Wednesday, January 29, 2020

Challenges in Today’s Workforces


 

Challenges in Today’s Workforces


 Today’s workforce have been making headlines. They want value, choice and a personalized approach to help advance their career. In this era of skills revolution, the youngsters want to learn more and be employable, without compromising on freedom and flexibility. They want to take care of their family as much! A holistically rewarding and fulfilling life, is what they want.

Technological progression has been driving rapid shifts in the labor market in terms of how the businesses and Gen Z workers want to get the work done. Organizations need skilled workers to fill the void caused by digital transformation and meet short term project goals. And Gen Z workers are using supplemental freelance contracts to meet their financial goals.

Flexible work style and gig economy are not just about boosting income, it’s about integrating priorities and deliverables.

Gig workers are a live example of the significance of flexibility to the young generation, as well as the older ones. Baby Boomers (older and younger), Gen X and now Gen Z are all equally participating in the gig economy. And enjoying the benefits like never before!

It’s true. Work has never been so flexible and employee centric as it is now. While technological disruption has been redefining job roles and requirements, Uberization of work has revamped the entire perspective of employers. Employers are now challenged with catering to the needs and desires of an increasingly in-demand workforce.

Talent Shortage Survey 2020 done by ManpowerGroup reveals how adaptability is critical for the Millennials and Gen Zs, especially the women as workforce becomes more and more diverse by the day.

What workers want is reality. How employers flex is a challenge.


Flexibility, unlike defined by many, as working remotely (working from home), is more about adjusting as and when situation demands. For example, when a millennial parent needs to attend a PTM on a Friday afternoon, they will value versatility that enables continuity of business rather than book a leave, stop work and push the deadline further. Similarly, a millennial won’t shy away from a working weekend, if work so demands.

Fluidity, according to today’s workforce, is customization of situations (at work and life) and reshaping the work model for a better work-life integration.  Professionalism is an obvious outcome of this integration. Just the way we customise our services for each customer ensuring the best customer experience. It’s time to invest in employee experience strategies to feed the Gen Z’s appetite for success in terms of learning and development and flexibility which will keep them moving ahead!

Therefore, to attract and retain these sharp and agile talents, companies must replace monetary perks with other benefits such as work from anywhere, autonomous working, parental leaves, tuition reimbursements, student loan repayments, etc. Although the Gen Z and millennials prioritize salary over other benefits, in general, almost 90% workers prefer additional benefits to a cash rich compensation plan.

Does your CTC include any of these?

To be successful, employers need to understand what workers want as part of their holistic talent strategy.
 

Friday, December 13, 2019

Offshore Development Center (ODC): The Secret Sauce to Success


While it’s true that outsourcing projects to an offshore development center saves time and resources considerably, it is important that the Offshoring partner is chosen prudently. Businesses choose to outsource their work to an offshore development center because of various reasons, such as skill shortage, cost issues, time constraints etc.

Let’s take a look at the advantages businesses can expect of an Offshore Development Center


Flexibility


Be it a long-term project or a short-term assignment, you can structure the team as per your requirements, both in terms of size and expertise.

High Productivity, leading to higher revenues and saving time


ODC (Offshore Development Centre) works while the in-house team is off-duty specifically for countries in different time zones leading to round-the-clock operations! And vice versa. Offshore or near shore development centers utilise the time zone difference ensuring high quality work at shorter release cycles, thereby saving time which can be further invested in other projects.

Businesses can therefore reduce their delivery time for critical projects and stay ahead of competition.  

Cost Efficiency


High quality work at a lower cost is the forte of Offshore Development Centers (ODC). Direct and indirect cost is reduced as the business doesn’t have to invest in recruitment, training, compliances and infrastructure which can otherwise incur considerable operational cost and bandwidth.

Optimal usage of resources


An expert Offshoring vendor will make the most out of the resources, if engaged on a Performance matrix based remuneration.

The benefits of Offshore Development Centres (ODCs)are manifold but there is a flip side which when taken care of, can create a win-win deal for both the parties. 

Lack of control and effective communication can create roadblocks that may hinder the optimum outcome, but can be subdued with a few best practices applied diligently.

Best Practices for a remarkable offshoring experience


Leverage communication platforms for active collaboration


The time difference, language barrier and even differences in the cultural backgrounds may lead to communication gap between the two parties. Why not utilize the digital platform for effective collaboration? Skype, Google hangouts, and even WhatsApp communication help individuals connect beyond borders.

Define realistic expectations


Communicating explicitly while setting reasonable goals is a MUST when dealing with Offshore Development Centers as this will help steer clear of any last minute surprises such as lengthy approvals, hidden costs, unforeseen alterations in the project, etc.  

