Manage The World Wide Workforce - Course Sections 5 and 6 | Nicole Le Maire | Skillshare

Manage The World Wide Workforce - Course Sections 5 and 6

Nicole Le Maire, Modern People Ops for remote teams.

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5 Lessons (25m)
    • 1. S5/ Lesson 1 - The New Business Strategy

      5:56
    • 2. S5/ Lesson 2 - The Modern People Strategy

      4:41
    • 3. S5/ Lesson 3 - The Unusual Social Safety Net

      6:06
    • 4. S5/ Lesson 4 - Compliance And Security Manage

      4:03
    • 5. S6/ Lesson 1 - Conclusion, Wrap Up

      3:58

About This Class

Managing workers who are strategically important to the success of an organisation but not necessarily directly employed is a strategy difficult to get right but when done well it can really drive business performance.

As the rapid globalization of business continues, industries have begun to prepare itself for a flat world economy, a world with remote and easy access to talent and customers regardless of distance or language. No longer can an organization assume that highly skilled contractors, freelancers or other non-permanent workers will be ready and willing to fill gaps as circumstances require.

Today’s talent is in demand regardless of it employment status.

Today’s labour markets are undergoing radical change, as digital platforms transform how they operate and revolutionise the nature of work. The traditional workplace as we once knew it is changing, and a key component of this evolution is the rise of so-called gig economy, the on-demand workforce, the workflex, the contingent workforce etc.

In this full course (split into 3 sections here on Skillshare) you will learn how companies are continuously seeking innovative ways to cut costs, increase efficiency, and perform competitively, and the strategic use of contingent workers can be an effective tool in advancing these goals.

Nicole Le Maire, Director @thepeopleengine focuses also on the increasing digitization of the labor market, which has a very worrying drawback as it does undermining the 'traditional employer-employee relationships' that have been the primary channel through which worker benefits and protections have been provided.

The Sections Of This Essential Guide Can Be Viewed Here:

Section 1 & Section 2:

Introduction To The World Wide Workforce
What Does It Mean For Employees?

Section 3 & Section 4:

What Does It Mean For Managers?
What Does It Mean For The Organisation & "Employer"?

Section 5 & Section 6:

Best Practices To Managing An On-Demand Workforce
Course Summary

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Check out some of Nicole's other courses on Skillshare:

What Is Emotional Intelligence?

Building Emotional Intelligence

Learn How To Become An Emotion Coach [Emotional Intelligence]

Develop An Effective Emotional Intelligence Programme For The Workplace

 

Managing The Freelance Workforce - Course Sections 1 and 2

Managing The Gig Workforce - Course Sections 3 and 4

Manage The World Wide Workforce - Course Sections 5 and 6

 

Managing Multiple Generations

The Future Of Work With Multiple Generations

The Perceptions And Similarities Of Multiple Generations

Cross-Generational Conflict Solutions

 

Introduction To Training The Trainer - [Styles of Training]

Understanding Adult Learning

Design A Learning Experience - [A Course, Workshop, Training]

 

Modern Human Resources, Mini-lecture

The Role Of HR Is Evolving

Short Guide For Digital HR

Introduction To Organisational Design And Development

What is Organisational Design?

What Is Organisational Development?

