Temporary or contingent employees are an essential part of today’s business.
But, there are major issues that make the administration of contingent and permanent labor force quite different.
The Internal Conflict
- Human Resource (HR) professionals fully accept their responsibility for permanent employees but are reluctant to do so for temps.
- The existing time and attendance systems for permanent employees are directly integrated into the Company’s larger, more complex personnel systems, e.g., medical and health benefits, payroll, vacations, 401K, etc.
- As a result HR actively seeks to create barriers between the two groups to maintain the integrity of their permanent personnel systems.
- There are very few independent time and attendance systems designed specifically for temporary employees. Most are adaptations of permanent systems; they all are – expensive and resource intensive (IT and HR).
- Additionally, permanent employees are hired through HR and budgeted to work in specific departments. Temps are “hired” by Operations managers to fill short term needs regardless of department.
- Commonly the budget to pay for the temps comes out of a general overhead account, not necessarily associated with the particular department where the temp works.
Resulting Consequences
- There is no easy way to objectively collect on-site temp hours.
- Companies are commonly forced to rely solely on Staffing Agencies’ techniques.
- When the Staffing Invoice arrives there is no easy, objective way to confirm the hours.
- There is no way to associate the cost of temp hours to a particular Department.
Plus
- There is no way to monitor temps at multiple locations
- There is no way to collect and compare temp costs and performance by Agency
Bottom Line
Companies have very limited options to effectively manage the administration and payment of temporary or contingent employees.
Solution
Oversight-Inc’s TempChecker offers a cost effective to all these issue!
Call us to discuss how we can make your Temp administration job easier