Your organization’s workforce and its effective management is one of the most significant HR challenges that need consistent attention. Approaching and addressing these factors takes a lot of effort and skills. Of the prominent employee engagement tactics that you have to deal with thoroughly, one segment covers the use of a contingent workforce.
A contingent worker is part of the temporary workforce in an organization. They can add core value to your business model but will never portray a permanent contract status. This article shares numerous details regarding the contingent workforce of an organization.
The post explores the top challenges, benefits, and management trends of the contingent workforce. You can check out various use cases to get optimum examples of the model. The space also explores some of the premium methods of getting support from digital technology to boost your contingent workforce management.
What is A Contingent Worker?
Before delving deeper into the concept of the contingent workforce, let us take a look at the definition and meaning of a contingent worker. Since the contract is only for short-term workflow management, it is mostly carried out in a model that covers individual projects.
You can select and deploy specifically skilled personnel to get optimum support to meet all the requirements of a particular project. This project-by-project workflow management should deliver quality and value to all elements of HR employee engagement. It could offer superior support to your business performance and productivity objectives.
The flexibility of workflow management in an HR domain should be promoted to boost the value of your operations niche. It should pave the way for optimum utilization of resources for your domain. Contingency workforce supervision is a genuine part of this credible concept.
The use of contingency workers is on the rise, owing to a whole host of factors and their efficiency levels. It works in two parts – employers should hire more contract-based profiles, and professionals should be willing to do more gigs. Either way, business models can drive impact and value if these are done right from an organizational perspective.
The payment of your contingent workforce does not follow a salaried package model. It covers integral support in the form of independent contracts and service labour provision. You can cover this model irrespective of industries or job profiles. We can count them under the general external workforce of an organization.
How Can You Manage Your Contingent Workforce?
The values of contingent workforce models cannot be overestimated. If you have to manage the model with efficiency, it is important to deliver quality solutions and services in the domain with effective ease. Some of the tips and techniques that you can follow in this regard are listed as follows:
- Remember that the working hours of your contingent workers are driven by deliverables and not on a fixed schedule or basis. It could help you activate essential value to your temporary profiles.
- Since employee benefits are not part of the contract, the eligibility of rewards and recognition may be reduced to promised contractual remuneration terms and rehiring for fresher projects and campaigns.
- As an employer, your access and control over the human capital resources is lower compared to your regular workforce.
- Though their roles are limited, contingent workers can bring a vast variety of skills and potential to enhance business performance perspectives.
- You can devise crucial workflow strategies by dealing with a set of contingent resources in your organization.
Trends in Contingent Workforce
The top trends that can drive value to meet the goals of managing a contingent workforce are given below:
Growth in flexibility
A key factor that you have to consider when dealing with a contingent workforce is flexibility. It is key to building solutions that can develop sufficient value for your optimum growth and success.
Partnership with external vendors
The top-notch operations management process that can create optimum value covers collaboration with external partners or vendors. When you deal with a contingent worker, this happens to be the case.
Improvement in workforce visibility
You can improve the overall visibility of your workforce by involving all contingent workers to deliver value at optimum rates. It helps in employer branding objectives, too.
Digital transformation strategies
Adopting a contingent worker should align with your promising goals to achieve support in the domain of automation and digital transformation.
Evolution of HR management
When you deal with contingent workers, it offers you a chance to adapt to the varying workflow conditions and manage core support in the evolution of your HRMS platform objectives.
Confidential procurement systems
You can secure newer staff members for your organization, maintaining privacy and security. Hiring contingent resources can help you in this scenario.
Benefits of Possessing A Contingent Workforce
You can get a whole host of advantages when you work with a contingent workforce for your business model. Some of them are listed here:
Reduction of risks
The delegation of job roles and profile tasks in the category of contingent workforce management is an important advantage. It helps you assess and reduce or eliminate the risks associated with the model.
Cost-effective measures
You can embrace the worthy role of cost-effective measures and parameters by promoting an empowering HR process that covers contingent workers in the business model.
Agile workflow parameters
Agility in your workflow solutions and services is an ideal task that can ensure the quality deployment of your HR operations. Using a contingent workforce can enable you to get support in this feature.
Flexible employee management
Managing a contingent worker offers you flexibility in handling employee engagement and HR operations.
Productivity and performance support
You can improve the business performance and productivity potential by working on a model that helps you promote HR management without fail. It is feasible to extract this feature with the assistance of contingency workforce execution.
Offers leverage to resource management
The evaluation of contingent workers can help you recognize choices to add leverage to the overall resource management process.
Potential Challenges for Employing Contingent Workers
When you work with the eventual employment of contingent workers, it could pose a few challenges. The top potential challenges in this domain include the following:
Hassles for employers
As an employer, you might face issues in the domain of employee management. For contingent workers, your problems could arise in the category of access and control. It could be an issue as the worker might experience more freedom over their job role.
Issues of adaptability
Temporary employees have to adapt quickly to the work environment. It might prove tiresome in certain cases, especially for freshers and new business models.
Imperfect strategy execution
You may not be capable of implementing core HR strategies and business improvement techniques at all times. It could be the case with contingency workforce management as well.
Violation of HR code
Chances for breaking the HR operations code could be higher in business models that involve a large number of contingent employees. The variety in backgrounds and overall working conditions could be a factor.
Parallel management of regulations
Compliance norms and regulatory measures are part of the HRMS platform that covers contingency workforce management. Some organizations could find it problematic to dish out accurate values in this space without disruptions to the workflow solutions under the business model.
Examples & Use Cases of Contingent Workforce
The domain of the contingent workforce is here to stay. Reports say that more than 40% of businesses work effectively to manage a promising HR model that covers a higher number of contingent workers.
The optimum method of understanding the contingent workforce in an organization is given in this section, with the involvement of examples and use cases. Have a look at those:
Creative skill experts
The resources that you hire to boost your organizational value should cover efficient creativity skills and talent. It is easy to promote support in this model with the adoption of contingent workers.
Field agents
When you include the services of field agents and delivery partners to host your operations management objectives, an ideal solution is to work with a temporary workforce. These staff members promote a route to achieve optimum performance and productivity.
Specialist roles
Experts and professional specialists can offer you a promising and engaging role that can work to promote HR workflow value. It helps you develop a business model with promising results.
Innovative profiles
When you need to involve highly innovative and fresh job roles in your HR model, the best option is to enable contingent workers.
Unique job consultants
Your choice to work with job consultation and management technique or strategy is vital for the organization. Temporary hires can help you with this model with effortless ease.
Manage Your Contingent Workers with the Artify 360 Platform
The involvement of digital technology integrations and innovative HR practices is capable of boosting value to your organization’s operations approach. Such digitized practices can help boost the management of a contingent workforce as well. Cloud HR software is a proven example of this type.
We are talking about the support offered by the Artify 360 platform to work with your employee engagement model. Management of a contingent worker also comes under this category. You can use the services of our HR payroll software to deploy, manage, and optimize the functions of the contingent workforce.
You can reach out to us to get a demonstration of Artify at work. We offer the best-in-class HR software system services that can support your operations management objectives related to all workforce management goals.
