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4 Answers to TTM in Procurement and Human Resources

In our most recent e-book, we show you what TTM services look like, help you identify which model is right for you, and offer real-life solutions to introducing a TTM model at your organization.

If you’ve got the time to check out the e-book, go for it! Want some quick and dirty takeaways instead? This blog’s for you.

Here are four questions and answers to TTM in Procurement and Human Resources.


1. What tasks you can accomplish with TTM in Procurement and HR?



Leverage MSP more actively
Consolidate billing and invoices
Simplify payment models
RPO services to scale the company
Fill positions quickly
Use MSP to connect Procurement and HR
Reduce markups
Improve regulatory compliance

Read more about TTM from procurement and HR perspectives in our e-book.


 2. What is each department responsible for in a total talent program?



Drive compliance initiatives to enhance value
Evaluate RPO needs
Communicate needs with HR
 Act as a point of contact for TTM providers
Work with Procurement to drive RPO
Invite Procurement to participate in QBR efforts

Want to implement a TTM program at your business but need help? Contact us!


3. What are some meaningful outcomes of TTM programs?



Use MSP to look at rate allocation

Determine whether you’re paying fair market rates

See controls, compliance, efficiency, and cost savings

Stay compliant with independent contractors

Get a clear picture of contracting agencies 

RPO reduces direct hiring costs

Understand the market; know where to find talent and when

Keep up with ever-changing regulations

Support consistency across departments

Improve risk mitigation

Would it be easier for you to visualize practical TTM services and outcomes? Watch the video.


4. What impact does technology have on a total talent program? What are some tech tips?



Let contractors use a system to manage their own timekeeping

Implement a data-driven model that demonstrates value of the program

Use a vendor management system (VMS) to see which indirect workers are being converted to direct employees—and determine why

Use a VMS to analyze applicant histories and identify preferred skill sets

Use an in-house system to manage direct employees and a third-party vendor to track contingent workers

Avoid per-employee, per-month cost models that are not cost effective for a typically volatile external workforce

Work with a third-party vendor to slowly implement non-employee labor into your own ATS

Tomorrow’s workforce will be different in ways we don’t even know, but we do know it will be different—and change will happen fast. By using a total talent management approach, with HR and Procurement working together, we can maximize workforce productivity to improve employee engagement and the bottom line for our organizations.

At Broadleaf, we can help.
Visit to find out more about how TTM can optimize talent resources to improve how your organization gets work done.

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