Contingent Labor

More and more organizations are relying on contingent labor as a viable staffing alternative to ensure that business goals and revenue targets continue to be met.  SumTotal provides your organization with the staffing tools needed to effectively leverage the right combination of traditional and non-traditional employees.

SumTotal Contingent Labor enables organizations to integrate contingent and non-traditional employees into overall business operations for companies that experience fluctuating staffing demands.  Most companies have seen a rise in their use of contingent labor and efficient management of this workforce segment has taken on increased importance.  Whatever types of non-traditional employees your organization uses, whether freelancers, on-call personnel, temporary staffers, at-home workers, part-time or alternative work arrangement employees, effective utilization of these resources is critical.

SumTotal Contingent Labor provides flexibility for both employers and staffing companies, giving them the tools they need to select the ‘best fit’ temporary staff needed to fulfill work requirements. SumTotal Contingent Labor includes vendor management capabilities, which match client requisition needs with vendor-supplied talent pools. Companies can easily manage job demands, matching position requirements and candidates to requests by role, skills, cost and availability. The SumTotal Contingent Labor best-in-class solution helps organizations source, manage and compensate contingent and non-traditional employees by supporting time and attendance, labor distribution, management approval, workflows, efficient employee scheduling and risk reduction.

SumTotal Contingent Labor can help lower administrative costs associated with contingent labor management.  Some of the benefits that companies realize include:

• Billing consolidation from staffing and payroll agencies and contractors into one location
• Provide a clear and detailed picture of the expense and savings generated by the contingent workforce
• Ensure that departments are using selected service providers at the correct rate when adding contingent staff
• Enable a fine tuning or “substitution” approach to managing contract labor, for example replacing a computer architect with a lower priced programmer as a project progresses