networking events allegis 4162015 webinar.pdfthe sig webinar will begin shortly. once the webinar...
Post on 05-Oct-2020
6 Views
Preview:
TRANSCRIPT
The SIG Webinar will begin shortly.
Once the webinar begins, the sound will come from your computer
speakers.
In the meantime, please take a look at the upcoming SIG networking events listed on the right side of your screen
and plan to join us if you are in one of these cities this fall.
NETWORKING EVENTS
GLOBAL SUMMITSOct 27-29, 2015 –
Huntington Beach, CA
SYMPOSIUMS
June 1 – Toronto, Canada
Sept 17 – Columbus, Ohio
REGIONAL ROUNDTABLES
Apr 29 – Chicago, IL
May 6 – Atlanta, GA
May 13 – Houston, TX
For more information and to register for all SIG events:
www.sig.org
For more information and to register for all SIG events:
www.sig.org
Engage with SIG and Earn Benefits!
Attend a Webinar or Town Hall Teleconference
Speak at a Summit, Symposium or Regional
Roundtable
Upload content into the SIG Resource Center
Refer a member & more!
RECENT POSTINGS
The SIG Career Network is
bursting with opportunities.
New jobs are posted daily by some of the best known global
companies in the world for those seeking careers in sourcing,
outsourcing, procurement and related functions.
For more information go to: www.sig.org/career-center.php
NEW to the Career Network!
• Travelers – posted April 10:
• Manager, Supplier Management
• NetApp – posted April 7:
• Global Souring Partner, Technology
• Knowledge Universe – posted April 7
• Sourcing Specialist
• Best Buy – posted April 6:
• Senior Manager, IT Sourcing - Software
• HBO – posted April 6:
• Procurement Analyst
• Huntington National Bank – posted April 3:
• Senior Souring Manager
• 3rd Party Management Analyst
• Sr. Mgr., 3rd Party Management Analyst
• Senior Business Analyst
• Adobe – posted April 3:
• Senior Sourcing Specialist
bit.ly/SIGLinkedIn @SIGinsights bit.ly/SIGfacebookbit.ly/SIGYouTube
Join the discussion in SIG’s Peer2Peer Resource program too!
Stay connected with other SIG members through various social media channels
SOCIAL MEDIA
bit.ly/SIGBlog
New Topic Each Week2:00 pm Eastern
(11:00 am Pacific)
Upcoming Free SIG Webinars:
April 21, 2015Campus Logistics: Calling on Strategic Sourcing and Procurement AssistancePresented by Canon Business Process Services
April 28, 2015The Next Frontier of Spend Management: Independent Contractors and FreelancersPresented by Fieldglass
April 30, 2015Defining Procurement’s Story to Inspire, Motivate and Lead ChangePresented by Denali Group
Register at www.sig.org
For more information and to register for all SIG events:
www.sig.org
Upcoming Town Hall Teleconference:
May 13th
Capturing Value Beyond Cost Savings
Presented by:
Kate VitasekUniversity of Tennessee
SIG Town Hall Teleconferences
bring a small group of buy-side ONLY attendees together for a facilitated
discussion on top-of-mind issues in an open-mic, private conversation.
Town Hall Teleconferences are NOT recorded.
Calendar of Town Hall Teleconferences
Taking place at 1:00 pm Eastern on the following dates:
February 11 August 12 April 8 September 9 May 13 October 14
June 10 November 11July 8 December 9
For more information and to register for all SIG events:
www.sig.org
SIG Symposiums and Regional Roundtables provide education and local networking for members and invited non-member corporate users
Symposiums 2015:
Minneapolis, MN – Mar 25
Toronto, Canada – June 1
Columbus, OH – Sep 17
New York, NY – Oct 15San Francisco Bay Area – Nov 10
Regional Roundtables 2015:
Chicago, IL – Apr 29
Atlanta, GA – May 6
Houston, TX – May 13
Washington, D.C. – Oct 1Raleigh, NC – Nov 5
For more information and to register for all SIG events:
www.sig.org
SIG Global Summits are semi-
annual events with 350-450
decision-makers in attendance
• Non-commercialized
• Hundreds of industry thought
leaders
• 70% buy-side
• 4-5 keynote sessions
• Global brands
• 3 days of networking
• CPO Roundtables
• Nearly 50 breakout sessions
69% of delegates are director level or above, of which 43% are VP/C-level
www.sig.org/fall15
Recent speakers include:
For more information go to: www.sig.org/siguniversity
Online certification program
Associate, Professional, Advanced Professional and Executive level courses
Modules with lessons, formative assessments, summative testing and final proctored exam
Certification good for 5 years
Interested in providing input?
