HRO Today April 2016 - 32

Talent Management
difficulty integrating the various types of workers into a
unified whole. The report's title references this epochal
change in the workforce: The New Organization:
Different by Design.
As more companies employ a greater volume of nonsalaried
workers, HR must " build a culture of collaboration,
empowerment, and innovation, " the report states. To do
this, HR must redesign " almost everything it does, from
recruiting to performance management to onboarding to
rewards systems. "
It's a big responsibility, but the rewards for businesses are
even greater. The disparate elements of the total workforce
are integrated into a cohesive unit of productive people
inspired by the company's purpose, culture, and values.
To address the need, superior HR organizations are
developing total workforce strategies that leverage
a single platform, providing visibility into all workers.
In doing so, they can improve their access to quality
contingent hires, coordinate recruitment activities to know
which type of worker is best to hire based on current
needs, and provide faster onboarding. Other benefits
include increased transparency into contract worker labor
expenses, and enhanced corporate compliance with local
and national employment laws and tax regulations.
" By having greater visibility into the blended workforce,
companies can optimize talent to meet demand
fluctuations, and balance labor costs with workforce
agility, " says Beth Roekle, president of Advantage xPO,
US, a provider of contingent and permanent workforce
staffing solutions.
Drivers of the Total Workforce
Many factors collide to create the new workforce
paradigm, including mobile digital technology which
makes collaboration easier across time zones and
geographies, continued economic uncertainty, non-stop
globalization, and pronounced skills shortages which
produce the current war for talent.
Other reasons prompting the change in the workforce are
demographics and career and work expectations.
" Baby boomers and older Gen X'ers have reached an age and
skill level where they may no longer want to work full-time
for one company, " says Bersin. " They may suddenly realize
that their talents are in high demand from multiple companies
wanting to hire them, albeit on a contingent basis. "
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HRO TODAY MAGAZINE | APRIL 2016
A case in point is software engineers. Not only can such
skilled individuals achieve a more flexible work-life balance
through contract work, in some cases they can make more
money.
With regard to younger generations who came of age
during the Great Recession, many of them may not want
full-time work with a single employer for life, having
seen their parents, aunts, and uncles lose their jobs and
experience difficulties finding replacement work at their
previous income levels. Unlike older generations that did
not have the opportunity to pursue such a wide range of
contract work when they were starting out, Millennials
have plenty of opportunities to pick and choose.
Another factor in the creation of the total workforce is
economic uncertainty. Although the economy is in much
better shape today than it was five years ago, a significant
measure of job insecurity prevails.
" Traditionally, part-time work is cyclical, with more people
working on a contract basis when full-time work is harder
to come by, " says Bersin. " Then, when the economy
improves, more people take full-time jobs. "
He explains that it would be tough for a contract worker
to turn down a salary that is two or three times what he or
she is currently making.
" The Bureau of Labor Statistics backs up this cyclicality, "
says Bersin. " The question, though, is whether or not the
historical trending will continue in an environment of
economic uncertainty. "
Challenges of the Total Workforce
Assuming the total workforce is here to stay, the
challenges presented in managing these workers bear
deep consideration. Ninety-two percent of respondents to
the Deloitte survey ranked future " organizational design "
as the primary issue of importance to their companies'
workforce-related goals. Nearly half the respondents said
they were in the middle of restructuring from a traditional
workforce model to a more interconnected, flexible, and
team-based one.
In this process of integrating the workforce, companies
must contend with legal issues regarding what specifically
constitutes a full-time employee. The U.S. Department of
Labor does not make a distinction between full-time and
part-time employees, leaving it up to employers to make
this determination. This is important, since the Family

HRO Today April 2016

Table of Contents for the Digital Edition of HRO Today April 2016

HRO Today April 2016 - 1
HRO Today April 2016 - 2
HRO Today April 2016 - 3
HRO Today April 2016 - 4
HRO Today April 2016 - 5
HRO Today April 2016 - 6
HRO Today April 2016 - 7
HRO Today April 2016 - 8
HRO Today April 2016 - 9
HRO Today April 2016 - 10
HRO Today April 2016 - 11
HRO Today April 2016 - 12
HRO Today April 2016 - 13
HRO Today April 2016 - 14
HRO Today April 2016 - 15
HRO Today April 2016 - 16
HRO Today April 2016 - 17
HRO Today April 2016 - 18
HRO Today April 2016 - 19
HRO Today April 2016 - 20
HRO Today April 2016 - 21
HRO Today April 2016 - 22
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HRO Today April 2016 - 24
HRO Today April 2016 - 25
HRO Today April 2016 - 26
HRO Today April 2016 - 27
HRO Today April 2016 - 28
HRO Today April 2016 - 29
HRO Today April 2016 - 30
HRO Today April 2016 - 31
HRO Today April 2016 - 32
HRO Today April 2016 - 33
HRO Today April 2016 - 34
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