The Complete View of Your Flexible Workforce

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As Your Finance, Procurement, Workforce and People & Culture Teams increasingly turn to the external workforce to address a quickly changing set of organizational needs, many find it difficult to achieve the comprehensive view of the flexible workforce they need to manage it more effectively. You will ask questions such as:

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• Who is working for you?

• What do they earn?

• Where are they located?

• Are they compliant?

• Are they meeting expectations?

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Without reliable answers to questions like these, it’s also difficult to determine which processes and controls should be in place.

 

What Is At Stake

 

Rising costs that may not be immediately apparent, for one - it is widely understood that the costs associated with flexible labor are relatively high, due to the effort involved in hiring and onboarding, not to mention the specialized oversight demanded by the non employee labor lifecycle. Rates and spend can also vary widely when the process is left solely at the discretion of hiring managers. Risk is another problem tightly associated with the flexible or non employee workforce - more transactions, more administrative processing and more oversight can contribute to heightened risk.

 

The good news is that not only is there more useful data available on the flexible workforce, but there are many more powerful tools for making sense of it. That’s where Fieldglass comes in.

 

A New Approach

 

Fieldglass offers a cloud based Vendor Management System that specializes in managing flexible, contingent, or non employee workforce. It is built to address everything from specific service arrangements to independent contractors, project or statement of work based consultants allowing Your Organization to create visibility on potential talent within the network and facilitate end to end management of temporary labor and service providers.

 

If your organization is increasingly relying on a flexible workforce to fill its workforce needs, a new approach may be called for.

 

 

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How Can SAPDAY Help Your Organization 

 

SAPDAY is widely recognized as the leader in workforce strategy, process and related technology implementations. We understand the organizational issues that drive workforce challenges and we know how to solve your contingent workforce issues and we know how to connect the dots between organizational strategy and contingent workforce management. Just as important, we are also leaders in SAP solution strategy and delivery, with deep experience working with Fieldglass. These are only a few of the reasons customers come to us for assistance with:

 

• Business case development, analysis of current state compliance levels, and future state cost saving modeling  

• Assessment of current business processes in light of future state objectives and desired outcomes

• Supplier and job profiles evaluation and rationalization toward standardization and consistent reporting

• Organizational process improvement framework with leading targets and operational metrics

• Strategic sourcing and negotiation strategy for contract labor and services spend

• Process and data improvement methodology with ongoing governance approach

• Organizational change readiness assessment and change management, communications, and tailored training activities

• End to end project and program management, including sustainment and support

• Enable integration of Fieldglass processes and data with your others systems, such as SuccessFactors for a total view of the workforce

 

Bottom Line Contingent Workforce Benefits

 

SAPDAY's Fieldglass implementation methodology allows Our Customers to:

 

• Improve controls and ability to track with an audit trail the entire contingent labor or non employee services lifecycle

• Obtain total visibility of the workforce and reporting details on non employee labor

• Manage vendor rates more effectively and create savings from sourcing and renegotiation 

• Reduce security risks via a more controlled off boarding process on contingent workers

• Gain better and more detailed visibility into contingent labor spend by type and location

• Better manage overtime through time sheet approvals and controls

• Automate and improve Vendor SLA compliance through time tracking, notifications, and alerts

• Reduce costs of purchase order transactional processing through automation

• Create process efficiencies through automation in on boarding and off boarding

 

How To Get More Value From Your Fieldglass Investment

 

We’ve helped Finance, Procurement, Workforce and People & Culture leaders across industries put Fieldglass to work in their organizations, and we’ve learned a few things along the way. Here are a few insights that may help you as you consider the path forward with Fieldglass:

 

Target Workforce Visibility

 

The most successful systems are often those that provide self service visibility. As a result, it’s easier to see and eliminate unnecessary or redundant contractors. Enhanced visibility also helps contractors and vendors self monitor performance and creates incentives for hiring managers to consider high performing, reliable vendors. Also, invest in analysis of trends and outliers and use that information to make strategic decisions moving the organization continuously forward towards better optimization.

 

Good Governance Produces "Benefits Realized"

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Time and time again, we see organizations that don’t have the proper levels of visibility and consistency of data when it comes to contingent labor spend. If that sounds familiar, it helps to gather, classify, and standardize the variations of contingent labor currently employed - including services, projects, contractors, and consultants. Establishing a single standardized “job catalog” can ensure comparability across agencies and facilitate purchasing for hiring managers.

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Focus On Contingent Workforce Process

 

Fieldglass can provide a much needed boost to your efforts to improve capabilities. But without the right processes in place, even the best technology can come up short. For example, adding organization specific controls, automation and integration into the on boarding and off boarding process requires mapping exact process steps and may involve different departments and/or systems. As a result, it is important to obtain a clear understanding on how the ancillary processes should be designed and sometimes changed to achieve those goals.

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Plan For Workforce Change

 

Hiring managers, program administrators, and external stakeholders such as vendors stand to benefit from the new capabilities introduced by Fieldglass, but only if they modify their own approaches in light of such capabilities. A successful transformation often involves the establishment of a program office to oversee and sustain the entire lifecycle. Plan to collaborate with internal and external stakeholders early in the process, providing them with the communications, training, and change management required to achieve the results you’re seeking.

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Case Studies

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1. SAPDAY helped Philips that spends over €500 Million annually in contingent labor determine whether it was worth investing in a contingent labor management program. As part of this work, we performed a broad cost benefit for the contingent labor process and spend, identifying an NPV of $62 Million and average three year Return on Investment of more than 700%

2. Verizon enlisted SAPDAY’s assistance to define and implement a complete contingent labor management program. This organizational and technology centric project involved the implementation of Fieldglass and integration with SAP Ariba and other SAP modules. In addition to the data exchange, we helped create a procurement portal that made seamless the end user navigation into the different systems from a usability standpoint

3. Siemens appointed SAPDAY to assist with the vendor management program covering their contingent workforce. Activities included analysis and negotiation of financial terms in contract renewals, negotiation and adjudication of performance standards/guarantees, financial analysis including rate setting and forecasting and ongoing plan performance and experience monitoring. SAPDAY also assisted with regulatory/compliance support, including processes related to enhanced workforce strategy and analysis

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Related offerings

 

• SAPAY Ariba Services

• SAPDAY Concur Services

• SAPDAY SuccessFactors Services

• SAPDAY S/4HANA Services

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