The most recent KellyOCG case studies

• $2.3M in cost avoidance boosts global firm’s training and conference center capabilities

  Business Process Outsourcing

• A leading global innovator of technology partners with Kelly to create a completely virtual contact center

  KellyConnect

• A Prominent Global Electronics Manufacturer Saves Money and Key Talent with BPO Solution

  Business Process Outsourcing

• Auto supplier engages BPO solution to meet workforce challenges and streamline distribution service operations

  Business Process Outsourcing

• BPO partnership with a leading global manufacturer of consumer goods delivers cost savings up to $500K annually

  Business Process Outsourcing

• Duke University leverages HR Consulting to launch the first global MBA

  Human Resources Consulting

• Eli Lilly Italia achieves outstanding results through end-to-end RPO model

  Recruitment Process Outsourcing

• Eye care giant retains its skilled workforce and boosts productivity

  Business Process Outsourcing

• Flexible RPO Solutions for new GE Money Call Center in Guatemala

  Recruitment Process Outsourcing

• Food Giant turns to BPO to Transform Testing Labs

  Business Process Outsourcing

• Fortune 100 consumer products leader saves $7.5M outsourcing mailroom

  Business Process Outsourcing

• GE Healthcare Integrates Transactional LEAN

  Recruitment Process Outsourcing

• GE Money RPO program reaches ten year anniversary - non exempt through hiring success

  Recruitment Process Outsourcing

• Global healthcare provider increases contact center efficiency through BPO

  Business Process Outsourcing

• Global semiconductor manufacturer sees significant improvements in workforce model

  Business Process Outsourcing

• Green Packet taps into Gen Y through social recruiting

  Recruitment Process Outsourcing

• Infineon Transforms Recruitment Outcomes Through RPO

  Recruitment Process Outsourcing

• KellyOCG drives process, quality and efficiency improvements for a leading medical device training and research facility

  Business Process Outsourcing

• KellyOCG significantly improves an existing workforce model

  KellyConnect

• Major IT Company Leverages BPO to Streamline Cross-Border Transportation

  Business Process Outsourcing

• Major Software Company Saves Big Through Project BPO

  Business Process Outsourcing

• Medical Devices Company sources 200 Bilingual Staff through RPO

  Recruitment Process Outsourcing

• Pharma Giant Saves $1M Through Contingent Workforce Management

  Contingent Workforce Outsourcing

• Pharma Giant turns to RPO for Sales Force Restructuring

  Recruitment Process Outsourcing

• Pharmaceuticals Leader Saves Millions A Year Through Customized MSP Solution

  Contingent Workforce Outsourcing

• Software company reaps rewards from global outsourcing partnership

  Business Process Outsourcing

• Sustainability and breadth of service rule a unique outsourcing relationship

  Recruitment Process Outsourcing

• Talecris Plasma Resources Achieves Dramatic Results through RPO

  Recruitment Process Outsourcing

• Total quality management solutions and process improvement initiatives ensure program success

  Contingent Workforce Outsourcing

• Vendor-neutral management program saves global travel company $1.8M in first year

  Contingent Workforce Outsourcing

The most recent KellyOCG reports

• 2012 Global Market Brief and Labor Risk Index

  

  The Global Market Brief & Labor Risk Index is jointly developed by KellyOCG, the Outsourcing and Consulting Group of human resources provider, Kelly Services and Eurasia Group, the global political risk consultancy. The report, a proprietary blend leveraging Kelly’s labor market knowledge with Eurasia Group’s expertise in political and socio-economic risk analysis, delivers a groundbreaking resource for companies as they assess market investments and global labor strategies.

• Asia-Pacific Career Guide

  The Asia-Pacific Career Guide gives insight into the world of employment outlook and opportunities for the next-in-line managers across the APAC region.

• E.U. Employment Restructuring Report - Q2 2012

  The Employment Restructuring Report is compiled using publicly available data from official, private and not-for-profit organizations. In general, this Report utilizes the BLS definition for ‘mass layoffs’, (establishments which have at least 50 initial claims for unemployment insurance filed against them during a 5-week period). Job creations and layoffs are associated with their date of announcement, not the scheduled completion date.

• E.U. Employment Restructuring Report - Q3 2011

  

  The Employment Restructuring Report is compiled using publicly available data from official, private and not-for-profit organizations. In general, this Report utilizes the BLS definition for ‘mass layoffs’, (establishments which have at least 50 initial claims for unemployment insurance filed against them during a 5-week period). Job creations and layoffs are associated with their date of announcement, not the scheduled completion date.

• E.U. Employment Restructuring Report - Q3 2012

  The Kelly Restructuring Index is compiled by Kelly Outsourcing Group, a division of Kelly Services. It aims to provide a summary of the leading factors contributors to labor and hiring conditions in the relevant markets, with a special focus on up-to-date layoffs and job creation statistics. It is compiled from publicly available data from official, private and not-for-profit organizations.

• E.U. Employment Restructuring Report - Q4 2012

  The Kelly Restructuring Index is compiled by Kelly Outsourcing Group, a division of Kelly Services. It aims to provide a summary of the leading factors contributors to labor and hiring conditions in the relevant markets, with a special focus on up-to-date layoffs and job creation statistics. It is compiled from publicly available data from official, private and not-for-profit organizations.

• E.U. Employment Restructuring Report Q1 2013

  The Kelly Restructuring Index is compiled by Kelly Outsourcing Group, a division of Kelly Services. It aims to provide a summary of the leading factors contributors to labor and hiring conditions in the relevant markets, with a special focus on up-to-date layoffs and job creation statistics. It is compiled from publicly available data from official, private and not-for-profit organizations.

