Contingent workforce management: a holistic overview

Purpose This paper aims to illustrate a simple, holistic overview of contingent workforce management. Design/methodology/approach This paper’s viewpoint outlines benefits and challenges that employers and employees encounter with contingent work arrangements and highlights relevant human resource (HR) practices to effectively manage contingent workforce. Findings Benefits to employers are cost-effective hiring solutions, filling-up skill requirements, increasing numerical flexibility and diversity and broadened talent pool. Challenges include legal ramifications, hidden costs, confidentiality and security issues, low organisational commitment and productivity. For employees, benefits are working flexibility and financial gain and gaining work experience. Challenges include dependence on economy, irregular work hours, health risks and exploitation and differential treatment by employers. “Value-adding” practices of holistic hiring, onboarding, performance management, workplace training and developing resilient organisational culture can effectively manage contingent workforce. Research limitations/implications This paper provides a broader outline of benefits and challenges, both from employers’ and employees’ perspectives, linked with precarious employment. Further investigations on employers’ and employee’s perspectives based on specific types of contingent work arrangements (e.g. temporary agency workers and gig workers) can give in-depth insights. Originality/value This paper provides a simplified framework of pros and cons of contingent employment, along with practical HR remedies to manage contingent workforce.

The Mediation Impact of Contingent Workforce in the Connection between Organizational Commitment and Job Satisfaction

Most recently there has been wonderful development in the market for a temporary, or contingent, labor power in the United States. The total labor market during 10 years amid somewhere in the range of 1986 and 1996 developed by 1.7 percent, in a similar period, work in contingent services became 10.3 percent. Among the technical, pro-fessional,and managerial category of contingent workforce, there is a rapid growth of payroll noticed. Contingence workforce continues to thrive in Asian countries too. India is no exceptional from this viewpoint hence this has made the purpose of the present research paper to contribute the brief and clear insights towards contingent workforce, organizational commitment, and job satisfaction. The present paper is an empirical evidence for the mediation effect of contingent workforce in the relationship between organizational commitment and job satisfaction. This is a survey-based research work carried out to explore the subject of temporary workforce in Indian context. A sample of 284 respondents were participated in the survey and the typical fining from the present study is contingent workforce fully mediates the relationship between organizational commitment and job satisfaction. Partial Least Square based Structural Equation Modelling was used to test the proposed hypotheses.

Innovation, Artificial Intelligence in Contingent Work-Force Management

In recent years, the global use of contingent workers is rapidly increasing despite the increasing quantity of artificial intelligence applications in business. The question is "how these companies leverage the use of artificial intelligence to enhance contingent workforce's management?". The ideal goal of this paper is to develop a purely conceptual application of innovation, artificial intelligence (AI) adjacent to contingent workforce management(CWM). The researcher used qualitative information gathered from various authors and observations to reinforce the usage of AI. One of the critical tools to integrate with contingent workforce management for reduction of time spent on human resource administrative tasks is AI. There must be a transformation of thinking, accepting positive organizational change, utilization of technology and openness to new technology to foster AI. Along with that, integrating contingent workforce management with AI reduces risks and costs, increases efficiency and quality of work. Innovation and Artificial intelligence have been used in five pillars performance of contingent workforce management to mitigate the challenges associated with it.

Impact of Contingent Workforce on Productivity of the Organization with Respect to Cement Manufacturing Industries

The contingent workforce can be considered as a big and budding subset of the working population that provides various benefits to an organization. Hiring of Contingent workforce is on the rise in India as well in the form of freelancers, temporary or contract staff. These employees are being employed by companies in order to fill the urgent shortage of staff, according to a report from Kelly OCG. The ‘Workforce Agility Barometer Report’ depicted that project-based assignments are acquiring recognition in developing countries as 71% of C-suite leaders anticipate to sustain or augment their percentage of contingent workers in next two years. This study shall determine the impact of contingent workforce on the overall productivity of an organization in order to assess whether this trend should be continued owing to its various benefits or rejected.

Redefining the 21st Century Labor Paradigm

At a time when the Indian subcontinent is beset with a burgeoning population, rapid urbanization, and high disposable incomes, the Indian economy is at a precarious stage of balancing demand uncertainties with pressures to minimize bottom line costs. As a consequence, there is great reliance on a dynamic workforce, which comprises of temporary, contract, and casual laborers referred to as the contingent workforce. A talent war is looming on the horizon and employers need to buckle up their workforce armory with an unparalleled employee value proposition, making the business landscape a tricky vehicle to maneuver. A robust strategic framework bolstered by prudent workforce management will aid an organization to fulfill its goals while isolating it from any legal liability. Technology can be used to leverage data analytically for job assessment and aid in seamless project execution. In sum, an approach sensitive to the legal, technological and psychological pillars of managing workers provides a comprehensive mechanism to counter issues associated with contingent workforce management.