Keep an eye


It’s not true that just because businesses outsource projects and focus on core tasks, the outsourced task is of any less importance. Most of the times it is even more important and therefore given to the experts to be delivered efficiently. Hence, a close monitoring is required and regular checks on the progress helps the business stay ahead of any kind of hitches.

Experis IT Offshore Development Center partnership advantage:

·       Time Saving – Ready-to-deploy resources with expertise in handling multiple projects for MNCs across the Globe.

·       Cost Saving – Reduces the cost of hiring, on-boarding, training and paid leaves. HR and Organizational set-up at no additional cost.

·       Faster ROI - leveraging well-defined processes and procedures to deliver ROI as compared to a new set-up

·       Robust Backend –IT and Network Security as per Global Norms

Contact us to understand how our dedicated resources can help you.

Monday, December 9, 2019

Offshore Development Center (ODC): What is it? How does it add value?


An Offshore Development Center (ODC) is an Information Technology or Software Development office located in a country with a highly skilled talent pool and lower cost of labour. This Offshore Development Center offers software development services to other organizations located in other parts of the world. The Offshore Development Center (ODC) of an organization usually follows the methodologies, practices of the client company.
The globalized world of constraints is leading organizations to embrace effective technology platforms that will reshape business models and therefore business strategy as well.

Information technology is an integral part of business operations and it’s reasonable to implement and manage IT efficiently to make a significant difference to the overall business performance. Also, companies are looking at ways to develop their products at a lower cost and with a faster time to market in order to improve both top-line growth and operating profits.

Besides saving cost and time an efficient Offshore Development Center (ODC) of an organization can bring about a lot more than just saving cost. Some of the major value additions we can expect of an expert Offshore Development Center (ODC) are:
  • Quality performance/ improvement
  • Resolve Skill Shortage
  • Innovation and Quality
  • Capital Cost avoidance
What makes India an Attractive Offshore Destination?

India’s IT & ITeS industry grew to US$ 181 billion in 2018-19. Exports from the industry increased to US$ 137 billion in FY19 while domestic revenues (including hardware) advanced to US$ 44 billion.
Indian IT's core competencies and strengths have attracted significant investments from major countries. The computer software and hardware sector in India attracted cumulative Foreign Direct Investment (FDI) inflows worth US$ 37.23 billion between April 2000 and March 2019 and ranks second in inflow of FDI, as per data released by the Department for Promotion of Industry and Internal Trade (DPIIT).

Indian programmers, in particular, excel at high-end and complex systems design and development. This ability serves them well in applied fields of software engineering: high tech in general, precision electronics, medical devices, aerospace, and automotive.

India demonstrates several vantage points for international organizations to consider working with software development resources based in India:
  • Availability of programming specialists
  • Effective Labor Costs
  • Technical excellence
  • Research & Development focus
  • Strong fundamental education
  • Experience with complicated projects
  • Adaptive culture
  • Availability of local professional organizations
 
At ManpowerGroup, we enable our customers to insource and outsource workforce management, allowing them to focus on achieving their strategic goals. Through our Offshore Development Centers we provide global best practices delivered loca

Tuesday, November 26, 2019

Does Recruitment Process Outsourcing (RPO) replace or complement HR?

Recruitment Process Outsourcing, commonly known as RPO acts as an extension of an organization’s HR function. Efficient recruitment methodologies and important market insights provided by Recruitment ProcessOutsourcing (RPO) experts help talent acquisition teams streamline recruitment processes by resolving almost all kinds of hiring challenges including process excellence, cost effectiveness, predictive analytics and scalability. Scope of services may vary from managing selected facets of the recruitment process to managing end to end recruitment process of an organization.

Special features of Recruitment Process Outsourcing (RPO)


Besides the wide-spread scope of functions Recruitment Process Outsourcing (RPO) services, there are other special attributes that an expert recruitment process outsourcing (RPO) team will demonstrate over and above its defined contract. The art of improvisation of a pro Recruitment Process Outsourcing (RPO) team touches every aspect of a project including employer’s branding, human resource planning, personalized recruitment strategy, technology, research and enhance capabilities  and even setting new trends.

A proactive Recruitment Process Outsourcing(RPO) team will demonstrate the qualities discussed below to ensure an accelerated business growth:

·         Streamline recruitment process by leveraging big data. Predictive analytics help gauge potential candidates available or even the timeline expected for a new hire to attain full productivity

·         Establish a sustainable recruit to hire process: A predictable and streamlined recruitment process helps manage the candidates’ expectations and therefore ensures a positive candidate experience. 

