Spend Analysis HR Services
HR Services - Resourcing
Spend Analysis
Category Management HR Services
Contingent Labour : Spend Analysis
Indirect Procurement provides HR with, Contingent labour. This describes workers engaged to cover business-as-usual or service delivery activities within an organisation. The various categories of contingent labour are described below:
Agency Workers
Admin and Clerical Admin & Clerical agency staff are normally lower grade individuals who are actually filling in for a role within the organisational structure and are ideally used on a short term basis.
Normally engaged on an ad hoc or temporary basis to fulfil requirements within established posts. Involves providing cover (e.g. for a vacancy, holiday or sickness) or additional resource (e.g. for a seasonal peak in workload).
Usually engaged in a functional operational (not professional) role.
Interim Managers
Interims are normally middle to senior grade staff working in an organisation, concerned with the fulfilment of particular professional functional or senior management positions within the organisational structure and ideally engaged on a short term basis. Likely to include a degree of organisational involvement (e.g. managing staff, representation at meetings), Typically engaged through an agency although in some cases may be engaged directly.
Specialist Contractors
Specialists are normally middle to senior grades, used to provide the expertise that is not available inhouse, fulfilling functional or senior positions within the organizational structure and ideally engaged on a short term basis.
May include sub-categories of Finance, HR, IT, Legal, Logistics, Marketing, Medical, Procurement, Estates, Technical and Other. Not staff substitution; specialists are used to providing additional resources, skills, and expertise, not to cover vacancies, etc.
Spend Analysis
Category Management HR
Human Resources : Spend Analysis
Human Resources is composed of the activities listed below irrespective of how the HR function is organised within a department.
Indirect Procurement of Human Resources
HR strategy
Developing and driving forward departmental people strategy, advice to the board and senior management, commissioning services from internal suppliers, and management of external suppliers, procurement has a key role to play.
Change management
The alignment and engagement of people and culture to ensure that departments can deliver efficient and effective services, support for reorganisation and restructuring and designing organisation structures e.g. roles, capability profiles.
Performance management
Competency and skills development planning and frameworks, performance standards, employee appraisal, secondments, absence management.
Reward and recognition
Pay and reward strategy, flexible benefits, post grading, pay, and benefits administration, salary and benefits surveys, provision of advice on reward issues and employee incentive and recognition schemes, pensions commissioning, and internal administration (excluding contributions).
Employee relations
Staff terms and conditions of employment, industrial relations, diversity and equalities in employment, tribunal claims, grievance and discipline, employee involvement, networks and staff communications on HR matters, commissioning of employee assistance and welfare and commissioning of occupational health assessment.
Spend Analysis
Category Management HR Resourcing
Recruitment and Resourcing : Spend Analysis
Recruitment refers to the overall process of identifying, attracting, screening, shortlisting, and interviewing, suitable candidates for jobs within an organization. Recruitment can also refer to processes involved in choosing individuals for unpaid roles. Managers, human resource generalists and recruitment specialists may be tasked with carrying out recruitment.
Recruitment and selection
internal
external
graduate
talent schemes
Redeployment
surplus management
transfers
Redundancy
Leaving process Admin
Within the indirect Recruitment process, procurement help HR by understanding their requirements, creating market intelligence on roles, salary, pay grades, jobs that provide an indirect procurement benchmark, and sourcing to meet the business needs of both Procurement and HR.