• European Career Guide

  The European Career Guide gives insight into the world of employment outlook and opportunities for the next-in-line managers across the EMEA region.

• Forging Successful Partnerships with an Outsourcing Provider

  

  KellyOCG and the Henley Centre for Customer Management at Henley Business School undertook a year-long study to identify the repeatable characteristics of successful outsourcing provider partnerships. They reviewed and analyzed the most respected publications on the topic of service agreements, and conducted in-depth interviews with over a dozen senior executives from outsourcing providers and client companies. The findings are crystallized here in a 15-minute primer for senior executives.

• How to Attract and Retain Talent - An Industry Perspective on Financial Services

  One thing is clear: not all employees are the same. For some, it’s all about flexibility and personal growth and advancement. For others, like those in the Financial Services industry, it’s more about measurable, financial outcomes—sharing in the benefits of what they help create.

• How to Attract and Retain Talent - An Industry Perspective on IT

  While there are some sweeping worker trends witnessed across all industries, one thing is clear: not all employees are the same. For some, like those in the IT industry, an innate attraction to innovative projects and a call for a competitive salary and benefits package rank high on the list.

• How to Attract and Retain Talent - An Industry Perspective on Life Sciences

  Different industries have different workforces; those workforces have unique attitudes and motivators that attract them to certain organizations, keep them engaged in their work, and, ultimately, keep them loyal to their respective organizations. Our results confirm that one thing is clear: not all employees are the same. For some, like those in the Life Sciences industry, it’s about empowerment, innovation, personal values, and the opportunity to give back.

• How to Attract and Retain Talent - An Industry Perspective on Natural Sciences

  One thing is clear: not all employees are the same. For some, like workers in the Natural Resources sector, a reputation for innovation, a challenging work environment, and advancement opportunities are key.

• Q1 2011 Global Market Brief and Labor Risk Index

  

  A proprietary blend of Kelly's labor market knowledge with Eurasia Group's expertise in political and socio-economic risk analysis. With detailed insights for 55 of the world's most important economies, this is a groundbreaking resource for companies as they assess market investments and global labor strategies.

   

• Q1 2012 - Global Talent Market Quarterly

  

  The Global Talent Market Quarterly provides a summary of the current economic and labor market conditions around the world and gives insight into how they might impact you.

• Q1 2013 - Global Talent Market Quarterly

  

  The Global Talent Market Quarterly provides a summary of the current economic and labor market conditions around the world and gives insight into how they might impact you.

• Q2 2011 Global Market Brief and Labor Risk Index

  

  A proprietary blend of Kelly's labor market knowledge with Eurasia Group's expertise in political and socio-economic risk analysis. With detailed insights for 55 of the world's most important economies, this is a groundbreaking resource for companies as they assess market investments and global labor strategies.

• Q2 2012 - Global Talent Market Quarterly

  

  The Global Talent Market Quarterly provides a summary of the current economic and labor market conditions around the world and gives insight into how they might impact you.

• Q2 2013 - Global Talent Market Quarterly

  

  The Global Talent Market Quarterly provides a summary of the current economic and labor market conditions around the world and gives insight into how they might impact you.

• Q3 2011 - Global Talent Market Quarterly

  

  The Global Talent Market Quarterly provides a summary of the current economic and labor market conditions around the world and gives insight into how they might impact you.

• Q3 2012 - Global Talent Market Quarterly

  

  The Global Talent Market Quarterly provides a summary of the current economic and labor market conditions around the world and gives insight into how they might impact you.

• Q3 2012 Global Market Brief and Labor Risk Index

  

  The Global Market Brief & Labor Risk Index is jointly developed by KellyOCG, the Outsourcing and Consulting Group of human resources provider Kelly Services Inc., and Eurasia Group, the global political risk consultancy. The report, a proprietary blend leveraging Kelly’s labor market knowledge with Eurasia Group’s expertise in political and socio-economic risk analysis, delivers a groundbreaking resource for companies as they assess market investments and global labor strategies.

• Q4 2011 - Global Talent Market Quarterly

  

  The Global Talent Market Quarterly provides a summary of the current economic and labor market conditions around the world and gives insight into how they might impact you.

• Q4 2012 - Global Talent Market Quarterly

  

  The Global Talent Market Quarterly provides a summary of the current economic and labor market conditions around the world and gives insight into how they might impact you.

• Q4 2012 Global Market Brief and Labor Risk

  

  The Global Market Brief and Labor Risk Index is jointly developed by KellyOCG, the Outsourcing and Consulting Group of human resources provider Kelly Services Inc., and Eurasia Group, the global political risk consultancy. The report, a proprietary blend leveraging Kelly’s labor market knowledge with Eurasia Group’s expertise in political and socioeconomic risk analysis, delivers a groundbreaking resource for companies as they assess market investments and global labor strategies.

• Talent Market Update - APAC 2012

  

  In this report, we examine the trends and indicators that are shaping the economic and labour market outlook for the Asia-Pacific region over the next two to three years. We provide updates on major legislative changes, population and demographic profiles, as well as our insights into the overall labour market.

• Talent Market Update - EMEA 2011

  

  Mature, traditional economic strongholds are being challenged by new, emerging economies. Younger, skilled workforces from the east are finally gaining access to protected labor markets in the west. Governments are taking action to maximize workforce participation and it’s easier than ever for workers to move freely across borders.

  Whether you’re operating in all of these markets, or just one, this report might just show you another side of the region you think you already know.