·         Provide scalability to meet growth targets during seasonal spikes

·         Provide customizable hiring strategies for attracting sought after candidates

·         Establish the employer brand to attract talent and also provide consultation on improving the employer brand applying research and analytics. This in turn helps companies build a talent pipeline for its future requirements. A strong employer brand also ensures low attrition.

When the recruitment process of an HR department is outsourced to a recruitment process outsourcing (RPO) partner, a number of benefits can be expected. Therefore, Recruitment Process Outsourcing(RPO) as a service complements an organization’s HR function in multiple ways, such as:
 
·         Instilling agility and flexibility in the recruiting process
·         Reduced cost per hire
·         Shorter hiring timeline
·         Less number of vendors
·         Access untapped sources of talent
·         Improving the quality of candidates and finding the right talent
·         A rich talent pool
·         Optimized employee referral system
 

At ManpowerGroup, we help organizations accelerate their business growth with our end-to-end Recruitment Process Outsourcing (RPO) solution. We have helped leading companies across industries succeed with their staffing needs.

Tuesday, November 12, 2019

Is Recruitment Process Outsourcing (RPO) meant for you?


A Pertinent Question Faced by Employers


It is but natural for an employer to get into a dilemma of whether to choose regular talent acquisition services or recruitment process outsourcing. And to make a wise choice, it is very important to have a clear understanding of the scenario.
Be it Recruitment process outsourcing or talent acquisition services, the choice is directly proportional to your HR Strategy for the year.

If it is just about hiring and the hiring volume is low and the internal team is equipped enough to handle the numbers using skilled HR tools, employers may not opt for Recruitment process outsourcing (RPO) services. However, for most companies, the issue is not with the volume, but about managing all those HR tasks that gives you little or no time to focus on more important things, such as scalability and cost efficiency.

When it’s time for an RPO partnership?


While recruitment is a ‘one-size-fits-one’ kind of a service, there can be certain signs and signals which when studied closely would lead employers to choose the right option for their recruitment needs. Some of the common situations which would call for a RPO service as a go-to solution are discussed below:

1.       When you need specialised expertise: Having specialized and sound knowledge of verticals, markets or a new domain is of essence while working on a set of specific roles. Mandates that require domain specific knowledge are best handled by recruitment process outsourcing firms ensuring the best services delivered on time because they have exposure to many clients parallely in the same domain. Therefore, you save your valuable time researching on the new domain or market and spend it wisely on other tasks that matter! The experts will do a better job, anyday!

2.       When you have to speed up against time: That being quite a familiar scenario, when you need to close a position with a qualified candidate in a very short timeline, the curated and up-to-date pipeline of an RPO firm comes handy. For building a solid candidate base, one would require a specialised approach to understand the requirement and qualities of various roles, managing the stakeholders, internal and external along with an overall grip on the nuances of the business. And this takes time and expertise, which is readily available in a RPO service provider.

3.       When you have mandates of executive hiring; Executive hiring mandates can be tricky to handle given the level of specialised research and communication skills required in this job. And a recruitment process outsourcing (RPO) firm with specialised hiring professionals would be a fool proof solution for such mandates.  

4.       When you have a seasonal rush: Seasonal hiring spikes are common in the recruitment business but that’s more of a short term project than a regular affair. These seasonal spikes in recruitment need special expertise to handle the mandate. A professional recruitment process outsourcing (RPO) team can pump up your hiring volume for that big hiring push. While the in-house recruiting staff partners with the RPO team, the former can continue delivering on the regular mandates to run the business as usual. And that will satisfy both the long term and short term project goals.

ManpowerGroup RPO partners with organizations to customize solutions that involve all or part of a client’s recruiting operations, including:

Workforce Planning  I  Interviewing  I  Recruiting Strategy  I  Candidate Management  I  Sourcing & Screening  I  Offer Negotiation  I  On-Boarding        

Having among the world’s largest global RPO footprint with local understanding and presence in over 80 countries and territories, ManpowerGroup RPO team creates flexible, innovative solutions to meet the talent needs anywhere in the world. Our expert recruiters dig deep to understand an organization and the job profile and skills necessary for success. Our experience combined with proven sourcing strategies accelerates the acquisition of the best talent for the organization. In 2019, Everest Group has named ManpowerGroup a Global RPO Leader, recognising the breadth and scale of our RPO offerings, as well as our active investment in next generation services and technology.

Friday, November 8, 2019

How Recruitment Process Outsourcing (RPO) can retain customers

Recruitment Process Outsourcing is a common name in the HR domain and is a commonly used service by the employers mainly due to the low overhead costs. However, staffing needs are evolving as businesses navigate through changing employee requirements. While traditional Recruitment Process Outsourcing (RPO) is continuing to lead the staffing services, the shifting nature of the job market has triggered further fine-tuning of the service to meet the needs of advanced businesses.

