This month, there was a lot of buzz about how the gig economy is affecting the role of HR. In fact, we laid out some of these reasons in a recent blog series. To explore this idea further, we gathered a list of articles from June highlighting the impact that the gig economy can have on an organization, a HR department, and a workforce.
The human cloud, also known as the gig economy, has yet to show signs of slowing down. In fact, a 2016 revenue on the human cloud industry showed that growth in the space has almost doubled to approximately $47 billion, Staffing Industry Analysts reports. Their senior research analyst, David Francis, is quoted saying, “Staffing executives and other stakeholders should pay attention to this budding part of the workforce…”
Still not convinced that businesses need to be paying attention to the rise of the gig economy? This Forbes article shares four ways that leading companies are using the gig economy to their advantage and explains why a business should be following suite.
With about 62% of HR managers currently using some type of a flexible workforce, and research estimating that this will increase to about 80% in 2017, HR departments have the opportunity to bring about major change in a business. This article explains three areas within an organization where HR can strategically impact big business decisions.
Talent shortages — especially in high growth industries — can heavily impact a business. Employers in 2016 noted that they were experiencing some of the highest global talent shortages since 2007. The Staffing Stream explains ways that businesses can combat this talent crunch by tapping into the gig economy workforce.
A lot of time, money, and resources are dedicated to ensuring full-time employees achieve job satisfaction, but the same can not always be said about businesses managing a contingent workforce. If similar strategies for job satisfaction are not used towards a contingent workforce, a large gap for opportunity is left behind. This Staffing Industry Review article goes through the risks, accountability, and benefits that businesses can experience when handling the treatment of a contingent workforce.
Not only should a job satisfaction strategy be in place for a contingent workforce, but businesses should also use other tactics to ensure flexible workers are engaged and motivated. Get advice in this article on how to achieve an effective strategy.
Want to tap into a contingent workforce? Learn more about working with Shiftgig.