Achieving Excellence Through Collaboration and Culture Change

The Ultimate Employee Brand Advocates Course

Transcripts

1. S5/ Lesson 1 - The New Business Strategy: way. Theo, the company first assess what it wants to accomplish with its contingent workforce initiative. Is it trying to reduce costs, or is it struggling to find highly in demand? Get scarce talent? Does your organization want to control the program or will be managed by the local offices in business units? Standardizing enterprise processes as a part of developing a solid contingent? Workforce strategy is the best practice in any circumstance and is crucial for contingent workforce management. Decide what types of workers are needed and how they will be tracked and compensated. Understand the laws affecting the various types of contingent labor you plan to pro here. A good first step is to establish a collaborative environment for HR financials and procurement through use of an integrated system to minimize data entry and risk of non compliance. Established working relations with the various departments that will be involved in the overall process and be sure you have a full understanding of each other's roles and responsibilities. Create service level agreements as needed. Share knowledge and ensure processes run smooth and in clients with contingent laws. Technology is a cornerstone of performance and managing the flexible workforce streamlining and automating major contingent workforce processes Bender management systems. The M S and application is used to acquire and manage temporary and contract labor, typically including on boarding time and attendance, invoice and payment, tracking and reporting functions. Because the functionality has been designed specifically with the contingent workforce in mind, it represents an improvement on the more traditional workforce management solutions for this type of worker population. Managed service provider MSP an MSP is an outsourced third party provider that takes responsibility for procuring and managing the contingent workforce on behalf of the client organisation, usually using a VMS, it could be a logical next step for the organization that does not wish to or cannot manage contingent workers in house with a VMS independent contractor engagement specialist. AH further option to use the Services of Recruitment Agency, a service provider that works with organization to manage independent contractors, freelancers and consultants by acting as the employer of record for tax purposes. Hiring the worker as their own freelance employees sub contracting their services to the client organisation. The ecosystem of digital labor platforms is still in its infancy, but it is developing rapidly linking workers with customers or companies for specific tasks or services. Such platforms play a growing role in the market for worldwide workers, broadly defined as workers whose jobs are temporary and who do not have standard part time or full time contracts with employers. Most contract workforce intermediaries Taylor HR Systems to the needs of the business, assessing engagement and wellness, then providing the applicable services. While these have to date been the most common business services, the flat world economy has produced the requirement for two new forms of intermediaries on line work platforms. O W. P and work arrangements Services. W A S oh WP intermediaries provide tech platforms, removing the need for staffing suppliers and directly linking organizations to critical talent for temporary work. W. A S Intermediaries, on the other hand, enable companies to legally pay talent across borders, providing support and guidance for HR when it comes to allotting compensations and wages to temporary or international workers. These services typically work out of more than one location and have provided to be a significant player in the modern economy. Well known digital platforms that link contingent workers directly to customers include Lift Task, Rabbit Uber and Angie's list fiver people per hour and up work are examples of platforms that help companies find and hire contingent workers for a range of specialized tasks such as software or Web site development. The problem is, they're bypassing the traditional channels through which many countries deliver benefits and protections to their workforce. In the modern business world of predictive analytics and decision enhancing metrics, the need for accurate data is paramount. Aberdeen reports In their contingent labor survey, 81% of best in class organizations have the ability to drill down into their contingent workforce Management data for custom analysis Any organization which cannot easily access accurate workforce expenditures is in a counterproductive position. Was the combined regular and contingent workforce, with contingent workers potentially being sourced to be a number of different routes? It is essential to integrate data from all sources, including traditional payroll, though possibly from an outsourced payroll provider. Contractors, invoices and staffing agencies 2. S5/ Lesson 2 - The Modern People Strategy: way, Theo. The human resource function in many businesses is changing, most notably in a recruitment sense. Businesses must ensure that they're exploiting the use of technology systems to possess and sustain the refined type of talent needed to succeed in a flat world economy. Hiring contingent workers means navigating several legal and tax minefields. One way to mitigate that risk is to hire a contingent worker, the third party staffing agency, which in turn employees that individual. As a worldwide worker, companies now desire a more elastic workforce, one that enables them to hire contingent or on demand labor for specific projects rather than bringing on board full time workers. Here's some things to think about when recruiting an on demand worker. They may be temporary, but or not temps. A contingent arrangement has benefits for both workers and companies. The management of contingent workers may be more complex than you realize. Beware of misclassification risks. Partner with the right staffing agency organization shouldn't jump on the bandwagon without a clear talent strategy, finding the right balance between permanent and contingent, integrating them both into an efficient organisation. The first order of business for a organization when developing a talent strategy is determining the right ratio of contingent to permanent. While a contingent workforce has long been a tool for organizations wanting to stay nimble during the ebbs and flows of economic or business cycles in a thriving economy, there could be more risk. The efficiencies of optimizing for size must be balanced against the hidden costs. In addition to those legal and employment status issues. Another Hurdle companies encounter is simply finding qualified contingent workers for the job as well as whether they will stay. For example, organizations