market, economic, and competitive factors.
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The Value of Total Talent Intelligence

Contingent WorkforceTalent by Christopher J. Dwyer on

Back in early 2012, I began work on what would be perhaps the industry’s first large-scale research study on “total talent management,” an initiative that is also known as “total workforce management.” Back then, while businesses understood the true value proposition of such a program, the vast majority of enterprises could not picture a way to tightly-integrate core human capital and contingent workforce capabilities and systems in such a way to make the program viable. Eight years may have passed since I formulated those initial thoughts on TTM/TWM, however, the underlying principles remain the same: there is clearly a need for total talent management, but its components are akin to organizational and technological puzzle pieces.

Ardent Partners defines total talent management and total workforce management as the standardized and centralized means for engaging, sourcing, and managing all types of enterprise talent under a single banner program. The fundamental principles of total workforce management include integrated procurement and HR competencies and systems, prioritization of visibility into the total talent pool (FTEs, contingent workers, gig workers, freelancers, independent contractors, professional services, etc.), and streamlined and standardized means for engaging and acquiring all types of talent. As the contingent workforce continues to rise (43% of all talent today is considered non-employee or contingent, according to Ardent’s State of Contingent Workforce Management research study), total workforce management initiatives, of course, become more critical.

Thinking about integrations, cross-functional coordination, blending core HR and contingent workforce management competencies, etc. can be maddening, for sure. This is why, especially in today’s strange 2020, businesses should consider taking a much more streamlined path and prioritize total talent intelligence as an initial cornerstone for what could blossom into full-blown total talent management in the months and years to come. In essence, total talent intelligence gleans valuable worker-based insights from both FTEs and non-employees by harnessing collective data from Human Resources Information Systems (HRIS), Vendor Management Systems (VMS), time and attendance solutions, Applicant Tracking Systems (ATS), Freelancer Management System (FMS), and similar platforms to gain the deepest possible view into an organization’s total talent pool. There are several reasons to prioritize total talent intelligence today:

  • In an age when worker health and safety is paramount, businesses need to know where you workers are at all times. Although many portions of the globe are in much different situations now than they were months ago, the initial weeks of the pandemic caused many an executive to panic regarding where their workers were situated, what they were working on, and, most importantly, their relative health and safety. Total talent intelligence allows businesses to pinpoint which workers are currently sitting in hotspots (or geographical locations that might soon become high-risk zones) and act accordingly (shifting work to different regions, placing workers in remote work setups, etc.).
  • Total talent intelligence begets workforce agility. Sometimes lost in the overarching discussion of total talent management is the very underlying purpose of this program: driving towards the ability to make workforce- and talent-related decisions in near-real-time. Having intelligence into the business’ total talent pool allows business leaders and hiring managers to very quickly understand how to approach a new project or initiative given the depth of expertise and skillsets within the greater organization (including, yes, both FTEs and non-employees). This level of intelligence and its associated, enhanced reactions are paramount in the quest for true workforce agility.
  • Businesses can better understand the true complexity of its workforce’s expertise. Pertinent to the above bullet, we are living in a skillset-led world. Ardent’s upcoming Direct Sourcing Toolkit research study finds that 72% of businesses are fixated on new and evolving skills. Executives today understand that the next influential project or initiative may not be completely supported, driven, and/or managed by existing full-time workers or other in-house resources, especially considering the quick-paced advancements occurring in the world of technology and automation. Total talent intelligence enables business leaders to truly understand the depth of its total available resources and expertise, allowing them to begin developing an approach for the evolving skillsets that they may need in the future.
  • Total talent intelligence can enhance diversity and inclusion initiatives. Enterprises are (finally) learning that the deepest talent pool is a diverse talent pool. Diversity and inclusion initiatives often involve several pieces of the organization working in unison, however, a key strategy in understanding a business’ true diversity is harnessing total talent intelligence to understand the relative makeup of the organization’s total workforce (such as employee demographics). This intelligence, of course, must be leveraged into talent-based decision-making to enhance future D&I initiatives.
  • Businesses that have experienced (and will continue to experience) massive shifts in remote work will require deeper intelligence for workforce planning and performance measurement. Although the world will soon return to some semblance of traditional office life, today’s workplace environment is still mired in social distancing measures (some pundits peg that metropolis-level offices, such as those in New York City, are average 7%-to-10% capacity today, with those in suburban locales at twice that level). This can be incredibly difficult on managers and executives that are used to in-person interactions to gauge worker performance. As more one-on-ones and reviews shift to a remote setting, these leaders will have to become more reliant on “business outcomes” for performance measurement in lieu of traditional benchmarks. Total talent intelligence can provide excellent perspectives on total worker output and the work performed by both FTEs and non-employees.