• The New Workforce - Insights Into the Free Agent Workstyle

  

  Packed with key research, this report explores the detailed results of the Kelly Services 2011 ‘Free Agent’ survey, which collates the responses of more than 1,800 workers across the U.S. In a graphical format, we provide new insights into the free agent workstyle, discuss what the future holds for workers and employers, and provide recommendations on how employers can capitalize on the rapidly growing free agent trend.

• The Supply Chain of Talent

  

  This report summarizes the results of research undertaken by the Human Capital Institute (HCI) and Kelly Services to explore how Supply Chain Management principles can effectively be applied to Talent Management strategy in this challenging environment. Our research included a survey of 280 talent-management executives and professionals in HCI member organizations in spring 2011.

  The survey explored how organizations understand and source talent, as well as their satisfaction with these processes and results.

• U.S. Employment Restructuring Report - Q2 2012

  The Employment Restructuring Report is compiled using publicly available data from official, private and not-for-profit organizations. In general, this Report utilizes the BLS definition for ‘mass layoffs’, (establishments which have at least 50 initial claims for unemployment insurance filed against them during a 5-week period). Job creations and layoffs are associated with their date of announcement, not the scheduled completion date.

• U.S. Employment Restructuring Report - Q3 2011

  

  The Employment Restructuring Report is compiled using publicly available data from official, private and not-for-profit organizations. In general, this Report utilizes the BLS definition for ‘mass layoffs’, (establishments which have at least 50 initial claims for unemployment insurance filed against them during a 5-week period). Job creations and layoffs are associated with their date of announcement, not the scheduled completion date.

• U.S. Employment Restructuring Report - Q3 2012

  The Kelly Restructuring Index is compiled by Kelly Outsourcing Group, a division of Kelly Services. It aims to provide a summary of the leading factors contributors to labor and hiring conditions in the relevant markets, with a special focus on up-to-date layoffs and job creation statistics. It is compiled from publicly available data from official, private and not-for-profit organizations.

• U.S. Employment Restructuring Report - Q4 2012

  The Kelly Restructuring Index is compiled by Kelly Outsourcing Group, a division of Kelly Services. It aims to provide a summary of the leading factors contributors to labor and hiring conditions in the relevant markets, with a special focus on up-to-date layoffs and job creation statistics. It is compiled from publicly available data from official, private and not-for-profit organizations.

• U.S. Employment Restructuring Report Q1 2013

  The Kelly Restructuring Index is compiled by Kelly Outsourcing Group, a division of Kelly Services. It aims to provide a summary of the leading factors contributors to labor and hiring conditions in the relevant markets, with a special focus on up-to-date layoffs and job creation statistics. It is compiled from publicly available data from official, private and not-for-profit organizations.

The most recent KellyOCG webcasts

• Preparing for automatic enrolment in the UK

  Join Kelly on June 17th at 1:00 p.m. GMT for a webcast that aims webcast aims to provide information for those in the UK on preparing for auto-enrolment with guest speakers from NEST and Towers Watson.

• 4 Reasons to Improve Employee Engagement

  With all the numbers and statistics that pass across executives’ desks, it’s no wonder the employee engagement score feels like one drop in a very large ocean.

  But it’s not. Employee engagement is a business measure like no other. In this webcast, we will share 4 reasons to improve employee engagement as well as tips to get you started.

• Help Them Grow or Watch Them Go - The Career Development Imperative

  Study after study confirms that career development is the single most powerful tool managers have for driving retention, engagement, productivity and results. Nevertheless, it’s frequently the thing that gets sidelined. When asked, the number one reason managers give is that they just don’t have time. Don’t have time for the meetings, the forms, and the administrative hoops.

  Kaye and Morga will identify three broad types of conversations that have the power to motivate employees more deeply than any well-intentioned development event or process during this webcast.

  This program, has been approved for 1.0 (General) recertification credit hours toward PHR, SPHR and GPHR recertification through the HR Certification Institute. Please be sure to note the program ID number on your recertification application form. For more information about certification or recertification, please visit the HR Certification Institute website at www.hrci.org.

• Preparing for Pensions Automatic Enrolment in the UK

  Join Kelly on March 13th at 12:00 p.m. GMTfor a webcast that aims webcast aims to provide information for those in the UK on preparing for auto-enrolment with guest speakers from NEST and Towers Watson.

• The Autonomous and Empowered Workforce

  Join Lance J. Richards and Megan Raftery of Kelly Services as they explore the changing attitudes of workers surrounding job mobility, career progression and work-life balance as part of a shift to a more autonomous, empowered and highly virtual workforce.

• Attracting, Retaining and Managing Top Talent

  The 2012 Kelly Global Workforce Index shows that most workers feel under-valued, and frequently think about resigning—and this is a major issue for employers as they seek greater productivity from their people.

  This webcast will help employers who are looking to increase retention and find solutions to their talent management challenges by helping them understand: - Employees seek movement to gain skills and develop; - Happiness at work is linked to the meaning they derive from it; - Meaning at work is largely about an individual’s ability to excel.

  *Note -- this webcast is from 9:00 a.m. - 10:00 a.m. SGT

• The Leadership Disconnect

  Join Megan Raftery and Lance J. Richards as they take a closer look into the issue of leadership in the contemporary workplace from the employee perspective. Explore with them the way that workers think about the quality, direction, and style of leadership, and the degree to which they share the goals of those who head their organizations.

• The STEM Talent Gap

  Join Tim McAward, VP, Centers of Excellence - Engineering and Megan Raftery, Sr. Manager, Workforce Research & Intelligence of Kelly Services for a webcast on The STEM Talent Gap.

