Most organizations plan and recruit the workforce it needs for its functioning. Many a time, even with the best of efforts and planning, a regular workforce may not be able to deliver the organization's needs and requirements. To supplement the regular workforce, many organizations think of having a contingent workforce in place.
A contingent workforce is a team of freelancers or consultants, which the organization may tap into to meet an emergency work requirement. Sometimes, depending on the nature of work, regular work too, could get done using a contingent workforce. The idea of contingent workforce management has come into focus in the present day work situation in which there has been a general rise in the number of remote or part-time workers.
An organization has a few advantages in having a contingent workforce in place.
A contingent workforce may come with its advantages, but the system is not without its disadvantages. Some of these:
This said, it is not always that the organization has to renounce the idea of having a contingent workforce.
Contingent workforce management is about properly assessing the need for a contingent workforce and managing it. A contingent workforce management plan has to thoroughly understand the risks and benefits of employing a contingent workforce based on the requirements and needs of a particular work.
HR plays an important role in facilitating contingent workforce management in using its discretion in employing a contingent workforce. Once HR has had sufficient experience in handling a contingent workforce, managing it should not be a handicap. Making optimal use of the contingent workforce should help organizations save costs while retaining the same quality of work. Contingent workforce management is a skill that HR can indeed hone over time.