by Samuel Gitukui
For many organizations, talent management is a top priority. In order to bridge an existing talent gap, companies are making use of the crowd, either through open innovation platforms and sometimes through the gig economy.
However even while companies use these open innovation platforms there is a problem. Its success rate is hindered due to a lack of talent within the company. With this in mind, its now easy to understand why the simpler option for many organizations is to turn to the gig economy.
Some companies have reverted to creating platforms that are designed to help them source the best freelancers for the job. Some of these platforms not only allow managers to get into contact with the best freelance clients but also ensures that they jump on board to start work quickly which also allows them to make an impact much faster.
For companies wanting to set up a work force that is modern and for the future business its important to first appreciate that the relationship between the employer and the employee is changing. Workers now seek more flexibility and the number of contractor workers continues to rise.
Companies are now having strategies to recruit short term employees and freelancers when the need for them in the company arises. This allows them to have a flexible and agile workforce and since there are no geographical barriers, the business is able to gain access to global talent.
In order to attract the right freelancers, companies are going as far as allowing contractors use the same material and platforms that the more permanent workers use for job training.
One of the greatest assets for any organization is its work force and the best talent will allow it to thrive. Most of the time, some of the best talent comes in the form of freelancers. That said, organizations are realizing the need to provide support to its workers to allow them to adapt in an everchanging business world.
Millennials are perhaps the biggest proportion of the gig economy. What is starting to pop up is the question of job security and compensation and whether there is any regulatory body.
The companies, organizations and government will need to start looking at work in a whole new way instead of trying to amend the current in place job regulations.
Something to keep in mind however is that the gig economy is not all roses and sunshine. Some freelancers may have to work overly long hours and still make little money depending on how you set up your business of course.
There are different types of gig workers within the economy from plumbers to writers to vets. However, they have a few similarities.
There is no guarantee of future work and workers are called as when needed. They are also paid as after completing the gig. Often workers will not be paid per hour but as par a specific job.
As for the capital required to perform the tasks it is up to the workers to supply it.
For many organizations, talent management is a top priority. In order to bridge an existing talent gap, companies are making use of the crowd, either through open innovation platforms and sometimes through the gig economy.
However even while companies use these open innovation platforms there is a problem. Its success rate is hindered due to a lack of talent within the company. With this in mind, its now easy to understand why the simpler option for many organizations is to turn to the gig economy.
Some companies have reverted to creating platforms that are designed to help them source the best freelancers for the job. Some of these platforms not only allow managers to get into contact with the best freelance clients but also ensures that they jump on board to start work quickly which also allows them to make an impact much faster.
For companies wanting to set up a work force that is modern and for the future business its important to first appreciate that the relationship between the employer and the employee is changing. Workers now seek more flexibility and the number of contractor workers continues to rise.
Companies are now having strategies to recruit short term employees and freelancers when the need for them in the company arises. This allows them to have a flexible and agile workforce and since there are no geographical barriers, the business is able to gain access to global talent.
In order to attract the right freelancers, companies are going as far as allowing contractors use the same material and platforms that the more permanent workers use for job training.
One of the greatest assets for any organization is its work force and the best talent will allow it to thrive. Most of the time, some of the best talent comes in the form of freelancers. That said, organizations are realizing the need to provide support to its workers to allow them to adapt in an everchanging business world.
Millennials are perhaps the biggest proportion of the gig economy. What is starting to pop up is the question of job security and compensation and whether there is any regulatory body.
The companies, organizations and government will need to start looking at work in a whole new way instead of trying to amend the current in place job regulations.
Something to keep in mind however is that the gig economy is not all roses and sunshine. Some freelancers may have to work overly long hours and still make little money depending on how you set up your business of course.
There are different types of gig workers within the economy from plumbers to writers to vets. However, they have a few similarities.
There is no guarantee of future work and workers are called as when needed. They are also paid as after completing the gig. Often workers will not be paid per hour but as par a specific job.
As for the capital required to perform the tasks it is up to the workers to supply it.
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