The Five Questions You Should Be Asking a Workforce Solutions Provider: Overview
In late October, CEO Ms. Benjamin mentioned in a blog post the right questions that companies should be asking about Workforce Solutions. She followed with a series of blogs, each addressing a specific question regarding Workforce Solutions.
The first of the series addressed how a Workforce Solutions engagement could help an organization do its job better. Ms. Benjamin simply states that “The ability to refocus and realign core resources to improve your product or service, while enjoying the benefits of reduced operating costs and improved efficiency that we bring as your partner, is how a Workforce Solutions engagement helps your organization”.
Customer experience regarding managed startup implementation and post-startup service assurance followed in the series. Ms. Benjamin referred to post-startup reporting as a pacemaker and what it does once it’s installed in the human body. It is continuously monitored and measures a critical function. Continuous measurement means immediate response when performance falls outside of set parameters. If you do not partner with a Workforce Solutions Provider that can do this for you then you will not achieve the full benefit of outsourcing service functions.
The level of service performance transparency was addressed in the blog series. She stated that “As a Workforce Solutions Provider, we need to deliver the functionality that you have outsourced to us, yet still give you visibility into your operating environment and to all actions taken to resolve operational issues. You should have ready access to a self-service management portal that provides operational visibility to our performance of work.” The portal should offer:
- Performance reporting (KPI’S)
- Real time alerts, event information and resolution
- Notifications and updates
- Ability to submit change requests
This information should be available to you as frequently as you need it to be provided, and you should expect us to provide regularly scheduled communications about the ongoing maintenance of your operations at established levels of performance. Trust and transparency are intimately connected.
Ms. Benjamin also touched on Workforce Solutions engagement’s impact on current and future performance to meet future needs. SLA’s not only define expected performance, they include contingency performance arising from circumstances that may occur. Anticipating future needs based on a thorough understanding of the business development path that you are on, and the goals you have set during the life of the engagement between us, must be covered in the Service Level Agreement.
The last topic she spoke to in her blog series covered how a Workforce Solutions Engagement would reduce operational costs. This could be one of the more important factors determining whether or not to outsource to a Workforce Solutions Provider. Outsourcing non-core functions such as recurring indirect staffing costs, labor overhead costs, training, supervision, technology process improvements and technology investments helps achieve cost avoidance benefit that flows to your bottom line.
The series of blog questions and answers concluded after cost savings had been covered. There are many factors to consider when looking at a responsible Workforce Solutions Provider. Benjamin Enterprises understands that is the responsible company looking to better other companies by sourcing their non-core competencies.