ITG serves over 18 000 clients (businesses of all sizes, public bodies, local authorities, etc.) who use the services of one or more of its experts on the same assignment. Wage portage is an adaptable response to several contexts of businesses’ needs in looking for human resources. Here are five case studies of use of wage portage for businesses and the response provided by ITG Business Solutions.
Wage Portage, a response that adapts to several contexts of requirements
Whereas for a private individual who may want to find someone to carry out an assignment, wage portage is a solution adapted to a one-off requirement, the same does not apply to companies. For companies, the requirements are many and varied. The trend for organisations to focus on their core business means that they are increasingly calling on external firms to handle the management of whatever is in a field of expertise that they have no wish to take on.
From looking for an expert resource to add to a project team, to producing an offer for external mobility, the range of uses of wage portage is varied and the requirement may extend as far as including all the freelances that the company uses. ITG also responded to the implementation of solutions to cope with a massive wave of retirements of experts possessing key know-how, proposing to set up internal consultancies to solve various career and workload issues, to proposing alternatives to open-ended contracts for executives affected by a redundancy plan, etc.
In the context of these adaptation processes, wage portage, safeguarded by the recent legislation and regulations, has come at just the right time to increase the room for manoeuvre of organisations, and thereby boost their effectiveness.
1.Solutions for matching resources to the workload

Finding a margin of flexibility to cope with variations in workload is a day-to-day concern for any business. If these variations are not anticipated correctly, they can form a serious drain on profitability. However, while it is strategically important to have operational, trained resources all the time during peak workloads, it is not always possible to guarantee that jobs can be kept if demand falls sharply. Employment law limits solutions to safeguard the availability and employability of short-term resources.
Some companies may agree termination of their employee’s contract and then work with them again as an external contractor, which means that they run the risk of the contract being reclassified as an employment contract.
Wage portage is an additional, safe alternative that can be used with conventional contractual solutions (fixed-term contracts and temping) to provide staff temporarily in a safe mode, and cope with the seasonal fluctuations in managing employment. The employee will be trained by the umbrella company to work on assignments and to look for new wage portage assignments, and can thus envisage working continuously while retaining his/her previous salary status.
2. Solutions to continue working with recent retirees

Anticipating the retirement of staff can be a key factor in the continuity of production and profitability for both parties (employee and business) if it is incorporated into the management of employment. This is frequently the case for leading businesses in advanced technologies or know-how, for which older experts form both the corporate memory and its core know-how. However, even if retirements are anticipated, passing on that know-how requires training and occasionally being able to work with these recent retirees after they leave.
Does your company need to find solutions that guarantee and organise the process for employing future retirees who want to continue working, as well as finding out about new forms of employment combining work and retirement, and identifying the pros and cons of each of these forms of employment depending on your future retirees’ plans?
3. Finding the expert that you are looking for

Looking for new skills today, especially those that are rare or in demand, is a real headache for HR departments and recruitment/procurement functions, which results in many companies outsourcing these tasks. ITG, which partners with 1400 French and multinational large accounts, has met its clients’ needs for a number of years, and provides access for companies to search a CV library of the best experts in the chosen field among 8000 biographies published and commented on by ITG Group consultants.
4. Ad hoc support for large projects

In most organisations operating on a national scale, procurement of consultancy, design studies and technical expertise is centralised. It is difficult to find a consultancy firm which covers all these fields, especially if you are trying to find people who are familiar with the culture of the various contexts in which the company operates. So what companies need is a new possibility to formalise and build a sustainable procurement procedure which gives them access to profiles of professionals in various specialist fields, particularly when they are looking for coaches and/or mediators in crisis situations, change management experts/trainers, project managers for development of offerings, technical and IT experts, trainers, etc.
Continuity and transmission of know-how

Finding new training options to enhance employees’ training opportunities in the context of the company’s multi-annual training plan or the Projected Management of Jobs and Skills is a daily headache for managers and the HRD. However, while there are many change management offerings around, they do not always yield the desired results in terms of in-company mobility.
To promote the employability of the company’s workforce, above all it is a matter of enabling the various audiences embarking on training to identify their expertise and skills with the aim of understanding and enhancing their professional experience, immediately on the job or in their future career plans. In order to be implemented, this training requires the support of an instructor/coach who will enable the participants to turn their learning into concrete actions and encourage mobility.
It goes without saying that these examples will evolve and be updated, because the requirements never stand still, and we can rely on your imagination and ours to continue devising solutions. However, we do ask you to respect the spirit of the texts and the good practices to which we made substantial contributions and the social dialogue, which far from being an obstacle, is a prerequisite for success.
It goes without saying that these examples will evolve and be updated, because the requirements never stand still, and we can rely on your imagination and ours to continue devising solutions. However, we do ask you to respect the spirit of the texts and the good practices to which we made substantial contributions and the social dialogue, which far from being an obstacle, is a prerequisite for success.