Understanding the changing face of the workplace and the role played by white collar contractors, especially those who perform project management functions, is critical for employers.
Running a sustainable business and being an Employer of Choice over the next 10 years will increasingly mean creating conditions that not only accommodate and attract the best possible permanent staff but also appeal to and include the rapidly emerging and powerful demographic of contract workers.
The reality of today is that there is an ongoing fundamental shift in the global and local market towards assignment and project-based work. The workforce is moving from the traditional master-servant ‘permanent’ workforce structure, to a blended workforce balanced by ‘non-permanent’ contract workers.
Over the past few years, organisations have increasingly turned to white collar contractors (independent professionals, or IPros) as a means for facilitating a scalable workforce that supports sustainability and profitability.
Many labour force publications, reports and thought leaders continue to assert that there is a major shift in recruitment and employment strategies taking place, with more people taking on contact roles than ever before and even more organisations choosing to engage the expertise of skilled IPros.
The evolution of the contract workforce has emerged at a time when organisations are facing increasing global competitiveness necessitating the need for them to be more flexible, agile and efficient in order to remain sustainable. As a means of remaining sustainable in the new world of work, organisations’ hiring, retention and performance management policies and strategies will need to include both the permanent and contract workforce or risk facing a competitive disadvantage and becoming redundant. So, what do you need to do now?
To find the right balance between your permanent and contract workforce, first you need to evaluate your company’s current condition; then you establish a strategy based on the outcomes of your evaluation, and finally engage the right people to support your business goals moving forward.
Evaluate your current workforce
Forward thinking companies are evaluating their current workforce now and ensuring that their recruitment, employment and engagement strategies are set up to support future growth.
Identifying your current issues, challenges and problems is the first step and will guide you in establishing desired outcomes and company goals. Once you have a handle on what the issues are and where you want to be, you need to consider whether you have the right people on board to achieve those goals.