As more employers turn to contingent workers, challenges abound.
HR professionals are commonly told to “do more with less.” But if necessity is the mother of invention, disruption is the family member looming in the background holding a rolled up newspaper. Tightening resources, changing technologies and frustrated employees calling for more flexibility have forced HR professionals to find adaptable workforce solutions that fit a shifting model.
“The world is changing,” Peter Sheahan told HR pros during yesterday's keynote at WorldatWork’s Total Rewards Conference, citing a running theme for the first day’s sessions. And that change is driving related disruptions to HR strategy, he said.
“Becoming more strategic” is a popular response to questions of how to deal with disruptive change. But what does that mean?
For many, that increasingly means changing up who is hired. The contingent or contractor workforce has exploded, growing from 10% of the workforce in 2010 to a predicted near 50% of the workforce by 2018.
But only 19% of HR leaders believe their businesses understand how the law works for contingent workers. Lots of questions angling for black and white clarity are met with gray answers and few certainties. Perhaps that’s why rewards for the contingent workforce made it onto the WorldatWork agenda for the first time this year.
So what’s going on in the world of contingent work? Here’s an update.
Written by : Kathryn Moody, HR Dive
Posted on: May 17, 2017
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