Companies need flexible approach towards staff management: Manpower

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Chennai: Forceful enough to change the employment landscape forever, the current economic crisis has taught some hard lessons to employers about the need to transform their talent acquisition strategies in the face of growing global competition. As the business environment begins to improve, employers are poised to respond quickly to a rapidly changing marketplace and growing disconnect between where labour is needed and where it is available.

Manpower Inc, a world player in the employment services industry, forecasts that companies need to adopt a more strategic and flexible approach to workforce management in order to reach their goals and better manage risk in the post-recovery world. Key to this approach will be a growing reliance on the four types of non-permanent or contingent workers, who come under the brackets of temporary employees, outsourced workers, contractors and consultants. These recommendations and findings form part of the “Rules of engagement: Harnessing the potential of the contingent workforce”, a white paper and survey released by Manpower Inc.

Manpower predicts that in order to take full advantage of opportunities in the recovering economy, employers will need to move away from viewing contingent workers as a practical resource to cover maternity leave, meet seasonal demand or keep permanent payrolls in check, and towards viewing them as a valuable strategic asset. According to Manpower’s research, the most common reason worldwide for employing contingent workers is to meet peak seasonal demand and nearly one in five employers do this. Only 14% of employers across the globe now turn to contingent employees to derive greater strategic value.

According to the survey, more than 60% of employers worldwide do not view contingent labour as critical to business success. Manpower foresees a new executive mindset in the post-recovery world, with forward-looking companies turning to a dynamic mix of permanent and contingent workers, increasing their flexibility for a competitive advantage. Therefore, the demand for specialist contractors and outsourced workers will rise, especially in knowledge-driven areas where technology allows talented people to work from anywhere in the world. As more and more companies understand how to leverage a contingent workforce to gain strategic value, that percentage will only grow.