The nextSource Blog has been covering the ongoing saga of gig economy pioneers like Uber for at least the last five years in posts like this from 2015 and this from earlier this summer. Companies like Uber, Lyft and scores of other gig economy organizations continue testing the boundaries of labor laws, tax regulations, and the very nature of the employer/employee relationship. They represent significant evolution in the nature of workforce management and keeping abreast of the changes wrought by these disruptive models is imperative to all organizations leveraging human cloud, gig economy and other emerging worker types. These two recent developments in the ongoing Uber story suggest the pendulum is swinging back toward favoring the “Uber model” for worker classification.
Sep 27, 2019 12:31:38 PM
Sep 20, 2019 3:27:25 PM
If a staffing company, payroller, EOR or other workforce management service provider serving your programs were to wind up in trouble with the law or suddenly become insolvent, it could spell big trouble for your operations. The most recent example of this catastrophic occurrence has affected numerous unfortunate organizations and reveals a risk to organizations relying on these provider/partners. Read on for details about this most recent example, along with a rundown of associated risks and what you can do to protect your contingent workforce management program from becoming a victim.
Sep 12, 2019 12:10:46 PM
With so many members of the American workforce migrating from the ranks of traditional W2 wage-earning positions toward the flexibility and autonomy of gig economy jobs, business leaders are responding to increasing calls from their HR management for approval to leverage gig economy labor in certain critical roles. The savvy business leader understands that contemporary organizations have much to lose by failing to harness the benefits of gig workers while their competition does. Here’s some of the steps needed to make an HR-driven gig economy practice come to life in your organization.
Sep 9, 2019 3:17:51 PM
The rapid growth in adoption of contingent labor among all kinds of organizations has become a burden on the talent acquisition community. Talent acquisition professionals are busy enough grappling with sourcing in a historically low unemployment environment where finding not just bodies to fill seats, but talent that can be developed for longer-term and temp-to-hire positions is already a heavy lift. Executing the steps needed to succeed – such as defining employer brand, building positive culture, workforce planning, sourcing and measuring performance analytics – can seem beyond the ability of TA pros to achieve. Luckily, there are resources out there to help.
Aug 29, 2019 11:19:59 AM
Sometimes in life, we get the exact opposite of what we want. For the preponderance of workers responding to the SIA’s 2019 Temporary Worker Survey, a full-time job to replace temp work is what workers are wanting for. Yet, in today’s low-unemployment environment, there are still many who haven’t been able to join the ranks of the full-time employed. With the economy flashing recessionary warnings, it seems poised to get more difficult, not less difficult for those contingents yearning for full time roles. For employers and their staffing agencies however, some preventative planning can help make life as a contingent more rewarding than before which will be welcome when the economy cools and full-time jobs grow more scarce. Here’s some advice in that regard.
Aug 8, 2019 1:01:47 PM
You can’t manage what you can’t measure says the old business axiom. This is why performance minded managers employ key performance indicators or KPIs to help quantify critical aspects of performance in all areas of their business. For contingent workforce programs, there are common KPIs most frequently correlated with workforce management success. Knowing which ones are the most effective is a question frequently encountered by nextSource experts. So, let’s talk a bit about KPIs and how to select the ones best suited to driving success across your contingent workforce operations.
Aug 1, 2019 12:46:43 PM
“No one could have predicted…” This laughably obtuse statement is always uttered by those who should have known better, in the wake of catastrophes that could have been easily avoided if those same people had paid heed to the obvious warning signs leading up to the disaster. Today, the US likely stands at the precipice of a major economic downturn according to the people whose job it is to watch the cycles and patterns in economic activity and smart organizations are paying heed to these warnings by preparing talent strategies to weather the coming storm. Here’s the evidence offered in support of this dire prediction and some of the strategies being prepared to weather it.
Jul 18, 2019 3:11:59 PM
CFOs typically weigh the potential for cost savings heavily when deciding whether investment into new services and technologies makes sense for their organization. When it comes to deciding whether or not to invest in managed services programs (MSP) for contingent workforce management, it is critical that a CFO consider both the hard and soft cost savings that are commonly captured through outsourcing a non-core business function to a provider with specialized expertise in the relevant processes. Here’s a basic explanation of how both the hard and soft savings are captured in significant measure by engaging an MSP for contingent workforce management.