  They may be relatively small in number, but they pull more than their fair share of economic weight. Amid higher unemployment and economic turmoil, we need them now more than ever. STEM jobs (roughly 97 occupations that fall into the science, technology, engineering and mathematics fields) are part of a critical cycle of economic growth. Unfortunately, there are a number of factors that are inhibiting new entrants to STEM fields and luring existing participants away to others. Learn more about these forces and what employers can do today to turn the tide.

• Key Findings, KGWI: The Rise of Social Media for Personal and Professional Use

  Join Todd Wheatland, VP, Head of Thought Leadership & Marketing and Megan Raftery, Sr. Manager, Workforce Research and Intelligence - Kelly Services for a webcast on the key findings of the 2012 Kelly Global Workforce Index release on The Rise of Social for Professional and Personal Use.

  The explosion of social media across the globe has transformed personal communications and opened up myriad of opportunities for interaction across communities, regions and peer groups. Along with the opportunities come challenges, nowhere more so than in the workplace. The spontaneous and free-ranging character of social media can sit uneasily in a work setting.

• 5 Ways to Improve Your Recruitment in Asia-Pacific: Key Findings Webcast

  Join us for webinar on 5 ways to improve your recruitment in Asia-Pacific. During this webcast we will help you to understand: What Motivates your Employees; How do you Measure Candidate Quality; How to Recruit the Right Candidate in a Growing Market; Finding the Right Balance for Your Workforce – Permanent Employees vs. Contingent and Temporary Labour; and the Five Things you can Focus on to Improve Your Overall Candidate Experience.

• Executive Briefing, Kelly Global Workforce Index: Key Findings

  Join Lance J. Richards, GPHR, SPHR - VP Office of Innovation and Jason S. Morga, PHR - Senior Director, Americas Marketing of Kelly Services for an executive briefing on the key findings of the 2012 Kelly Global Workforce Index.

  The 2012 Kelly Global Workforce Index shows that most workers feel under-valued, and frequently think about resigning—and this is a major issue for employers as they seek greater productivity from their people.

• The Employment Gap: Exploring Employee vs. Employer Expectations

  This webcast, delivered by Alan Edwards, Vice President and Product Leader, Kelly Services, will discuss the new dynamics of work—addressing the perceptions versus realities of employment expectations. Highlighting the growing perception gap between employee and employer expectations related to employment, we will provide specific metrics and trends around employment in the Southeast.

• Attracting and Retaining Talent in a Challenging Economy

  Join Zachary Misko, Vice President and Market Development Lead, KellyOCG RPO and multi-million copy best-selling author, Dr. Bob Nelson (1001 Ways to Reward Employees), at 1:00 p.m. ET for a power-packed session that will show you the best strategies and practices for attracting and retaining top talent today. A stunning 84% of current employees report that they will change employers in 2011 (CNN Money), which includes 25% of your top performers according to the Harvard Business Review. Are you ready for that?

  * This program has been approved for 1.0 (General) recertification credit hours toward PHR, SPHR, and GPHR recertification through the HR Certification Institute. For more information about certification or recertification, please visit the HR Certification Institute website at www.hrci.org 

• MSP Program Essentials for Europe, Part 3: Business Case and Readiness

  Join KellyOCG on December 6, 2011 at 2:00 PM CEST (Paris, France) for the third of a 3 part series explaining the basics of MSP programs for European markets. Ideal for companies just beginning to explore MSP solutions and/or VMS technologies for enhanced contingent labor management.

  Part 3 articulates the business case for MSP and helps to determine your readiness.

• MSP Program Essentials for Europe, Part 2: Sourcing Models

  Join KellyOCG on November 15, 2011 at 2:00 PM CEST (Belgium) for the second of a 3 part series explaining the basics of MSP programs for European markets. Ideal for companies just beginning to explore MSP solutions and/or VMS technologies for enhanced contingent labour management.

  Part 2 discusses the different sourcing models in use and how to integrate with MSP strategy.

• Understanding the Multigenerational Workforce

  Learn why talent is dwindling and get a detailed profile of those that comprise the contemporary workforce. Hear the challenges employers face, and the suggestions for recruiting and retaining top talent.

• MSP Program Essentials for Europe, Part 1: The What, Who, and Why of MSP

  Join KellyOCG on October 18, 2011 at 2:00 PM CEST (Belgium) for the first of a 3 part series explaining the basics of MSP programs for European markets. Ideal for companies just beginning to explore MSP solutions and/or VMS technologies for enhanced contingent labour management.

  Part 1 explains what an MSP can do for your company and why it’s important.

• The New Workforce: Insights into the Free Agent Workstyle

  In the past three years the percentage of workers in the U.S. that classify themselves as ‘free agents’ has jumped 70%. In this webcast we take a closer look into this world of non-traditional work and offer insights into how companies are creatively tapping into this flexible workforce; how effectively they are leveraging the flexibility it offers; and what you can do to get started if you haven’t yet developed a talent strategy that includes free agents.

• The Global RPO Report 2011

  Join KellyOCG at 10:00 a.m. ET on July 26, 2011 for the launch of the Global RPO Report 2011. Building on the market evolution over the past three editions, this year's survey analyzes the key trends in Recruitment Process Outsourcing. The survey sample includes more than 600 respondents from across the globe.

  Recruitment Process Outsourcing

• Wage and Hour Compliance: Session Two - The Issues (June 9)

  In case you can't make our June 7, 2011 recording, we're offering this second live recording as an alternative. The 45 minute presentation will feature the same content as the June 7 recording, however due to the nature of having a different live audience, the Q & A session will be one-of-a-kind!

• Wage and Hour Compliance: Session Two - The Issues

  Part two of the Wage and Hour Compliance Series, Session Two - The Issues, will give you a legal explanation of the top 10 issues employers will face, including travel time, rest and meal periods, donning and doffing, waiting time, training and orientation, etc.

