Contingent labor is being labeled as the new on-demand workforce. It comprises nearly 20% of the U.S. workforce, and projections place it at 30-40% in the near term. Additionally, 75% of executives in a report by a major consulting firm identified analytics as an important issue. However, only 8% believe their organizations are strong in this area. Companies without the right contingent workforce management data analytics and business intelligence (BI) strategy are at a competitive disadvantage, incurring additional cost and assuming unidentified risks. Also, stakeholders are unable to identify new business opportunities that capitalize on the many benefits that this unique workforce delivers. To address this paradigm shift, there are five pillars that comprise a successful and effective approach to data analytics and BI. These are applicable across any number of different use-case scenarios and industries, and they deliver tangible business results and value to Procurement and HR professionals.
Topics covered in this session included:
- How several Fortune 100 companies are leveraging data to deliver business results and value
- The keys to unlocking nascent data: the power of integration and consultation
- How to deploy a hybrid approach to analyze historical and contextual data
- The benefits of predictive analytics vs. descriptive analytics
- How to leverage advanced analytics to empower both economic and user buyers
Categories: 2016 Spring - Orlando, Summit Presentations
SRC Type: Talent Management