“In 2019, an intensifying combination of economic, social, and political issues is forcing HR and business leaders to learn to lead the social enterprise—and reinvent their organizations around a human focus.” So begins the introduction to Deloitte’s “2019 Global Human Capital Trends Report”. Forbes magazine says, “businesses today are entering a whole new paradigm for management: one which considers a business less as a “company” and more as an “institution,” integrated into the social fabric of society.” How can workforce management support the idea of “the Social Enterprise” to achieve increased success in today’s changing workforce environment?
Jan 6, 2020 12:43:43 PM
Dec 31, 2019 11:14:05 AM
As the decade draws to a close, workforce management professionals are bracing for what promises to be another “roaring twenties” as the global workforce continues to undergo rapid change and evolution. nextSource experts have been reviewing dozens of sources of data and opinion on what the New Year and the new decade have in store. There seems to be one, prevalent theme wending its way through contemporary thought regarding the seismic changes in labor markets: Employee Experience. Here is the evidence supporting the idea that 2020 is going to be the year of employee experience.
Dec 6, 2019 10:12:44 AM
The nextSource Blog is your one-stop shop for incisive industry perspectives, best practices, innovative ideas and overall thought leadership on all things relevant to workforce management. Today’s post will look back over the last few months of posts to provide a brief synopsis of all the hard-hitting and valuable content this blog has been producing consistently for years.
Nov 20, 2019 11:16:31 AM
nextSource recently had the opportunity to address the HR Alliance in Washington DC. The topic that was on the minds of many in the audience was the Gig Economy. The audience was seeking to understand this mushrooming new labor channel.
Nov 7, 2019 10:32:37 AM
The Securities and Exchange Commission (SEC) has proposed new regulations for publicly traded companies that would require reporting on the size and composition of the workforce. This is likely a reflection of the significant evolution of the American workforce over recent decades. Clearly, the SEC and investors believe there is actionable investment information to be gained from knowing more about a company’s labor force, its composition and utilization. So, what might new reporting rules involve and how might they affect the staffing industry and workforce management planning at all kinds of companies?
Sep 27, 2019 12:31:38 PM
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 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.