• Wage and Hour Compliance: Session One - The Impact (May 12)

  In case you can't make our May 10, 2011 recording, we're offering this second live recording as an alternative. The 45 minute presentation will feature the same content as the May 10 recording, however due to the nature of having a different live audience, the Q & A session will be one-of-a-kind!

• Wage and Hour Compliance: Session One - The Impact

  Is your organization at risk? At both the state and local levels, enforcement of wage and hour laws has increased dramatically during the past 18 months. In fact, the federal government has added hundreds of new investigators to focus on FLSA (Fair Labor Standards Act) issues. Alleged misclassification of employees, as well as government enforcement litigation, is widespread throughout today’s modern workforce. Many uninformed employers will face significant financial exposure and risk if they continue heading down this path. Are you informed on this critical issue? Are your compliance programs state-of-the-art?

• Q2 2011 Global Market Brief & Labor Risk Index - Launch

  Eurasia Group Global Macro Analyst, Willis Sparks discusses regional highlights from the Q1 2011 Global Market Brief and Labor Risk Index. The report, a proprietary blend leveraging Kelly’s labor market knowledge with Eurasia Group’s expertise in political and socio-economic risk analysis, delivers a groundbreaking resource for companies as they assess market investments and global labor strategies market investments and global labor strategies.

• Executive Overview Q1 2011 Global Market Brief & Labor Risk Index

  The Q1 release of the Global Market Brief and Labor Risk Index will be launched on Tuesday, February 1, 2011 with the Executive Overview webcast scheduled for 10:00 a.m. EST. The webcast will be delivered by Eurasia Group Global Macro Analyst, Willis Sparks and hosted by KellyOCG Senior Director, Global Marketing Lead, Todd Wheatland. The webcast will provide regional highlights of factors affecting labor across the globe.
  
  The website will be hosted on the KellyOCG Brighttalk webcast channel and will be available “on-demand” immediately following the live recording.

• Freelancer als Phänomen der modernen Arbeitswelt (in German)

  In der modernen Arbeitswelt – und insbesondere im Bereich IT - spielen Freelancer eine immer größere Rolle. Auch wenn große Konzerne Freelancer häufig nicht mehr direkt beauftragen, so werden sie doch über die Kooperation mit Dienstleistern zu einem wesentlichen Teil der interaktiven Wertschöpfung. Kurzum: Freelancer werden immer mehr zu zentralen Lieferanten externen Wissens und flexibilisieren damit die unternehmerischen Kapazitäten. Prof. Dr. Stephan Kaiser, Leiter des FlinK-Projektes an der Universität der Bundeswehr München, und Stephan Menge, Senior Sales Manager bei access KellyOCG verraten, was Sie bei der Zusammenarbeit mit Freiberuflern beachten müssen.

• Recruitment Strategies - Present and Future

  Learn how the ever-changing world of recruiting has been impacted by technology, candidate lifestyles and the internet and what companies can do to compete for talent today. We will review the evolution of the candidate and how to stay ahead in the talent acquisition game, using the internet, technology and process enhancement, like LEAN.

  Recruitment Process Outsourcing

• Un MSP our gérer vos besoins d'Assistance Technique et d'Interim (in French)

  Vendor Neutral, Master Vendor, On-site management, Managed Services Provider (MSP), Vendor Management System (VMS)… Autant d'acronymes de plus en plus utilisés par les Prestataires pour parler de gestion centralisée de vos « ressources non-permanentes », à savoir l'Assistance Technique et l’Intérim. Derrière ces concepts se cachent des solutions innovantes et efficaces, mais dont les objectifs peuvent être très différents. Afin d'y voir plus clair, Stéphane Pecqueur de Kelly Outsourcing & Consulting Group vous présentera les particularités de chaque modèle et leurs bénéfices pour votre organisation. Il partagera aussi les grandes tendances qui émergent sur ce marché, en France et en Europe. Ce Webinar en français est gratuit et ouvert à tous, Directeur Achats, Acheteur de Prestations Intellectuelles et de Services RH, Responsable Ressources Humaines...

• Executive Overview Q4 2010 Global Market Brief & Labor Risk Index

  Eurasia Group Global Macro Analyst, Willis Sparks discusses regional highlights from the Q4 Global Market Brief and Labor Risk Index. The report, a proprietary blend leveraging Kelly’s labor market knowledge with Eurasia Group’s expertise in political and socio-economic risk analysis, delivers a groundbreaking resource for companies as they assess market investments and global labor strategies market investments and global labor strategies.

• Seven Seismic Shifts - Trends driving increased RPO consideration

  Think about change. Embrace it or not, it remains the one true constant - leaving HR professionals in a constant struggle to balance cost, quality and timeliness of hire effectively. Join this webcast for insight to seven major trends that are compelling many of your HR peers to seriously consider Recruitment Process Outsourcing.

       

The most recent KellyOCG White Papers

• 4PLs - More Bureaucracy or Strategic Change Agent

  

  4PLs are rapidly consolidating their place in the world of supply chain optimization. Yet, when you stand back and look at the list of benefits they claim to come with, it can almost sound too good to be true.The first step in sorting the facts from the fiction, is by asking the right questions, and this paper will help you do so.

  Business Process Outsourcing

• 5 Ways to Improve Your Recruitment in Asia-Pacific

  Although the labour market varies widely across the Asia-Pacific region, in key markets with talent shortages, several key motivators to attract and retain employees can be found. These have less to do with skills and experience and much more to do with the value that employees perceive they have—both within and outside of the organization.

