Workplace Disruptor – Refining your talent mix with a blended workforce

By 3rd December 2020Uncategorised

#3 Refining Your Talent Mix With A Blended Workforce.

Your workforce today may comprise a blend of full-time and part-time permanent employees, contingent workers, freelancers, casual workers and more. When you’re catering for so many audiences, it can be hard to know where to start. That’s why HR teams must find a way to address everyone’s learning and performance needs, while keeping both permanent, in-house and “agile” talent engaged.

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Over one-third of US workers participate in the gig economy, through either their primary or secondary roles, and more than 85% of these gig workers intend to continue into the next five years. The UK’s gig economy doubled in just three years, and regions such as California and the EU have set out laws to improve the rights of workers operating under “atypical contracts.”

Your workforce today may comprise a blend of full-time and part-time permanent employees, contingent workers, freelancers, casual workers and more. When you’re catering for so many audiences, it can be hard to know where to start. That’s why HR teams must find a way to address everyone’s learning and performance needs, while keeping both permanent, in-house and “agile” talent engaged.

If executed well, you will celebrate the differences present in your workforce, and these differences will provide a distinct advantage when it comes to productivity.

If the gig economy continues to grow at its current rate, more than 50% of the US workforce will participate in it by 2027. This presents a huge opportunity for organizations to properly support their blended workforce – and with it, the challenge of doing so effectively and efficiently.

The blended workforce disruptor

The dramatic shift towards freelancing, self-employment and “gig work” is accelerating. One in six traditional job workers would like to become an independent earner, suggesting that our workforces are set to include more contract workers. With 32% of organizations saying that they are replacing full-time employees with contingent workers, it appears as though this is a desirable shift from both sides.

This presents a unique and exciting challenge for HR. While “traditional” learning and performance initiatives may work for your permanent staff (though even this can no longer be assumed), you are now dealing with workers that range from freelance copywriters, outsourced customer service teams, self-employed delivery drivers and much, much more.

These workers will increasingly be involved at all levels of your organization, requiring a varied approach to learning and engagement.

The Impact Of Blended Workforces

85%

of HR leaders admit to investing insignificant time to agile talent

25%

of professionals would prefer the flexibility and independence of freelancing

50%

HR executives expect the 50% of the corporate workforce will be made up of people who are not full-time, permanent employees in the coming years

x3

The freelance economy is growing three times faster than the overall US workforce

41%

of freelancers surveyed also have a permanent job alongside their freelance work

Download PDF to Read Solutions

Solution #1 Perform A Technology Audit………

Solution 2# Prioritise Integrate, Open Technology…….

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