金融服务业供应链风险的新威胁（英文版）_13页

Summary of "The Emerging Threat of Supply Chain Risk in Financial Services"

Core Content

This document explores the growing importance of managing supply chain risk in the financial services sector, particularly in relation to the use of contingent workers and outsourced services. It outlines the shift from a proprietary model of operations to a more flexible and outsourced approach, driven by regulatory changes and market demands. The focus is on the need for a structured talent supply chain management (TSCM) strategy to ensure compliance, visibility, and efficiency in managing third-party engagements.

Main Points

1. Supply Chain Risk Awareness Growth

• Supply chain risk, introduced through third-party engagements, is becoming a major concern for large financial services firms.
• The concept of "Know Your Vendor" (KYV) is gaining traction, similar to "Know Your Customer" (KYC), and is becoming a critical part of risk management frameworks.
• Regulatory bodies like the OCC and FFIEC have introduced detailed guidelines to manage these risks, emphasizing comprehensive oversight and life-cycle management of third-party relationships.

2. Increasingly Complex Guidelines

• The OCC introduced "Third-Party Relationships: Risk Management Guidance" in 2013, which was later expanded in 2015 with more detailed requirements.
• The updated guidelines focus on four areas: third-party management, third-party capacity, testing with technology service providers, and cyber resilience.
• These guidelines require financial institutions to not only manage risks but also to ensure operational agility and alignment with business objectives.

3. Fragmentation and Talent Supply Chain Challenge

• Most financial institutions lack an integrated TSCM strategy, leading to fragmented vendor management and limited visibility into contingent workforce activities.
• Business units often handle contingent worker engagements independently, creating silos and inconsistent processes.
• This fragmentation makes it difficult to answer basic questions about headcount, worker locations, and project scope, and hinders compliance and risk mitigation efforts.

4. Real Talent Supply Chain Management Strategies

• There are three main approaches to managing TSCM: internal development, outsourcing to a Managed Service Provider (MSP), and a "do nothing" approach.
• The "do nothing" strategy is no longer viable, as compliance and risk management are now critical.
• MSPs offer specialized expertise and tools, such as Vendor Management Systems (VMS), to centralize and streamline the management of contingent workers.
• Benefits of an advanced TSCM strategy include improved visibility, compliance, cost savings, and alignment of talent with business strategy.

Key Information

• Talent Supply Chain Management (TSCM): A proactive approach to managing the indirect workforce, including contingent workers, independent contractors, and outsourced services.
• Regulatory Impact: Post-GFC, regulatory requirements have intensified, leading to more detailed and complex guidelines for managing third-party relationships.
• Challenges: Financial institutions face significant challenges in managing TSCM due to lack of integrated strategies, fragmented vendor relationships, and limited visibility into spending and risk.
• Solutions: Implementing a centralized VMS and partnering with an experienced MSP can help achieve better visibility, compliance, and efficiency in managing the contingent workforce.
• Case Study: A leading US-based insurance firm improved its TSCM by implementing a partnership-driven MSP using VMS technology, resulting in better control, compliance, and resource allocation.

Conclusion

The financial services industry is increasingly reliant on third-party services, which has made supply chain risk management a critical priority. While some institutions have started to adopt centralized TSCM strategies, many are still struggling with compliance and visibility. The use of Managed Service Providers (MSPs) equipped with VMS technology offers a viable solution to these challenges. Ultimately, the goal is to align talent strategy with business objectives and ensure that the supply chain is resilient, efficient, and compliant.

Case Study Example: Leading US-Based Insurance Firm

• The firm previously managed contingent workers in a decentralized manner, leading to inconsistent processes and poor visibility.
• After implementing a partnership-driven TSCM solution with KellyOCG, the firm achieved greater control, compliance, and efficiency.
• Key outcomes included:
  • Improved understanding of contingent workforce spend and project status
  • Enhanced visibility into SOWs and milestone payments
  • Better audit trails and compliance documentation
  • More efficient resource allocation across multiple offices and stakeholders

About the Author

• Ben Decker is a Director & Global Workforce Solutions Consultant for Kelly Services, specializing in financial services and insurance.
• He has over 15 years of experience in workforce management, including roles in service, implementation, sales, and consulting.
• His expertise helps clients navigate complex labor markets and align talent strategies with business goals.

About KellyOCG

• KellyOCG is the Outsourcing and Consulting Group of Kelly Services, providing talent supply chain strategies that align with business objectives.
• It focuses on managing all types of workforce, including full-time, temporary, and alternative sources like retirees and online communities.
• KellyOCG was recognized in the 2015 Global Outsourcing 100® list by the International Association of Outsourcing Professionals®.