• 7 Ways to Attract, Engage and Inspire Talent

  

  As one of the modern era’s most disastrous economies for employment wobbles back into growth, you would have thought the global workforce would be content with finding itself facing a 1950s-esque situation: long-term employment with predictable benefits and a retirement plan. Instead, people are defining their careers in terms of personal mobility and changing what it means to be professionally secure. The results of the Kelly Global Workforce Index show that all over the world, people are incorporating new factors and metrics into their definitions of what makes for a successful career and an acceptable workplace. Chief among them is the motive to change jobs when skills and professional development are at stake.

• A Holistic View of Talent

  

  Demand for talent is becoming harder to predict. So, in addition to leveraging the Talent Market analytics that are now available, we must also adapt and evolve our practices constantly. Just how well is your organization doing with this?

• Are CEOs Expected to be Magicians

  

  The expectations placed on the shoulders of the modern chief executive officer (CEO) have never been greater. Company boards, shareholders and customers all look to the CEO to perform exceptional feats. Whether it’s turning around a sick company, revitalising the share price, undertaking a merger or acquisition (M&A), or redefining the business strategy, the CEO is under immense and sustained pressure to perform. Often, where the focus is an ailing organisation, the timeframe allowed for a turnaround is relatively small -perhaps only a year or two before the support of the board, and shareholders evaporates.

• Asian Outlook 2011 - CEO Perspectives

  

  "I have been in business in Asia for the past 30 years and in all my time I never received such mixed feedback about the future as I have recently. The aim of these CEO interviews was to get a quick pulse reading on what CEO’s in Asia thought about their business in 2011 and what they viewed as major opportunities and challenges. It seems that we all, have bits of information ...almost like parts of a puzzle but it is anybody’s guess as to what lies ahead for us in 2011. There are too many variables, distractions and opposing bits of information. What can we do in such times? And are senior leaders of organizations willing to admit that they don’t really know what lies ahead?..."

  Executive Search

• Asian Outlook 2012 - CEO Perspectives on Business and Talent

  

  This paper examines the views of a diverse array of business leaders from the Asian region on what they see as the key business issues in the year ahead, and what they are doing to prepare for it. It is essentially an inside view of what business is thinking, planning and doing to address the multiple challenges that confront us. It comprises the views of the most senior executives from large and medium sized businesses across sectors including manufacturing, FMCG, IT, financial services, tourism, property, multimedia and e-commerce.

• Avoiding Pitfalls of a Tight Talent Market

  Authored by Anthony Raja Devadoss, Avoiding Pitfalls of a Tight Talent Market, is Part 1 of Enter the Dragon, a whitepaper series exploring the new talent challenges for Asian economies. As business shifts its focus ever more to Asia, the competition for skilled talent is increasing. Employers report they are having the most difficulty finding the right people to fill jobs in Japan, India, Australia, and Taiwan.

• Business Case and Readiness

  

  This is the final of a three-part series designed to outline key components of a Managed Service Provider (MSP) program in support of a company’s more comprehensive strategy for Talent Supply Chain Management.

  Contingent Workforce Outsourcing

• Candidate Experience 2012 - United Kingdom

  This report is written for everyone in the industry who cares about the candidate experience. It’s intended to engage talent acquisition leaders, recruiters, vendors, consultants, analysts and candidates in a two-way dialogue about the standards, technologies and expectations that affect us all at some point in our careers.

• Carrot or Stick - How Culture Shapes Organizational Safety

  In this series, a compilation of writings by Anthony Raja Devadoss, we examine the reasons why every organization should: build a safety culture that's relevant to them; understand how core values relate to safety; and know what kind of leadership drives safety performance.

• Don’t Manage Me, #understandme

  

  So, you’ve been working on your adaptation strategies…how’s that working out so far? Have you started to see progress within your organization? How about within your department? We know the typical response—it’s out of your direct control, right? What about those factors that are within your control? Have you personally made any changes in the way you manage or interact with Gen Ys?

• Embracing a LEAN Culture

  Six Sigma was all the rage over the last few years, and now LEAN has become the new buzzword in quality and process efficiency. LEAN is a broad catchphrase describing a holistic and sustainable approach using less of everything to give you more. Transactional LEAN is an approach that can be applied to any business process. This white paper outlines how KellyOCG has introduced LEAN into the recruitment process.

  Recruitment Process Outsourcing

• Enter the Dragon

  The world’s economic woes are not shared equally. In fact, signs of a slowdown may be just what some Asian economies need right now. As full-tilt growth subsides, governments can shift their focus to domestic matters, including containing inflation—central banks in India, Korea, Taiwan and Thailand raised rates in June 2011—and removing barriers to future growth. From this relatively comfortable economic vantage point, Asian businesses can begin to consider how they will tackle the barriers to future growth in 2012 and beyond. In this three-part series by Anthony Raja Devadoss, we walk you through these focus areas and provide insights about how they might be managed effectively.

• Follow the Leader - Avoiding Mixed Messages in Safety Management

  Authored by Anthony Raja Devadoss, Vice-President, APAC, KellyOCG, Follow the Leader - Avoiding Mixed Messages in Safety Managment, is Part 2 of Carrot or Stick? a white paper series exploring safety management issues in the workplace for the APAC region.

• Free Agents - How Knowledge Workers are Redefining the Workplace

  

  As technology makes it possible for us to connect and work together from wherever we are around the world, the trend towards flexible, project-based workforces has picked up considerable pace—and the benefits for both employees and employers are now becoming clear.

• From Focus on Process to Focus on Value

  This white paper presents the lastest findings from KellyOCG on the underlying causes of the gap between the hopes and the realities of outsourced labor procurement programs. It also introduces Value Acceleration as the integration of process tools, and analytical insights that will allow business executives to identify, pursue, and optimize net value from managing outsourced labor.

