With the growth of the gig economy, it is also necessary for the HR to know to handle the system of flexible working. The HR department has to think beyond traditional workforce. With increased workplace flexibility, with a distributed workforce remotely, it becomes imperative to include a number of factors for the HR when planning future strategies.
Main Challenges of HR as per a Survey by Deloitte
- Legal or regulatory uncertainty
- Unreceptive culture
- Lack of understanding among leaders
- Problems in aligning contingent workers with corporate tech, procurement and business strategy of the concerned organization.
How HR can remove the alignment gap of the workforce in Gig economy?
- Include the flexible employees in critical meetings and discussions
- Make sure your organization defines measures of success properly, including cultural fit and other ‘soft’ factors
- Let them communicate their concerns and reviews
- Use a two-way feedback system
- Make sure managers are development- and performance-oriented
- Excellence in performance must be duly encouraged. Flexible workers depend on client satisfaction for their career success.
Here is what HR must do to make the most of this growing gig economy
- Recruitment of flex workers: Recruitment for flexible workers should not be a long-drawn one but quick. From sourcing to selection to joining, the entire process should be completed in few weeks, instead of dragging it long. So, the best process is to opt for external source which has its exclusive sourcing platform in place for freelance workers. Find out here how.
- Performance management of gig workers: Gig workers must be judged on different performance standards. It is better for HR and reporting manager to allocate gig workers short-term, outcome-based objectives.
- Retention of employees: Retention and attrition management become completely different in case of gig workers. The golden rule is to compel them to come back to work with the company again and again on short term basis with regular pay, words of encouragement, involving them in company’s events and celebrations
- Training of flexible workers: Just as the HR team has to provide regular training and development of its regular employees, so also in case of a part-time employees, such facilities should be provided. If the HR hires a person to work for the organization for 6 months, learning goals must also be incorporated but in a different way. Rigorous, small-sized training that delivers immediate results on the job is necessary. Check out here online work-from-home training programs.
- Succession planning: It is to be noted that the HR in a gig economy must prepare for frequent exits and hires. Here, the uncertainty of employment is something that needs to be managed very well. It is therefore important to have a succession plan, considering the fact there is a combination of both full-time and part-timers.
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