evolving toward contingent workforce planning
DESCRIPTION
Flexibility is one of the lynchpins of workforce planning. How you leverage your workforce and configure it can dramatically impact business performance. In this session, Alex Hagan, Founder & CEO, Kienco session explored the metrics and approaches that are key in enabling you to create both leverage and agilityTRANSCRIPT
EVOLVING TOWARDS CONTINGENT WORKFORCE PLANNING
“Flexibility is one of the lynchpins of workforce
planning…”
“It is not the strongest of the species that survives, nor
the most intelligent that survives. It is the one that is
most adaptable to change.”- Megginson (paraphrasing Darwin’s Origin of the Species), 1963
• The number of contingent employees will increase worldwide. In the
U.S., contingent workers will exceed 40 percent of the workforce by 2020.
(That’s more than 60 million people).
• In 2012, temp workers were 22% of largest 200 companies in USA,
moving to around 50% by 2020.
• Traditional full-time, full-benefit jobs will be harder to find.
• Small businesses will develop their own collaborative networks of
contingent workers, minimizing fixed labor costs and expanding the
available talent pool.
• Self-employment, personal and micro business numbers will increase.
• Government will misclassify workers, creating a major issue for
companies of all sizes
Source: Intuit 2020 Report; BLS
Contingent Workers are more productive than employees
Contingent Workers are more motivated than employees
Contingent Workers are happier than employees
Contingent Workers are cheaper than employees
Contingent Workers are less productive than employees
Contingent Workers are less motivated than employees
Contingent Workers are not as happy as employees
Contingent Workers are more expensive than employees
studies show:
…and other studies show:
Contingent workforce PARADOX
“Contingent work and workers are primarily distinguished by having an
explicitly defined or limited tenure”
- Staffing Industry Analysts
“With the changing economy, no one has lifetime employment, but
community colleges provide lifetime employability”
- Barack Obama
AMY IS A personal Assistant
Source: x.li
Increasing Complexity: Where IS SIRI MADE?
New business models:
CrowDsourcing
Crowdfunding
Personal Manufacturing
Source: quirky.com
NEW JOBS in 2024
• Augmented Reality
• Alternate Currency
• Seed Capitalist
• Global System Architects
• Locationists
• Waste Data Managers
• Urban Agriculture
• Business Colony Managers
• Competition Producers
• Avatar Designer
• 3D Print Engineer
• 3D Print Food Engineer
• Social Education Specialists
• Privacy Managers
• Wind Turbine Repair Technician
• Data Hostage Specialists
• Smart Dust Programmers
• Personality Services
• Smart Contact Lens Developer
• Nano-Medics
• New Science Ethicist
Source: Frey, http://kien.co/1qspJiO
OBSOLETE IN THE NEXT 10-20 YEARS?
• Telemarketers - 99% likelihood of automation
• Hand Sewers - 99%
• New Accounts Clerks - 99%
• Data Entry Keyers - 99%
• Clerical Work in a range of categories - 98%
• Tellers - 98%
• Bookkeeping - 98%
• Payroll and Timekeeping Clerks - 97%
• Cashiers - 97%
Frey and Osborne, The Future of Employment, Oxford Martin School, 2013 http://kien.co/1vUV9Sm
Adapted From: Joseph Voros, A generic foresight process framework (2003)
Possible: What Might Happen?
Plausible: What Could Happen?
Probable: What is Likely to Happen?
Preferable: What do we Want to Happen?
Futures Cone
The many faces of the Contingent worker
Arms-length employment
Nominally Low-Skilled Occupations
that aren’t core business. Often
includes things like call centre work,
assembly line production, catering
and cleaning services.
CRITICAL COVERAGE
High-skilled and socially important
occupations such as nursing and
teaching where coverage is a critical
issue. Often Agency Temps to
supplement internal workforce.
fixed-term Projects
Common for engineering and software
specialists, HR specialists, film
production crews, artists. Usually
highly specific skills that are required
on a short-medium term basis.
Traditionally secure employment
Non recession-proof fields that are
highly skilled, traditionally full-time
employment that are in oversupply,
causing a high reliance on short-term
contracting. (Architects, Lawyers)Constrained choice free choice
LOW Differentiation HIGH Differentiation
Frenkel et. al. 1999, Coyla-Shapiro and Kessler 2002, Dex et. al. 2000, Kunda et. al. 2002, O’Mahoney 2007
@alexhagan
@hellokienco
www.kienco.com.au