  
  

  Contingent Workforce Outsourcing

• Global Culture, Local Mindset

  Authored by Anthony Raja Devadoss, Global Culture, Local Mindset, is Part 2 of Enter the Dragon, a white paper series exploring the new talent challenges for Asian economies. As business shifts its focus ever more to Asia, the competition for skilled talent is increasing. Employers report they are having the most difficulty finding the right people to fill jobs in Japan, India, Australia, and Taiwan.

• Happiness and Meaning at Work

  Here’s a statistic that should concern you: of 170,000 employees surveyed across 30 countries, two-thirds are planning to switch organizations within the next year. For the average organization, let alone those that are underperforming, two in every three of their employees are looking to leave in the near term.

• In Fast Company

  Authored by Rolf E. Kleiner, Senior Vice-President and General Manager of Kelly Outsourcing and Consulting Group, In Fast Company is Part 1 of Living Among Wolves, a white paper series exploring the four forces driving the uptake of HR outsourcing.

• Into the Jaws of the Snake

  

  The recession/financial debt crisis has dominated our greatest business and political minds for the best part of four years. The mainstream media has detailed every blip and dip on the financial radar, and just when we think we’ve stepped back from the cliff and overcome the slide in confidence, a new wave of uncertainty descends. So, it’s no wonder small business—the powerhouse of job growth—is reluctant to hire staff and bank on sustained recovery. This white paper details what’s in store for job seekers and employers in 2013—the year of the snake.

• Leading by Example

  

  This report details the differences in employee attitudes across geographies and generations, and notes startling similarities in many of the key drivers of overall satisfaction within their workplaces. It also outline some key recommendations for organizations that are looking to improve their employee relations and move towards a stronger employment brand.

• Living Among Wolves

  

  With four key pressure points impacting business globally, HR outsourcing is emerging as a core strategy for success. Living Among Wolves is a compilation of writings by Rolf Kleiner, exploring the four forces driving the uptake of HR outsourcing.

• Making the Shift

  Authored by Anthony Raja Devadoss, Making the Shift: Quality and Service in the New Economy is Part 3 of Enter the Dragon, a white paper series exploring the new talent challenges for Asian economies. Cheap goods fast: that was the basis of the Asian manufacturing revolution. But the shape of the economy is fast evolving. Making the move towards better service and higher quality requires a new type of ‘harmonious’ thinking, and a different approach to workforce strategy.

• Managing Friends and Manipulating People

  Social media is not the quick-fix solution it first looked like. And many companies are struggling to maintain their presence in all the places they want to be active. Outsourcing at least part of a social media presence is already mainstream, but there are inherent risks in taking this route. Here's why.

• Mitigating and Managing Risk - Contingent Labor

  Global companies are relying more heavily on contingent labor to control rising labor costs, bridge skills gaps in key geographic areas and high-value disciplines, and respond to fast-moving market conditions with greater agility. Yet as companies expand their dependence on outsourcing and third party labor, organizational limitations come into plain view; internal processes and systems are typically not adequate to manage the inherent risks of a contingent labor force, not to mention extract maximum value from this critical resource.

  Contingent Workforce Outsourcing

• MSP Consideration Kit

  

  With spending on contingent workers expected to exceed $50 billion this year, effectively managing your talent pool is critical in a cost conscious environment. Whether you are currently utilizing a VMS, moving to a second generation strategy or beginning the consideration process, it makes sense to have the tools you need to make an informed decision. Download an MSP Consideration Kit—a comprehensive resource to aid you in assessing the application and fit of VMS and MSP solutions with your company's strategy.

• MSP Fundamentals - Business Case and Readiness

  

  To establish the benefits of an MSP for your organization yo must first assess its priorities. In general, there are four main areas that drive the business case for an MSP: increased access to talent, reduced cost through improved efficiency, reduced risk, and increased visibility. Download The Fundamentals of Managed Service Provider (MSP) Programs Part 3: Business Case & Readiness - the third in a three-part series covering the fundamentals of MSP programs—addressing how to build a business case and determine your organization's readiness to engage an MSP.

• MSP Fundamentals - Sourcing Models

  

  Are your contingent labor sourcing models effective across all skill categories? Generally speaking, the use of sole-sourcing bidding models decreases with the use of higher-skill positions—requiring more of a hybrid approach for optimal contingent labor strategy. Download The Fundamentals of Managed Service Provider (MSP) Programs Part 2: Sourcing Models - the second in a three-part series of white papers covering the fundamentals of MSP programs—to learn about various sourcing models, and which might apply best to your business.

• MSP Fundamentals - The Who, What and Why of MSP

  

  More and more of your competitors are investigating strategies today that will better manage and optimize their external labor pools. Get informed on the fundamentals of MSP programs by downloading The Fundamentals of Managed Service Provider (MSP) Programs Part 1: The Who, What and Why of MSP - the first in a three-part series of white papers designed to break down the basics of contingent labor management strategy.

• Necessary and Beneficial Innovation Through Increased Academic and Industry Partnerships

  There seems to be no end to the reports detailing the challenges facing the life sciences industry—in particular, the pharmaceutical and medical device sectors. This white paper will walk companies through the importance of taking a multipronged approach in order to facilitate an appropriate transformation that will position them for long-term growth over the next several decades.

• Plugging Into Talent Will Fry Your Mind

  

  Let’s face it, regardless of good or bad economic times, A-level talent is hard to find. The recent global recession has only exacerbated the situation. And while A-level talent has been riding out the labor market ice age in an office or a cubicle somewhere, technology and the Internet have been changing the game of recruitment at a dizzying pace.

