There is no dispute that the use of the contingent workforce is growing across the business landscape. It helps businesses quickly acquire impactful talent to provide effective support right out of the gate. However, managing a hybrid base of employees brings with it a number of challenges.
I recently read an article from Sys-con Media that examines several strategies for effective enterprise contingent workforce management. First, companies need to make sure they have a tight, coordinated effort between procurement and human resources, which includes having defined worker classifications, job requirements and tenure limits. This ensures that everyone is on the same page.
Second, companies need to understand the correct terminology and classification of workers. In some cases, these individuals are IT contractors, while in others they are considered consultants. Sometimes departments, such as legal, HR and procurements may have different ways of referring to the same employees but definitions of job roles and classifications must be consistent to ensure your company is adhering to regulations.
Finally, leadership must understand the changes and innovations necessary to improve management in a hybrid staffing environment. This may require senior representatives from different departments to make a coordinated effort to develop organization-wide standards for worker classification contingent workforce management.