Issue link: https://insights.randstadsourceright.com/i/677067
WHITE PAPER | 3 Availability and understanding of the concepts are so high that it's not surprising to see some buyers wanting to move from first-generation to third-generation MSP models, which would include value-added services such as workforce analytics, freelancer management, statement of work (SOW) administration and more. Through conversations with potential and existing clients in the market on their contingent workforce strategies, we are finding a number of emerging MSP trends in the region. shift in program office roles Traditionally, our offering has been more focused on optimal execution. Figure 1 shows a clear idea of our process-oriented structure. A program manager is supported by an MSP specialist and a coordinator, who are further supported by shared services overseeing timesheet, invoicing and other administrative tasks. The key focus of this model is to ensure all processes are executed in a timeframe specified by service level agreements (SLAs) and with utmost stakeholder satisfaction. This is considered a more reactive transactional workflow. As the focus becomes more talent-centric, the solution design becomes talent-focused and elements of direct sourcing are blended with the MSP. As a result, we see the program management office (PMO) more focused on leveraging contingent talent to drive strategic value and competitive advantage for the organization. Let me cite an example. For one of our key MSP clients in APAC (a partner since 2013), we recently moved from a process-oriented PMO structure (the best solution until we formed a base standardization for the program) to a more consultative talent-based PMO structure. In this new approach, we employ talent advisors at the client's offices in every country to consult with hiring managers and advise on the best possible hiring channels. We have insights into time-to-fill, budgets, alternate strategies and more. Contingent workforce Managed Services Programs (MSPs) have been operating in Asia for several years. For the first time in 2013, Staffing Industry Analysts (SIA) brought the Contingent Workforce Strategies (CWS) Summit to Singapore, demonstrating the increasing interest in outsourcing in the region. Clearly, MSP practices in Asia Pacific are maturing quickly and catching up with markets such as the US and Europe.