  Recruitment Process Outsourcing

• Social Networking

  The advent of social networking has fundamentally changed the way search for work and exchange information about career opportunities. As in many sectors, the technology is re-shaping the job search landscape and throwing up intriguing challenges for employees and employers alike.

• Sourcing Models

  

  This is the second of a three-part series designed to outline key components of a Managed Service Provider (MSP) program in support of a company’s more comprehensive strategy for Talent Supply Chain Management.

  Contingent Workforce Outsourcing

• Strategy is Nothing Without Speed

  Authored by Rolf E. Kleiner, Senior Vice-President and General Manager of Kelly Outsourcing and Consulting Group, Strategy is Nothing Without Speed is Part 2 of Living Among Wolves, a white paper series exploring the four forces driving the uptake of HR outsourcing.

• Survivability is Adaptability

  Authored by Rolf E. Kleiner, Senior Vice-President and General Manager of Kelly Outsourcing and Consulting Group, Survivability is Adaptability is Part 3 of Living Among Wolves, a white paper series exploring the four forces driving the uptake of HR outsourcing.

• Talent in the 21st Century

  Diversity may have started out as an attempt to increase the representation of the broader community, with inclusion coming along as a close partner allowing new voices to be heard, however, they are now so much more than this. Here, we lay out the case for change and the key steps to making it happen.

• Talentomics - 9 Ways HR Must Adapt to Find Talent

  

  A couple of hundred years ago, talent (or labor) was a simple commodity. The rich and powerful had access to as much labor as they needed, and those with the discipline and ability to work, did. The supply-chain, and the transaction between employer and employee, was straightforward. But that was then. Now, despite global economic instability, and large variations in employment rates, finding the right people is harder than ever. This is what we call ‘talentomics’—the ‘economics of talent’—and the supply-demand equation that underpins it has changed.

  Human Resources Consulting

• The Future of Work Talent Mobility

  

  Why we are now everywhere, and nowhere, all at once... In this paper, we're going to take a somewhat-philisophical shot at explaining/interpreting the first round of results from the 2011 Kelly Global Workforce Index. With about 100,000 respondants across 30+ countries, we have statistical validity and reliability that's off the charts.

  
  

• The Impact of New Transparency Requirements in Global Capital Markets

  

  With rising operational costs, increasingly complex investment opportunities, growth in merger and acquisition activity, and restructuring—and with a long-term trend toward more reliance on temporary or contingent personnel as the backdrop—workforce management needs to deliver effective transparency and oversight that will require specific expertise, vision, and guidance.

• The Impact of Talent

  In this paper we’ll examine how to effectively recognize the value of human capital. We’ll then analyze the benefits and disadvantages of competitive versus institutional knowledge that your employees can deliver. Finally, we’ll take a look at how organizations today can retain the right mix of internal and external talent for optimal balance.

• The Leadership Deficit

  

  This paper explains why talent is dwindling, and paints a detailed picture of the profile of those that comprise the contemporary workforce. It discusses the challenges employers face, and offers suggestions for recruiting and retaining top talent, as well as casting a spotlight on companies that are tackling these challenges in innovative ways.

• The Need to Find a New Workforce

  Authored by Rolf E. Kleiner, Senior Vice-President and General Manager of Kelly Outsourcing and Consulting Group, The Need to Find a New Workforce is Part 4 of Living Among Wolves, a white paper series exploring the four forces driving the uptake of HR outsourcing.

• The Social Management of Work

  

  By redefining how we manage, and by striving to better reflect how people want to work in an information-based knowledge economy, we can improve communication and collaboration, and eliminate waste. This is what social management at work is all about and we’re already doing it ourselves. In the next few pages, we will take you through our thinking, our approach and show you why “social” is the next evolution in good management practice.

• The What, Who, and Why of MSP

  

  This is the first of a three-part series designed to outline key components of a Managed Service Provider (MSP) program in support of a company’s more comprehensive strategy for Talent Supply Chain Management.

  Contingent Workforce Outsourcing

• Turning the Downside Upside

  

  Ongoing market volatility, skills shortages, and the increased pressure to adapt to this new business reality have made CEOs reassess the importance of talent management in their organizations. One year ago, talent management was third on CEOs’ list of priorities, now it’s number one. Read about the three key challenges that have driven this shift.

• What Really Shapes Careers

  

  The latest installment from the 2011 Kelly Global Workforce Index will show you just how influential age, culture and the length of time we’ve been in the workforce really are on career progression and choice. By examining some of the key patterns in career development across the globe, we hope to help you think about specific ways to effectively manage a more diverse and change-oriented workforce.

• Why Regulation Won’t Solve Safety Issues In The Workplace

  Authored by Anthony Raja Devadoss, Vice-President, APAC, KellyOCG, Why Regulation Won’t Solve Safety Issues In The Workplace is Part 1of Carrot or Stick? a white paper series exploring safety management issues in the workplace for the APAC region.

• Your Call is Important to Us

  

  In this paper, we look at the backlash organizations and brands have received from customers as a result of their call centers, and what new technology investment decisions must take into consideration if this business model is to remain viable.

  KellyConnect

• Your Employment Brand

  

  Employees today are behaving more like consumers when choosing to join a company or stay with an employer. A positive employer brand can help differentiate your company from others while creating an attractive identity that job seekers can align with their own values and ideals. Your employer brand is only as good as an employee’s experience of that brand promise. It is essential to develop solid workforce policies and engaging employment experiences, and then communicate them externally and internally in order to attract today’s best and brightest talent.