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 20, 2019 11:16:31 AM
Nov 13, 2019 2:40:52 PM
At nextSource and among the staffing industry at large, personal achievement is taken very seriously. It’s why we work diligently to help organizations achieve a well-balanced workforce; at the same time, we help workers to achieve their career goals. On this Veteran’s Day, we turn our attention to the men and women who serve in America’s Armed Forces and who personify personal achievement.
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?
Oct 4, 2019 10:51:00 AM
Did you know that contingent workers sometimes suffer quietly in a toxic work environment (TWE) while their full-time counterparts are not feeling (or even aware of) the pain? Turnover caused by toxic company culture has cost an estimated at $223 billion according to a report released recently by the Society for Human Resource Management. Volumes have been written about the risks and ramifications of allowing a toxic work environment to exist. What’s less well explored are the contours of the toxic work environment within the contingent workforce.
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.
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.