The on-demand workforce offers companies the ability to tap into extensive networks of innovators, technical experts, and seasoned professionals. Ashtabula County needs to be moving in this direction.
Companies are taking a more sophisticated approach to managing all aspects of their workforce, including the hourly, contingent, and contract workforce. More than one-third (34 percent) of all workers in the United States are contract workers,1 and more than half (51 percent) of our respondents say their need for contingent workers will keep growing over the next three to five years. The on-demand workforce offers companies the ability to tap into extensive networks of innovators, technical experts, and seasoned professionals. To engage and retain them, companies should think broadly about how their HR programs, strategies, and analytics tools could be applied not only to full-time employees, but also to contingent and part-time workers.
This year, the “on demand” and “on tap” talent markets continue to grow and to challenge companies’ ability to effectively manage their total workforce, as companies expand their use of external talent sources to gain access to badly needed capabilities, In fact, in this year’s Global Human Capital Trends research, workforce capability was rated the fifth most important challenge. Yet as the importance of workforce capability builds among corporate leaders—with the trend’s importance index climbing from 62 last year to 70 this year—organizations’ readiness to address it has slipped, with its readiness index dropping from 46 to 43. And although workforce capability had only the eighth-largest capability gap overall, there was significant geographic variation, with particularly pronounced capability gaps being reported in Japan and South East Asia.
Read more here at Deloitte University Press.