DEFINITION

Total Talent is a strategic workforce model that helps organizations consider, collaborate, design, engage and plan their holistic labor footprint.  This concept can be leveraged across all contingent workforce models as a start but can be elevated to include employee resources in addition to contingent.

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LABOR ENGAGEMENT DEFINITIONS:

Trying to define the various labor engagement channels that exist across your organization can be difficult without consistent definitions and understanding for when to leverage each.  TTM can help to craft a set of labor engagement definitions that helps outline the complexities, opportunities and appropriateness of each engagement type.

LABOR DECISIONING STRATEGY:

With added sourcing channel diversity comes added complexity for engagement mangers. Making the right decision on how to source the skills and resources for your business needs can be a complicated matrix of criteria.  TTM can help build a strategy that helps make the engagement decision more straight forward and optimized for how your business prefers to do work.

EXECUTIVE/AGILE COACHING: 

Building a talent strategy requires awareness to all the trends effecting talent and your ability to find the skills needed to thrive.  TTM can provide ongoing awareness and insight to the market trends impacting your business and the unique opportunities you have to appeal to talent.

ENGAGEMENT MANAGER TRAINING DESIGN:

One of the most important roles interfacing with your workforce often has the least amount of training on how to best interface with each type of worker.   TTM can help design training solutions that help your front-line resources understand the risks and uniqueness of engaging all types of labor.

TOTAL TALENT ROADMAP DESIGN:

The start to good Total Talent strategy begins with planning.  There are many considerations that go into planning your talent future requiring you to have not only have a long-term plan, but to also know how to perform and transform tactically to lead you to your Total Talent destination.   TTM can lead your talent brainstorming activities and help turn good ideas into a structured plan to take your organization to next level of talent differentiators.

POLICY/GOVERNANCE DESIGN:

The foundation to all workforce models is a strong governance model.  This is often delivered through a set of policies intended to define appropriateness of labor interactions and utilization while helping to mitigate common risks.  TTM can help to establish your policy by helping to define the critical components of labor management and how your company models expected business behavior.

DEFINITION

A term used to refer to the formal process of a company leveraging its own talent pool of known/quantified talent for the purposes of placing those resources into temporary roles to support the company.  This can be a much different engagement of contingent workers as compared to a traditional process that would leverage a staffing vendor network to recruit and identify talent on behalf of the client.

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TALENT PIPELINE DEVELOPMENT:

Direct Sourcing is all about finding the most viable populations of talent and making them accessible.  Some populations are better than others.  TTM can help develop strategies to target retirees, silver medalists, diverse talent, returners/redeployment and even brand attracted talent from your website of ATS.

TALENT POOL TECHNOLOGY EXPLORATION:

Having automation is essential to creating a high performing Direct Sourcing program.  understanding the various technology and how to best leverage it can be challenging.  TTM can help design your direct Sourcing technology roadmap, create go to market RFPs and even help manage your technology implementation.

DIRECT SOURCING PROGRAM OPTIMIZATION: 

Finding the right Direct Sourcing configuration for your business can be difficult.  TTM can help simplify the processes and focus on sustainable value add connections to talent.

DEFINITION

Freelancer refers to individuals who are self-employed and work with clients on a contractual basis.  These engagements are most often short term, task/deliverable based work.

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PROGRAM DESIGN AND IMPLEMENTATION:

Recognizing the value of the freelance workforce often stars with awareness and breaking traditional misconceptions of this workforce.  Organizations need to find the right application for this type of workforce and create an appropriate channel to manage the demand of engagements with the right risk controls in place.  TTM can help educate, explore, design and implement your ideal freelance strategy.

DEFINITION
Use of outside staffing/recruiting firms to identify individuals for specific resource/skill gaps.  These resources are most often full time, hourly workers employed by the staffing firm and taking daily direction from end client.  This engagement will create joint employment responsibilities that can be mitigated with the right processes and culture.

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PROGRAM OPTIMIZATION: 

Every workforce program has a wish list for enhancements. Prioritizing and initiating these projects takes some consideration.  TTM can help identify the best practices for your program and guide your efforts to deliver effective enhancements to your operational model.

VENDOR RATIONALIZATION/OPTIMIZATION: 

As your Workforce practices evolve, your need and alignment for external partners may change.  TTM can help tackle the redesign of your supplier network and introduce strategies for optimization.

DEFINITION
An engagement between a client and services provider capturing the outcome or deliverable to be completed and the terms in which govern the engagement.  These engagements can be structured as milestones, services, capacity or even consulting.

WAYS WE CAN HELP:

PROGRAM OPTIMIZATION:

SOW can be a challenging space to define and get adoption for centralized processes.  When optimized, SOW programs can better align the business users and partners to deliver agile talent services.   TTM can help evaluate your SOW process and find the hidden efficiency in your supply chain.