According to a recent survey conducted on buyers of Recruitment Process Outsourcing (RPO) services, quality of service was rated as the most important criteria by nearly half of RPO customers. According to the survey report, 47% of HR Services customers leave due to service quality issues. Other important factors that impact client satisfaction are Industry expertise, cost and satisfaction of the existing clients (NPS).

As the needs of today’s employers continue to change, RPO providers and the solutions they deliver must evolve as well to accommodate both the client and the candidates they seek to engage.

As a Recruitment Process Outsourcing (RPO) service provider, do you have a fool proof process in place to ensure a long term relationship and not just preventing customer turnover? To keep the accounts green, prioritizing quality of service is of essence.

How to curb a damage when a service issue has been reported?


Once a service issue is reported, a comprehensive recovery plan has to be implemented which MUST include:
·         Acknowledging the gap immediately and working (hard) to make it right.

·         Acting promptly — before the client’s frustrations grows further

·         Expressing empathy for the client. Put yourself in your customer’s shoes and action according to his expectations.

·         Regular communication on the plan of action. Keeping a frustrated customer in the dark is a no.
 
Be Proactive. Identify issues before they are reported.

Creating a channel for a deeper visibility into customer service experience goes a long way in preventing negative feedback or loss of accounts. In fact, when handled smartly, a swift recovery has the potential to convert a losing customer into a life-long one, called Promoter who rates your services at a 7 or an 8 out 10 (when mapped in the Net Promoter Scale).

What do organizations gain by partnering with ManpowerGroup for recruitment process outsourcing?


With Recruitment Process outsourcing (RPO) programs designed to balance clients’ internal and external talent resource supply chains and maximize momentum, ManpowerGroup is able to drive cost effectiveness and skills optimization throughout all of its Recruitment Process Outsourcing (RPO) engagements. Additionally, the recruitment solutions offered by ManpowerGroup are fully scalable and flexible and include all aspects of the recruitment continuum, from sourcing and selection to on-boarding.

Wednesday, October 2, 2019

How-To Plan for a Human-Machine Workforce




Workforce scenario planning has traditionally been an externally focused exercise by industries that took a particularly long-term view such as oil and infrastructure. The rest of us have been able to pivot to new models quickly when necessary and to hire new talent to create the workforce needed for the change. That approach won't work much longer. For many, it's not working already because skills shortages are at a 12-year high* and the future workforce isn't for sale. (*ManpowerGroup: 2018 Talent Shortage Survey.)
 
ManpowerGroup joined forces with MxD to take a closer look at manufacturing, which is one of the industries where workforces are being affected most profoundly by digitization. Although our findings are specific to this industry, the methodology can, and should, be replicated by any sector.
 
We created a taxonomy of a future manufacturing enterprise, mapping out the seven key areas of a typical organization - we called them domains - and forecast the future functional needs of each. It is not an exact science but going through an exercise of this kind demonstrates that we know a lot more about the shape of our future workforce than we might have realized. Companies are already drafting sophisticated three to five-year financial plans, each of which is built upon complex operational assumptions. Identifying the workforce strategy is just another dimension – and an important one - because of the forces challenging traditional workforce strategies:
  • 16 percent of companies currently expect to increase IT headcount, widening an existing gap between workforce supply and demand. Meanwhile 38 percent of organizations say it is difficult to train in-demand technical skills
  • Companies say it’s even harder to train soft skills while demand for these is set to grow across all industries too - by 26 percent in the U.S. and 22 percent in Europe
  • Within five years, millennials and GenZ will account for more than two-thirds of the global workforce. The vast majority of workers - 87 percent - want flexible work arrangements, such as contract, part-time and temporary work
**(Source: Humans Wanted):
Companies of all sizes will struggle for different reasons. Large companies with significant and immediate skills needs could find themselves in expensive bidding wars for top talent, and to avoid this will need to invest more time, resource and strategic focus into training.
 
Smaller companies less able to afford inflated hiring costs or time-consuming training will need to plan carefully and search proactively to stay ahead of the market.
 
In this context, workforce scenario planning looks critical for every kind of enterprise.
 
Future jobs will be collections of constantly evolving functions and roles. By identifying 165 such roles within manufacturing, ManpowerGroup is helping companies within that sector to prepare for their future growth needs***.  (***Source: The Future Factory). Using this same methodology - a granular breakdown of expected functions and roles - companies in other sectors can map their future needs against their current workforce, and set about adjusting in real time, through upskilling, hiring or outsourcing. No industry is exempt from the digital technology revolution but every industry is equally able to prepare.