In the gig economy, external labor is growing. Companies need to manage those employees, and having a total view of both internal and external workers can provide benefits.
When human resource departments think about a company’s workforce, they are typically focused on the full- or part-time employees that exist on a permanent basis and fit nicely into an HR system like SAP® SuccessFactors®. However, those employees aren’t the only ones providing work for most organizations—non-payroll external workers including contingent labor, SOW workers, independent contractors and freelancers may often make up a substantial portion of a company’s total headcount. To support those other external workers, SAP provides a holistic offering called Total Workforce Management.
From a software standpoint, SAP Total Workforce Management is the integration of SAP Fieldglass—SAP’s contingent labor procurement and management tool—with SuccessFactors Employee Central in order to create a comprehensive view of all the people that provide work to a company. This typically comes down to being able to produce complete headcounts and a better view of spend, but there is more to total workforce tracking then just people numbers and spend —other items such as training, education, site tagging, onboarding/off-boarding and equipment provisioning for those contingent laborers are also major organizational pains that Total Workforce Management attempts to control.
The Total Workforce View
Fieldglass provides customers with a centralized system to keep track of all contingent workers. Companies who don’t run systems like Fieldglass typically have disparate records, kept within departments, on who is being hired to do what for which project. That makes it tough to keep track of the spend and headcounts overall. Fieldglass customers are able to capture that information and provide accurate reports on external labor.
Integration with SuccessFactors takes this a step further—it brings external worker information into the core HR system to combine it with the internal worker data and position information. That allows an organization to match HR position profiles with requisition requests and eventually create a contingent worker profile—similar to an […]