2018 Contingent Workforce Management Trend: 3 Areas to Watch
POSTED BY PRO UNLIMITED | SEPTEMBER 10TH, 2018
As the number of contingent workers continues to grow, the industry keeps advancing at a breakneck pace. Workforce management technologies, for example, are rapidly evolving to help stakeholders become more efficient, source talent more effectively, and easily onboard and offboard workers.
New technologies also mean new ways of connecting job candidates and businesses. In this landscape, regulations are constantly changing, both within regions and globally, making compliance more challenging, risk greater and need to partner with an expert such as PRO Unlimited imperative.
Here are three key 2018 contingent workforce management trends to keep an eye on in the year ahead:
1) Artificial Intelligence offers new perspectives on contingent workforce management.
In 2018, more companies will begin tapping into the power of artificial intelligence and using it to make sense of the massive amounts of structured and unstructured workforce data out there today. The result will be faster, smarter decision-making that drives cost savings and improves business performance.
In the realm of contingent labour, AI will offer new insights that enable organisations to approach traditional workforce management challenges in exciting ways. When applied strategically, AI could help businesses better predict job performance for specific roles and match workers to jobs. Embedded intelligence and augmented reality offer further intriguing opportunities to help users through various workforce management tasks and deliver a better experience.
Read more: “Artificial Intelligence and Its Impact on Contingent Workforce Management”
2) Total talent management reaches a tipping point.
The concept of “total talent management”, or the combining of contingent worker data and “sanitised” full-time employee data, has long been a goal for many organisations. In 2018, technological advances and improved data integrations will help more companies leverage the power of total talent management and realise th benefits of this wider, deeper perspective.
In a landscape in which market rates, skill set demand and employment laws are constantly fluctuating, having this powerful mechanism for understanding your entire workforce could be the difference between success and failure in 2018.
Read more: “Unleashing the Power of Holistic Workplace Visibility”
3) Worldwide regulations become increasingly complex.
Regulations are constantly changing and evolving, making compliance more challenging and the risk greater. In 2018, heads of both U.K. and international-based contingent workforce management programs will encounter shifting regulations, including the following:
• Employment Law (U.K.): Various forms of paid leave entitlements, such as paid bereavement leave, are proliferating. A similar trend is occurring with constructive dismissals – pay cuts can now constitute fair cause for claims. Because these precedents can change after one legal case, employers will need to quickly navigate an everchanging field of new compliance obligations.
• Data Protection Acts (Global): Stakeholders should be looking at how they use data and what they need to do to comply with new legislation.
• Brexit (U.K.): Many of the issues arising from Brexit should become clearer during 2018, including how it will impact the U.K. staffing marketing and access to talent.
For more on these contingent workforce trends and others, including self-sourcing and SOW management, check out PRO Unlimited’s “5 Key Contingent Workforce Management Trends for 2018” white paper.
If you would like to discuss any of the above in greater detail, we would love to set up a consultation with you. Please inquire at email@example.com or call +44 (0)203 633 3912.
Disclaimer: The content in this blog post is for informational purposes only and cannot be construed as specific legal advice or as a substitute for legal advice. The blog post reflects the opinion of PRO Unlimited and is not to be construed as legal solutions and positions. Contact an attorney for specific advice and guidance for specific issues or questions.