Allegis Global Solutions Launches The Universal Workforce Model With a New Book

Allegis Global Solutions (AGS), the leading provider of global workforce solutions, announces the publication of a new book for business, human resources (HR) and procurement leaders that takes them on a journey to harmonized workforce strategy and management. “The Universal Workforce Model: An Outcome-First Guide to Getting Work Done” discusses three transformational yet complementary concepts – the Workforce Business Partner, Task-Based Workforce Design and the Intelligent Workforce Platform – that integrate with an advocacy for understanding business tasks and outcomes to define a new workforce strategy framework. The book lays out why organizations must challenge current models for acquiring and accessing talent now and what steps they can take to create an agile business fit to thrive in the new world of work.

Authored by AGS’ Vice President of EMEA Simon Bradberry and Global Head of Strategy Bruce Morton, with contributors John Boudreau (senior research scientist and professor emeritus at the University of Southern California), Ewan Greig (AGS senior manager of workforce solutions), Jessi Guenther (AGS vice president of client delivery) and Sarah Wong (AGS vice president of APAC), the book refocuses on the work itself before jumping to talk about workers, roles and vacancies, offering readers an alternative way to rethink work through outcome-based workforce acquisition.

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The book’s release was announced at Staffing Industry Analysts’ CWS Summit Europe, taking place May 10-11 at the Royal Lancaster Hotel in London. AGS is a gold-level sponsor of the conference, which includes a session with authors Bradberry and Morton presenting Tuesday at 15:00 GMT on, “The Workforce Renaissance: Our Industry Is in a Moment That None of Us Has Seen Before.”

“Current models for acquiring and accessing talent are outdated and flawed,” said Morton. “Companies compete for talent they may never fully use, overspend or underspend on contractors based on limited data, and may forfeit budget and quality as a result. This is why the Universal Workforce Model starts with the outcome first, applying a workforce planning model that breaks down siloed resource channels, so organizations can secure the right resource every time, and work most efficiently and effectively.”

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Structured as a journey to harmonized workforce management, the Universal Workforce Model has three defining features based on common areas of business transformation – process, people and technology:

  • Task- over Role-Based Workforce Design (Process): The Model prompts organizations to ask, “What do you need to achieve?” instead of “Who do you want to hire?” to challenge legacy, predetermined talent acquisition approaches with an agile process that deconstructs work to assess workforce options objectively.
  • The Workforce Business Partner (People): As a single point of contact, the Partner applies the task-based approach and data intelligence to break down siloed resource channels – employees, contingent workers, services providers and automation – and identify the best resourcing strategy to achieve the required outcome.
  • The Intelligent Workforce Platform (Technology): As a single access point to various technologies, the Intelligent Workforce Platform is an aggregated data source that uses AI and machine learning to enable objective, evidence-based workforce decisions.

“Advances in AI and services-enabled architecture have given rise to technologies that bring all workforce options into view, making the journey to the Universal Workforce Model possible now,” says Bradberry. “While changing the fundamentals of workforce engagement is not an easy move, the journey should not be a sacrifice to the business. Innovations in work design, evolving strategic relationships between companies and solutions partners and developing expertise to reconfigure work illuminate and make the path forward possible.”

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