that rely too heavily on contingent workers may find critical roles suddenly unfilled as contracts come to an end and skilled freelancers move on to more interesting for higher paying gigs. Many times, contingent workers pick up freelance or contract gigs as a bridge to full time employment. When a full time job offer comes their way, they may bolt before the task is finished. Do employees have opportunities to learn new skills, shift roles and grow either have continuing education plan or for reliable channels of career growth? As with traditional employees, you are going to want to treat most or all of your contingent labor with the same type of development techniques and processes in order to ensure that they're producing at the same level as regular workers. Accurate training is vital to and is significant when management is presented with the task of influencing the company brand across the miles. Even if your workers or temporary the demand for them to represent your image in their work still exists, and they're much less likely to do so if they air on Lee. Working with you on one project, providing them with a solid understanding of your company culture before they start work is critical if you don't want it to become lost in translation, depending on if you have a contract with a supplier, some of this might be their responsibility. But it may also fall to you to ensure consistency. Items to consider here are conducting performance reviews on the contingent labor, giving them line of sight information into how their performance aligns with the overall goals. Such reviews can give you insight into how well they're performing on allow an open dialogue with the worker on areas that need improvement. From here, you can also identify learning gaps that need to be filled to ensure that the worker is fully trained and performing at their peak ability 3. S5/ Lesson 3 - The Unusual Social Safety Net: way, Theo. The new word in the HR department is work flex. As we transition toward the far more Employees center business model, so too, must the traditional trappings of a corporate set up be reevaluated and altered based on what works best to get the most out of the staff. Telecommuting on its own saves an estimated of $6500 per person per week and operational costs. There's no need to lose a star employees simply because they need a nonconventional schedule that gives them the ability to meet the demands of their personal and professional life. HR is responsibly enacting a positive progressive change in the work life integration. The five day, 40 hour work week is a design branded in an idea by Henry Ford. Instituted in 1926 this 88 year old labour policy is well past its prime and can no longer adhere to modern day culture. One has to wonder at times if the employment contract that people have relied upon in the past is actually becoming a thing of the past. For independent contractors such as freelancers and consultants, this is a non issue. Such workers are stand alone and are responsible for their own taxes, contributions, benefits and so on. For some other contingent workers, such as those on temporary contracts and even some internships situations, it may be that the organization itself is classified as the employer of record and is legally responsible for the following. Payroll processing and funding tax deposits and filings, employment contracts and paperwork. Workers Compensation Benefits administration This sense of responsibilities may undermine the very benefits that some organizations are hoping to leverage from using worldwide workers. A solution to the situation is the only deal with agencies who act as the employer of record or the workers they place. Alternatively, a number of organizations provide an employer of record service, taking on the contingent workers on their client's behalf with on demand. Workforce is a fundamental element of the modern organisational business model. But what are the larger implications for packages? Compensation with contingent labor can be a tricky area to navigate, hire and fire workers on temporary contingent contracts. This creates potential for a race to the bottom on labor costs through regulatory arbitration with freelancers, consultants and agency staff. There are external influences on the rate of pay which can affect the normal organizational pay scales and produce a situation in which contingent workers are paid different amounts than regular employees in similar positions. This is potentially acceptable if the variations reflect differences in responsibility or competence. The frequently decentralized approach to hiring mentioned could make monitoring levels of pay either impossible or, at the very least, incredibly time consuming. Whichever way this differential leans, when it comes to light that there could be a negative impact on commitment, boil tea and performance. If the organization is not classified as the employer of record, then there is no current legal requirement to provide or administer benefits for the worker in question. This absence of provisions can become another factor in creating a two tier workforce. For some organizations, this may not cause any difficulty, however, in a situation in which contingent and regular employees are required to work closely and cooperatively. Such differences can have a significant impact on team performance. Some companies offer benefits such as medical, disability and life insurance toe worldwide workers and therefore have a much greater opportunity to recruit and retain the best, most highly skilled and motivated job candidates. These workers value competitive benefits programs as one of the biggest incentives. With the proliferation of digital job platforms, the social safety net for workers in the Western world is at risk of unravelling for a growing share of the work force. This is because most individuals who find work through digital job platforms operate as independent contractors, leaving him without the benefits and protections provided in standard employment contracts for full time and part time workers. The difference between the cost of a full time employees with benefits and an independent contractor can be 30% or more. So there's a strong incentive for companies to replace workers on standard full time employment contracts with independent contractors. As long as companies can attract the talent they need, the Western world will continue to drift towards a two level labor market. One level will be populated by fully employed high skill workers with generous employer provided benefits, as well as high skilled individuals who financed their own benefits from high incomes earned as independent contractors or from self employment. The other level will include a large pool of the contingent, middle and low skill workers without the benefits, income or security on which a robust and resilient middle class depends. Then the rest of the world, there will be