Let us know!
For more information go to: www.sig.org/universityoutreach
Partnering with Universities
Introducing students to seasoned supply chain executives
Sharing thought leadership with students in class, SIG University courses and at SIG events
Giving access to internship and job postings on the SIG Career Network
Allowing students to get real world insight into supply chain careers
Finding tomorrow's supply chain professionals today
A Culture for Talent
Bruce Morton
Head of Innovation
How to dramatically improve the
performance and efficiency of your
Contingent Workforce
“The historical model was focused on filling capability
requirements by hiring people, full or part time, to
work for the company as employees, with the
accompanying expectations of an organizational livelihood
and career. ..”
* New research from Deloitte describing the current state of workforce planning
* New research from Deloitte describing the current state of workforce planning
“…the emerging challenge is to plan and design work for, and to
access, workforces of all types — on the balance
sheet, in joint ventures, in contract and outsourced
relationships, freelancers, and open source.”
Photography by Google Labs
Introducing…
I want to renegotiate
my social contract
The TALENTSUMER
THE GROWTH OF THE ‘INDEPENDENT’ WORKFORCE
Our projected compound annual growth rate (CAGR) from 2012-2022 is 4.6% for the U.S. temporary staffing market,
In 2009 MIT Sloan Study predicted that 50% of thesource of US workers would
be contingent by 2015.
The projected compound annual growth rate (CAGR) for
the U.S. temporary staffing market from 2012-2022 is
4.6%.
Shifts in the economy, talent shortages in
and geographies have accelerated our use of the
contingent workforce and it is expected to increase to 40
percent over the next 10 years.
WHY DO THEY CHOOSE TO WORK INDEPENDENTLY?
Source: Maven Link
Source: US Council on Competitiveness
TALENT-DRIVEN INNOVATION IS THE KEY DIFFERENTIATOR
PLUS … DIGITAL WORKERS
THE FIRST COMPUTER?
* Erik Brynjolfsson, co-author of Race Against the Machine: How the Digital Revolution is Accelerating Innovation, Driving Productivity, and Irreversibly Transforming Employment and the Economy,
Telemarketers
Title Searchers
Math Technicians
Underwriters
Library Technicians
Tax Preparers
Accounts Clerks
Data Entry Keyers
Insurance Appraisers
Umpires
TOP 10 JOBS IN DANGER OF BEING DIGITALIZED
THE NEW WORLD OF WORK
BRICKS
Collaborative Workspaces, Office, Home
FM
BYTES
Unified, Enabling
Technologies
IT
BEHAVIOUR
Training, Culture, Support
HR
Contingent Worker Value
Proposition
CWVP COMPONENTS
Arm recruiters with insight into the company and how
to share the client’s compelling story
Mobile-enabled micro website that captures
client’s compelling contractor story and shares it through engaging media
Promote the microsite and toolkit to the supplier base
and hiring leaders
Track usage of microsite by candidates and supplier
base
Feat
ure
s:
Recruiter Toolkit
Increased control of brand message through
supplier baseIncreased cultural insight
Company cultural insight videos
Tone of voice document Client location FAQ
Microsite
Insight into contractor value proposition
Delivers consistent brand message to candidates
Builds brand in talent pool
Contractor insight videosInfographic
Helpful items
Promotion
Educates hiring managers regarding Contractor
Value PropositionDrive supplier adoption
Introduction videoEmail campaign
Analytics
Measure utilizationTrack supplier adoption
Site visitsTime spent on siteSupplier utilization
Ben
efit
s:O
verv
iew
:
28
Features
Supplier Landing Page
Supplier – Tone of Voice Doc
A Culture for Talent 30
Candidate Landing Page
A Culture for Talent 31
Candidate Infographic (depicting value proposition)
FeaturesCandidate – Helpful Items
What do you need to know?
• Understand the various cohorts of workers and their
motivations
• Workforce Design v Workforce Planning
• How do we get ‘stuff’ done?
• How does ‘work’ work?
• What channels are we exploiting to attract new talent?
“How easy do we make
it for our people to do great work?”
bmorton@allegisglobalsolutions.com
Twitter - BruceTalent
Q & A
Linkedin.com/in/brucemorton
Bruce Morton
top related