Technical Innovation Raises Expectations for Contingent Workforce Management
New concepts, processes, and technology continually reshape the workforce strategies employers rely on to thrive in a highly competitive landscape. From project-based engagements to app-driven talent ecosystems, organizations have more avenues than ever to consider when looking for the best ways to handle key work activities. Workforce decisions seem likely to become even more intimidating with rapid advances in robotics and machine learning adding yet another dimension to consider. Working with a workforce expert such as a managed service provider (MSP) can bring clarity to these choices through far-reaching talent management solutions and consultative insights based on hands-on experience.
New Workforce Alternatives Slowly Becoming Mainstream
Headcount tracking for project-based work and independent contractors has long accompanied traditional contingent workforce management programs. Organizations increasingly expect programs to encompass freelance workers, full-service services procurement, and outsourced providers in a seamless manner. And freelancer management systems and private talent communities have gained momentum, in recent years. Top MSPs bring consistency and visibility to these popular, yet often less-understood, work channels by creating central processes for managing them alongside established workforce suppliers.For example, direct talent sourcing and talent pooling solutions give TAPFIN clients flexible ways of reducing
For example, direct talent sourcing and talent pooling solutions give TAPFIN clients flexible ways of reducing worker-sourcing time and costs by creating a structure for maintaining contact with and deploying previously sourced workers. These solutions augment partnerships with online talent exchange platforms and build upon TAPFIN’s leadership in services procurement and contingent workforce management. They also keep organizations in-step with emerging work strategies popular with in-demand talent.
Automation, Robots, and Artificial Intelligence Shake Up Talent Needs
Most people anticipate the workforce of the future to look very different than the workforce of the present. “Two-thirds of Americans expect that robots and computers will do much of the work currently done by humans within 50 years,” according to Pew Research Center. McKinsey Global Institute put the scale of potential workforce disruption in a different context. “We estimate that about half of all the activities people are paid to do in the world’s workforce could potentially be automated by adapting currently demonstrated technologies. That amounts to almost $15 trillion in wages.” Workforce strategies that begin addressing this shift now will help employers remain competitive, as the transformation accelerates.
Organizations may not integrate automation, robots, or artificial intelligence with workforce management processes for years. But they definitely need to understand how they affect the types of workers engaged through those processes. People will need to learn new skills, as technological advances force existing positions to evolve and new ones to emerge. Your MSP should serve as a consultative advisor that helps you understand these changes to the talent landscape. It should recommend approaches for finding and engaging workers and suppliers proficient in the technologies shaping the new workplace. Most importantly, it should create and maintain a responsive framework for keeping your workforce moving forward no matter what the world of work looks like in the next year, next decade, and beyond.