Workforce Management

Why adopt workforce management?

Many UK businesses are increasingly reliant on temporary and contract workers to meet critical staffing needs. As the need for a flexible workforce with specialist skills increases, the management of suppliers and the ability to administer process and control spend becomes paramount.

Successful utilisation of a contingent workforce requires separate tracking, training, management and exit of interim staff including, temporary workers, independent contractors and consultants. If these workers are not carefully tracked and managed organisations are not able to control the cost or associated risk of the interim population. Typical risks include:

  • Worker misclassification, either deliberate or through negligence, which could lead to legal action
  • Inadequately executed contracts, either with the agency supplier or directly with the individual or their limited company
  • Non-compliance with tax, legislation and regulations
  • Non-compliance with in-house processes including pre-engagement screening, rate negotiation/rate increases,  authorisation to recruit controls etc…
  • Co-employment/engagement – existing workers engaged on multiple projects with numerous clients that could cause a conflict of interest
  • Inaccurate information provided about employee benefits/compensation depending on the type of worker
  • Lack of knowledge transfer – contract workers who are less willing to pass on knowledge to maintain their contract status for lengthy periods of time

Therefore, a solid workforce management strategy is important in order to build and maintain safe and effective worker relationships and drive business performance!

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