Business models have radically transformed in the wake of the Covid-19 pandemic. As remote work gains popularity, companies are hiring more temporary workers. Research shows that their temporary and permanent hiring ratios have shifted from 20:80 to 35:65 in the past few years.

Has your company also undergone a similar shift in workforce composition? If so, it’s high time to consider adopting a total workforce management strategy.

Why You Should Adopt a Total Workforce Management Strategy

While your internal workforce is managed by HR, your contingent workforce falls within the remit of procurement. However, manpower planning cannot be successfully carried out if both departments are working in silos. Valuable workforce insights and skills-related data may be lost, resulting in critical gaps in your manpower strategies.

Therefore, your company should ideally have a cohesive system in place to manage both permanent employees and external workers. It is necessary that HR and procurement closely collaborate with one another.

By adopting a total workforce management strategy, your external workers can be seen in context with your organisation as a whole—and are less likely to be overlooked. Comprehensive organisational charts and project dashboards help to increase the visibility of your contingent workforce’s contributions.

Moreover, you will be empowered to make more strategic business decisions. When you have a bird’s eye view of your entire workforce, you will be able to identify manpower opportunities and risks more clearly. This will help you to overcome any talent shortages or skills gaps before they hamper your business growth.

3 Key Strategies for Successful Adoption

1. Set Business Objectives: You should articulate compelling reasons for adopting total workforce management in a way that solves a business problem. Has your company been experiencing project delays as a result of labour shortages? Is there poor engagement and retention due to a lack of internal mobility options?

After identifying the main pain points which need to be resolved, you can proceed to set relevant business objectives. These goals should be specific, measurable and time-sensitive.

2. Rally Your Stakeholders: For your company to successfully adopt total workforce management, you will require the support of various organisational stakeholders. Appoint an executive sponsor who can champion this initiative and drive it to a fruitful end.

Furthermore, develop a robust stakeholder management and communications plan which segments stakeholders into distinct groups. The right message needs to be delivered to the right people at the right time, so as to encourage adoption.

3. Make Use of Digital Tools: Manpower planning of your entire workforce cannot be adequately performed with spreadsheets in Excel. You’re strongly encouraged to re-evaluate your current workforce planning methods and embrace digitalisation.

There are a plethora of workforce analytics and planning software which will help you to adopt total workforce management. Some of these tools can even seamlessly integrate your human capital management (HCM) solution with your vendor management system (VMS). This way, you are able to build a unified system for sourcing, hiring and managing permanent employees and external workers.

New Contract/Temporary Staffing Services

We’re less than two months away from MOM’s launch of Complementarity Assessment Framework (COMPASS) on 1st September! In order to anticipate the effects of COMPASS, you may be looking to engage more contract or temporary workers.

Reeracoen is proud to announce that we now offer Contract/Temporary Staffing Services to meet your evolving business model. If you require additional manpower but have no budget for permanent employees, we can help!

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