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Luke Morrison
Vice President

Luke Morrison built Procom's operation in Kitchener and Waterloo and over the past two decades, has grown it into the leading supplier of contingent workforce services in the region. 

Mr. Morrison also holds responsibility for numerous high-level North American client relationships in the organization. 

An advocate for technology startups and an active supporter in the Information Technology sector for over 15 years, Mr. Morrison is a member of several local organizations, including Communitech, CTT and the PMI, offering insights to entrepreneurs on how to start, manage and grow their IT businesses.

A resident of Waterloo, Mr. Morrison holds an Honours Bachelor Administration from Wilfrid Laurier University, belongs to the Association of Professional Canadian Consultants (APCC) and is a tactical sales member of the Canadian chapter of National Association of Computer Consulting Business (NACCB).

 

 

Luke Morrison

Vice President
Luke Morrison

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Which is the best payrolling option for pre-identified contractors?

In today’s competitive business climate, organizations need an agile workforce that can execute strategies and achieve corporate goals quickly and efficiently. Yet, employers must also be responsible for managing their workers’ wages, bonuses, and deductions as well as provide support during the length of a worker’s assignment(s).

It’s a complex, time consuming process, and staying on top of the frequent changes to legislation can be problematic. Any oversights will result in non-compliance, which could lead to serious fines and negative employer branding.

To stay compliant and competitive, growing organizations will typically shift from a ‘direct contractor payrolling model’ to a third-party payrolling model, either built around the selection of a dedicated supplier or through informal referrals to a variety of vendors.

But which model is the best option for bringing qualified talent quickly and cost effectively into your contingent workforce? Depending on your organization’s acquisition needs, below is a list of payrolling models to consider:

Contingent Workforce

Effective tips for how to manage remote workers

Managing remote workers successfully means managers must have the support of their organization’s IT and Human Resources Department in order to provide flexible work options and communication tools that will differ from the status-quo.

At this stage of the COVID-19 outbreak and with World Health Organization’s declaration of a pandemic, many essential and non-essential businesses around the globe have moved beyond their immediate business continuity and crisis management plans - and work from home directives have quickly become the widespread new and indefinite norm.

It’s a challenge for organizations from both a technology infrastructure and day-to-day operations perspective, and many managers like yourself are most likely facing a crash course in managing remote workers. 

It’s also highly likely that most have never worked 100 per cent-remote before, let alone managed other teams in this environment. And managing remote teams during COVID-19 and the ensuing global unrest may seem like an overwhelming and daunting task.  

Yet, effective management is essential now more than ever, and will require more than just the right technologies – managing a team remotely will require the right type of leadership too. Because there is work to be done, and hiring is happening.

Talent Acquisition

What is Contractor Tenure?

Leveraging a contingent workforce in today’s business landscape is a risky but rewarding strategy. With the velocity of emerging technologies, skills gaps in the workforce, shifts in employment attitudes and increasing customer expectations, employers need to be able to engage talent quickly and flexibly to remain competitive.

Contingent Workforce

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Customer Sucess Stories

“Excellent service, very timely response time, quality candidates and outstanding support.”

K.M.
Global Professional Services Firm

“..the most reliable partners we work with. They are timely with their submissions and are quick to respond to emails and provide updates and required information. Their candidates typically are at the top of the pack as is evident by their fill/success rate.“ 

Z.N.
Leading Financial Services Institution

“Great support in helping us achieve our corporate mandates by providing top quality knowledgeable resources in a timely and efficient manner - very easy to do business with! “

L.R.
National Telecommunications Provider

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