In the face of economic uncertainty, adaptability in talent strategy has become paramount. Businesses seek to boost workforce efficiency without overburdening employees. Prioritizing projects and objectives is crucial for maintaining the right workforce to sustain operations, foster growth, and achieve organizational goals while maintaining high employee morale and engagement amidst unpredictability.
Organizations increasingly leverage contingent labor—expected to grow 53 percent globally and 26 percent in the U.S. in 2023—to bridge talent gaps, attain greater flexibility, and optimize their workforce. Contingent workers give your organization the ability to scale up or down as needed to meet short-term demands or ongoing labor shortages. Employing contingent workers provides a strategy with minimal obligations, allowing you to conclude their assignments once your labor requirements decrease.
MSP vs. MVP
A Managed Services Program (MSP) and a Master Vendor Program (MVP) are both strategies for managing contingent workforces, yet they vary in their methodologies and goals. An MSP seeks to streamline workforce management across various suppliers, whereas an MVP concentrates on centralizing contingent workforce management under one supplier.
MSP: An MSP is a comprehensive and strategic approach to managing an organization’s contingent workforce or temporary staffing needs. It often involves outsourcing workforce management tasks to a specialized third-party provider, an MSP provider. However, your organization can manage the MSP internally. The primary goal of an MSP is to enhance efficiency, reduce costs, and optimize the management of contingent labor.
MVP: An MVP is a workforce management strategy that involves designating a primary or “master” staffing agency (the master vendor) to oversee and manage an organization’s supply of temporary workers. In an MVP, the master vendor coordinates and manages the organization’s contingent workers.
The benefits of integrating MSP and MVP
Integrating MVP into your internally controlled MSP provides numerous benefits for optimizing workforce management and procurement:
Streamlined procurement: By integrating an MVP into your MSP, your organization can consolidate supplier management efforts reducing your administrative workload. This streamlines procurement by centralizing supplier selection, negotiation, and management, along with performance tracking responsibilities reducing administrative burdens and potential redundancies, freeing up your internal resources for more strategic tasks.
VMS selection and implementation: Organizations often face difficulty in selecting the optimal vendor management system (VMS) from the range of options available on the market. The master vendor aids in choosing the VMS and ensures smooth implementation, mitigating challenges often faced in VMS adoption.
Simplified supplier environment: An MVP within an MSP helps simplify the supplier environment. Instead of dealing with multiple suppliers, your organization interacts primarily with the master vendor. This simplification can lead to improved coordination, communication, and accountability.
Enhanced cost control: Integrating an MVP within your MSP gives your company more effective cost control. The master vendor can negotiate bulk rates or volume discounts on behalf of your organization, resulting in potential cost savings. Centralized billing and invoicing can help prevent discrepancies and improve financial visibility.
Efficient contingent workforce management: An MVP can help manage contingent workforce needs more efficiently. The master vendor can handle aspects such as recruitment, onboarding, scheduling, performance management, and compliance, ensuring a consistent and compliant workforce.
Improved supplier performance: The MSP can work closely with the master vendor to set performance expectations and key performance indicators (KPIs). This collaboration ensures supplier performance aligns with your organization’s needs and objectives.
Flexibility and scalability: An MVP embedded within your MSP provides flexibility and scalability. As your organization’s workforce requirements change, the master vendor can quickly adapt by adjusting the supply of temporary workers, addressing peak demand periods, and managing workforce fluctuations effectively.
Risk mitigation and compliance: A MVP within an MSP can help mitigate risks related to workforce compliance. The master vendor can stay up-to-date with labor laws, regulations, and industry standards, ensuring that the temporary workforce complies with legal requirements.
Consistent quality: The integration of an MVP and MSP ensures a consistent level of quality and service across your organization. The master vendor maintains high candidate selection, onboarding, training, and workforce management standards.
Strategic insights: By partnering with a master vendor through an MSP, your organization can gain valuable insights into workforce trends, industry benchmarks, and best practices. This strategic collaboration can help your company make informed decisions to optimize your temporary workforce strategy.
The bottom line
Embedding MVP within MSP yields efficiency, control over temporary workforce management, and improved business outcomes. The choice between MSP, MVP, or a combination should align with organizational needs. A workforce solutions provider, like Broadleaf, can offer personalized insights to guide a well-informed decision.
Contact us to learn more about MSP and MVP.