Total talent management and total workforce management are still incredibly valuable concepts that will one day become widely-adopted. In fact, Ardent’s research finds that upwards of 75% of businesses today expect to implement such a program within the next five years. Businesses must look at total talent intelligence as a critical area from which to start and an arena from which to drive short- and long-term value independent of bigger total talent management initiatives.

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Total Workforce Management’s Place in the New World of Work

Contingent WorkforceTalent by Christopher J. Dwyer on

Editor’s Note: If you’re interested in learning more about the progressive workforce model discussed in today’s article, download our latest report, The Modern Guide to Total Workforce Management, by clicking here, here, or here.

Any executive that takes a short peek outside of their business will notice something astounding: founded on innovative talent engagement methods, the world of work has evolved in just a short period of time. New demand for talent, along with the fading of archaic recruitment strategies and rise of real-time talent engagement, have revolutionized nearly every facet of work within the modern business:

  • Jobseeker behavior, now more than ever, is changing to reflect the desire for a more flexible lifestyle that promotes entrepreneurship.
  • Online talent platforms, labor automation systems, and digital staffing outlets (as well as social networks) have transformed how talent is found and engaged.
  • Everything, from data and intelligence to process delivery, is expected on-demand within the average business…and talent engagement is following suit.
  • Mobility and mobile applications are taking their cue from the consumer world and expanding into the business realm.
  • Skillsets and expertise (and their alignment with enterprise projects), not costs or budgets, have become the top requirements for new talent.
  • Management of an increasingly strategic element of business (the contingent workforce) has had to evolve such that the “great divide” between organizational functions like procurement and human resources/human capital management is starting to fade. More and more businesses understand that all talent, regardless of its source, must be managed under a standardized and centralized program that promotes visibility, skillset alignment, adherence to budget, real-time engagement, and an open network that can be tapped for talent in an on-demand manner.

The above attributes of the new world of work are magnified by a simple fact: the non-employee workforce shows no signs of slowing down in the coming years. Ardent Partners has, for the last four years, predicted that, by 2020, between 45%-to-50% of the world’s total workforce will be classified as non-employee, which includes freelancers, independent contractors, professional services (and consultants), temporary workers sourced via staffing agencies/suppliers, “gig” workers, and robotics. The time is now to bridge the gap between traditional and non-traditional talent management and truly define the means by which all workers can be managed under the same standardized and centralized program.

Total Workforce Management: The Time is…Now

Many of today’s business functions are either built on a foundation of holistic and seamless processes, or the desire to reach a similar state knowing the core benefits of such a model. It would only make sense, then, for the world of talent to follow suit. The very simple argument for building or developing a total workforce management (TWM) program (defined by Ardent as the standardized and centralized program for engaging, acquiring, sourcing, and managing all types of talent via linked procurement and human capital processes, integrated contingent workforce management and human capital management systems, and utilization of total talent intelligence) that can be stripped down to a primary advantage: the contemporary talent supply chain is diverse, multifaceted, and spread across numerous sources (both legacy and fresh). Thus, the businesses that can effectively find, engage, source, and ultimately manage this talent under a centralized program will be rewarded with the visibility to execute far superior business decisions in a real-time manner. Relative to the adoption and implementation of TWM programs, it is no wonder that while only 16% of organizations have this type of program in place today, a majority (58%) expect to make total workforce management a reality within the next two years.

The crux of any total workforce management is deep and complex. The underlying structure of such an initiative is usually wrought with functional, technological (i.e. integration), cultural, and strategic shifts, all of which contribute to a development plan that is near impossible to implement within a short time span. Unlike larger, better “known” initiatives related to talent acquisition or even contingent workforce management (CWM), TWM is a new area, and industry-wide standard practices have not yet been fully-developed. Thus, many organizations are unsure of where to start and which functions to engage. Sixteen percent (16%) of businesses today have some form of a total workforce management program in place (9% in place for several years, 7% only just within the past 12 months), but the real value in this set of findings is not found in looking at the “haves” within today’s marketplace…it is knowing that many of the “have nots” do have something that proves that TWM’s place in workforce, labor, and talent management history is now: a desire to implement this forward-thinking concept sooner rather than later.

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