Contingent workers constitute a significant portion of a company’s workforce. Studies indicate that companies are increasingly employing temporary labor, consultants, independent contractors or Statement-Of-Work based projects/services for flexibility and scalability to deal with volatile and uncertain situations. Current drop in oil price is also driving Oil & Gas operators to be increasing reliant on contingent labor. Companies are tapping into external resource pools not only for the needed flexibility and cost, but also for getting the right talent for the job. The worlds of talent management and workforce management are converging, and a holistic approach is needed.

Managing contingent labor involves planning, sourcing, procuring, on-boarding, time tracking, payment processing and eventually offboarding. Industries in the energy and natural resources need special consideration to the asset management related processes.

Once on-boarded, some of the processes applicable for permanent workforce also apply in a similar way to the contingent labor. The processes involved in ensuring safety in workplace, training, monitoring, tracking etc.are very similar.

SAP is uniquely poised to deal with this challenge due to its strong foundation of enterprise applications, acquisition of Successfactors, Fieldglass, Ariba and Concur and, the cloud and network strategy powered by the in-memory HANA platform. We need to bring these solutions to work together in a meaningful way and provide an end-to-end solution to manage all processes
related to workforce and services.

How does your organization view workforce ? What are your pain points in managing workforce ? What challenges you anticipate in adopting a view of “Total Workforce” ? What are your thoughts on an ideal solution to total workforce ?

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