The Contingent Workforce in 2020

© 2014, Future of Talent Institute

2014 Contingent Workforce

Conference

Presented by Kevin Wheeler

The Irresistible Rise of the CONTINGENT WORKFORCE 2020


Economic

Global corporations, tax laws, free labor movement in Europe, restrictive labor movement in other countries, rise of bit coins & networked banking, decline in public companies

Structural

Aging workforce

Longer lifespans

Automation & robotics

Internet

Attitude/Lifestyle

Desire for choice/flexibility

Declining desire for careers

Global focus

Economic, Structural & Attitude Changes

impact Employment

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IPOs per year in the US

800

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Global, Virtual Workforce Emerges

GUIDING

PRINCIPLE: Skills

not geography are

king.

5

Rise of

Collaborative

Work

Wide sharing

of data,

ideas

Opening Virtual Borders


7


Two-Thirds of Work is Done Outside of

Organisational Workspace

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Corporate Office

35%

Co-Working/Cafe

35% At Home

35%

Growth is here


The Office is Dead

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“It’s clear from our research that traditional nine to

five office working could soon become resigned

to history for many workers. People feel strongly

that they no longer want to work within the

constraints of the typical office environment and

advances in technology mean that workers no

longer have to be shackled to their desks.

Jon Andrews, UK HR Consulting leader

at PwC


10

Networks are the New

Organisations


11


Strong customer involvement

Organic – fewer rules, no clear boundaries

Authority = capability

Alliances/partnerships

Team-based

Flat, distributed

Focus on patterns, change, learning orgs

Emerging Organisational Structural

Changes

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13

Obvious challenges

Outdated government regulations and law

Risk and liability ownership

Tax issues

Reputation/brand/trust

Fear of lack of control

Not so obvious challenges

Global currency restrictions

Nationalism

Cultural issues/biases

Managing virtual teams

Choreography of work

Appearance of chaos


Leverage global reach, independent workers and diversity to:

Crowdsource Ideas/Share/Collaborate

Experiment/Innovate

Reward risk taking

Amplification of Talent

14

20th Century

-Hide ideas/Own everything/IP

-Incremental innovation

-Avoid risk taking at all costs


Approach a project/assignment in quickly formed teams.

Focus on people with skills and capabilities that differentiate.

Reward learning/fast adaptation and fast “unlearning”

Scan data/market for trends and adapt quickly.

Build, test, rebuild……

SWAT Work Teams

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DIGITAL NOMADS


Focuses on individuals over lifetime

Fee-based

Promotes and brands individuals

Offers central services (payroll, tax, legal)

Provides training, assessment, counseling

Places people in any role: part-time, permanent, contractor

The Talent

Agent Rises

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Support Individuals

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Emerging Tools for Freelancers

19


Think of talent as a cloud, as mobile, possibly working for IBM in the morning virtually and someone else in the afternoon.

Focus on developing leaders with multicultural competence.

Use social media as an HR tool replacing periodic performance reviews and enabling daily, continuous feedback.

Use predictive analytics as an innovation tool.

IBM “HR ThinkFuture”

J. Randall MacDonald

Former Senior Vice President, Human Resources


21

THANKS

YOUR THOUGHTS & QUESTIONS

Follow me on Twitter: @kwheeler

Follow ATC: @ATCEvent

The Contingent Workforce in 2020

Recruiting & HR

Transcript of The Contingent Workforce in 2020