Whitepapers and Factsheets

ProcureCon HR Report 2021

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Page 10 of 22

The New Normal for HR: Talent, Training and the Post-Pandemic World 11 PART TWO The Changing Workforce Ecosystem In the aftermath of the COVID-19 pandemic, heads of HR procurement will continue to see a number of their workforce continue to work from home, if it is in line with company policy. As workers have grown used to the freedom that comes with working remotely, their requirements and expectations from employers will be changed forever. Pre-pandemic levels of outsourcing were high, but for some organisations post-pandemic, there will be an even greater reliance on temporary, freelance and contract workers making up their total workforce. This will be the start of a larger cultural shift towards a new workforce ecosystem whereby employees will not expect to continue their careers with the same company for an extended period of time. According to our survey, 62% of respondents stated that 21-30% of their workforce is now made up of contingent and temporary workers. A further 44% of respondents said that between 31-50% of their workforce is made up of contractors and 46% of respondents said freelancers makes up 21-30% of their workforce. Although, it was interesting to see that 80% of our respondents still have between 50-100% of permanent employees making up their workforce, this pattern towards a greater reliance on contingent workers is clear. The proportion of outsourced staff in organisations today is growing and the challenges of the COVID-19 pandemic have only exacerbated and accelerated the situation. One of the main implications of having a larger percentage of contingent players in the workforce is that this has an impact on team building. With a higher turnover of staff, it can be challenging for managers to ensure a high level of cohesion and unity among their teams. This will also require extra effort to facilitate skills development of their contingent workers, as it is harder to maintain ongoing learning and development programs and outcomes. Of course, another challenge for heads of HR procurement is managing the cost of a higher level of contingent workers. As prices from different employment agencies and external sources will start to mount up, organisations need to ensure they are not overpaying for their talent acquisition. Maintaining regulatory compliance can also be a test as many contingent workers might not be aware of particular industry regulations or requirements, which will have to be factored in to their onboarding training. According to our survey, the top three technologies that organisations are currently using to manage their extended workforce are HR technology (including employee engagement, performance management and talent acquisition); internal and external talent marketplaces; and VMS and Freelancer Management Systems (FMS) platforms. Utilising the latest technology will become central for heads of HR procurement in the future to overcome the challenges of managing an increasingly contingent workforce. Talent management platforms and marketplaces can help keep costs down by providing a convenient way to compare prices. procureconhr.wbresearch.com

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