other levels 4. S5/ Lesson 4 - Compliance And Security Manage: way, Theo. One of the most fundamental go to stats for both HR and payroll is headcount, a k a. Knowing how many workers are in the workforce with contingent labor. The simple overview can be lacking because the hiring is often delegated to managers rather than taking place through the usual HR route. While the organization can uncover this information by requesting and reviewing data, this does not pick up the independent contractors and consultants source directly by managers as the payment route is often through the finance departments accounts payable system, the usual payroll reporting functions will also failed to provide the full picture. In order to have a true overview of the workforce, size and payroll cost, an internal audit may be necessary. The management of worldwide workers has gotten so complex with different rules and regulations, which apply to each class in different countries around the world. Compliance is one of the most confusing and complicated areas to maneuver, since there are so many varieties that might be employed co mingling full time employees with contingent labor can be red flags for governments. As the definition of contingent labor broadens the complexity of labor law, compliance similarly deepens laws covering tax classifications very country to country and usually apply different provisions. Ports will consider the company's right to control the manner and means by which the contract is accomplished. There are general determinations whether a worker is an employee under the General Common Law of the country. The following factors may help this feel required. The location of the work, the duration of the relationship between the parties, whether the company has the right to assign additional projects to the worker, the extent of the workers. Discretion over when and how long to work the method of payment. The workers role in hiring and paying assistance. Whether the work is part of the regular business of the company, whether the company is in business. The provision of employee benefits and the tax treatment of the worker. Educate and advised the employees who make classifications decisions so they understand the factors that will be considered if their classifications decisions are ever challenged. Be consistent. Evaluate new workers whom your company would like to bring on as contingent workers on a case by case basis. Take steps to secure and protect your confidential and trade secret information. You should approach this from two directions. First, you should take steps to implement appropriate physical and data security to protect your proprietary, confidential and trade secret information. As with all workers, whether contingent workers or employees, you should limit your access to your company's crown jewels and it sure that Onley individuals who need access are afforded it. Second, you can and should ensure that you have contracts jewel protections in place. Well, we have countless laws protecting our interests based on not only culture but societal needs. Newer countries to the stage offer their own challenges as lawyers and HR professionals work to foster aligning business practices globally without offending the needs of specific cultures and their inherent identity. Ah, full global employment law does not exist. Each of the laws governs the relationship between the employer and employee. Unfortunately, this opens up a lot of room for loose definitions. 5. S6/ Lesson 1 - Conclusion, Wrap Up: way, Theo, managing history's most modern workforce is not easy, but it can provide gains and business expansion on a global level, engage with your team, push them to connect with each other and make use of technological advances. The world is getting smaller, but business is getting bigger. Best practice strategy is about the organization's ability to build and maintain effective employment relationships so that the knowledge contingent workers spring is shared while ensuring that the organization's values and purpose or not diluted in today's war for talent, the trade off for workforce flexibility is stability. No longer can an organization assume that highly skilled contractors, freelancers or non permanent workers will be ready and willing to fill gaps as circumstances require. Today's talent is in demand, regardless of status, a point that must be acknowledged, particularly given the acceptance of contract employment. As a viable and respected career. Path organizations desire ING to leverage a flexible workforce, must first establish an optimal mix that preserves institutional knowledge and then work exceptionally hard to create a single and cohesive corporate culture. Understand the avenues and the vendors you plan to use to procure the workers and continually gauge their performance and quality of workers. Offered organizations typically contract with either a staffing firm or perhaps directly with an individual having services. Procurement systems in place but are fully integrated with HR talent systems, project management and financials will allow you to create the right relationships with vendors, create a contract, issue a purchase order and bring all pertinent worker information such a skills and personal details into the recruiting system and prepare you for the selection process. Analyze their performance over time. The following section will help highlight the best practices and steps for managing these relationships, which ensure compliance with often complex legislative requirements regarding contingent workers that vary by country and region. Ensure that the knowledge purchase from external suppliers is managed and retain to inform future activities. Recognize that individuals external to their organization, who are crucial for success, ensure high standards of delivery across an increasingly complex supply chain. The benefits of a contingent workforce program can bring a distracting amount of complexity . Organizations will need to embrace technologies that address the entire workforce, including contingent. Of course, an integrated workforce of contingent workers and permanent employees in the right ratio can be a tremendous competitive advantage, but it is not devoid of risk. Unify both workforce, administration and culture. Wow, You have learned a tremendous amount of valuable information in this course. I had so much joy in designing this course for you and cannot believe this course is coming to an end. No doubt you will have some questions. No worries. Feel free to use me as a resource to help you. I love helping people and we'll check this course regularly for questions and student feedback. So if ever you are unclear or you want to bounce something off of me, I invite you to do so. I will be honored to assist. Please do not forget to rate this course as I love to hear back from you about what you think of it. Thank you for your support and interest.