We are all feeling the labor crunch. It’s hard to recruit, train, retain and make progress all at the same time. All of these labor challenges boil down to the fact that we are tasked with developing a rapport AND a system of accountability with the workers that ultimately determine our success. At nGROUP we have taken on such challenges and created a labor model with specific tools and competencies that maintains flexible staffing while delivering the performance and quality that companies seek – with less sweat.
During the recent Council of Supply Chain Management Professional’s Conference (CSCMP), I had the pleasure to attend a breakout session conducted by Scott Graves, a PhD candidate at the University of Iowa. Graves presented his research on the pros and cons of Onsite Outsourcing – what we at nGROUP call Insourcing.
If you are like me, you are elated to hear the introduction song to Monday night football; look forward to ESPN’s College Game Day and get a little upset when the Fantasy Football app doesn’t work. As hard as I work during the course of the week, I look forward to pulling for my favorite teams during the weekend and recharging for the next week’s challenges.
For many companies, third quarter is a time to review contract renewals for the upcoming year. In the case of labor-intensive operations, this often means renegotiating staffing agency contracts. If you are heading to the negotiating table, here are some things to consider BEFORE you sign.
At nGROUP we offer cost savings and labor efficiency guarantees. In meeting with potential clients, these guarantees are often greeted with skepticism and a questioning “what’s the catch” kind of look. There is no catch. Simply put, we enter into a performance partnership with our clients with a solid agreement that spells out our goals.
1. Greater Flexibility
WPO provides greater flexibility in meeting demand. Companies are no longer paying for labor that is idle or underutilized when production demands wane. It is the WPO provider’s responsibility to manage headcount both up and down. Most managers are reluctant to reduce headcount when demand wanes. Even when temporary labor is utilized, many managers will tend to keep more people than is needed. A WPO has the capability to ramp headcount up and down much more effectively.