Managing The Freelance Workforce - Course Sections 1 and 2 | Nicole Le Maire | Skillshare

Managing The Freelance Workforce - Course Sections 1 and 2

Nicole Le Maire, Modern People Ops for remote teams.

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6 Lessons (15m)
    • 1. S1/ Work As A Freelancer

      0:47
    • 2. S1/ Lesson 1 - Nature Of Contingent Workforce Guide To Managing The World Wide Workforce

      4:52
    • 3. S1/ Lesson 2 - What This Course Is About

      1:05
    • 4. S2/ Lesson 1 - The Changing Employee Employer Relationship The Essential Guide To Managing The F

      2:44
    • 5. S2/Lesson 2 - Why Work On Demand

      2:42
    • 6. S2/ Lesson 3 - Risk To You As An 'Employee'

      2:47

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.

Join Nicole, Global People Advisor @thepeopleengine, as 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.

Focusing on the increasing digitization of the labor market, which has a very worrying drawback as it is 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 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. S1/ Work As A Freelancer: welcome to this exciting content on the contingent. Worldwide worker workforce, whether by economic necessity or by choice, as many as 1/3 of American and just under 1/4 of European workers now find themselves working in the contingent on demand sharing or gig economy. I noticed that growing numbers of workers no longer hold a regular job with a long term connection to a particular business, and instead they work tasks, projects and gigs where they are employed on a particular task for a defined time. I believe it is time to be honest about this and share information on this. 2. S1/ Lesson 1 - Nature Of Contingent Workforce Guide To Managing The World Wide Workforce: way has the rapid globalization of business continues? Every industry has begun to prepare itself for operation in a flat world economy, a world with remote and easy access to talent and customers, regardless of distance or language. His door gone, contenders are now becoming globally dominant new markets. Releasing a whole new level of competitors emerging alongside new foreign markets is an abundance of fresh talent who could be recruited and trained online that employed to execute tasks remotely. Thanks to technological advances in developing economies, heavy outsourcing has sped up the rate at which developing economies have digitized and companies are using this to their advantage. Today's labor markets are undergoing radical change as digital platforms transformed how they operate and revolutionize the nature of the work. In many ways, this is a positive development that has the potential to match workers with jobs more efficiently and transparently than ever before. The traditional workplace, as we once do it, is changing, and a key component of this evolution is the rise of the gig economy. The on demand workforce, the work flex, the contingent workforce companies are continuously seeking innovative ways to cut costs, increase efficiency and perform competitively and the strategic use of contingent workers could be an effective tool in advancing these goals. Across the board, companies are using their use of worldwide workers, which can include independent contractors, temporary workers, consultants, an intern's growth of a permanent contingent labor work force is almost guaranteed and organizations need to have processes and systems in place to be able to adequately recruit and manage this workforce. Remember that worldwide workers play an important role in the achievement of goals and objectives in many organisations. It is a fact that is not only altering the workforce landscape, but also that of business and people processes that must support this new employment model . The increasing digitization of the labor market also has at least one very worrying drawback. It is undermining the traditional employee employer relationship, the primary channel through which worker benefits and protections have been provided. This has allowed us to manage an influence talent that we would probably never meet in person. Somewhat impersonal, yes, cost effective. Most certainly the term contingent workforce implies employees who all outside the norm or whose employment is contingent on some additional condition. These air, not the classic hourly or salaried permanent employees working a traditional 35 hour workweek that qualifies them for company benefits. At one time, the term, often interchangeable with casual or temporary labour, simply referred to a self employed individual or an agency supplied worker. The simple definition has become more complex in recent years. Driven by the economy, organizations are finding themselves in the unenviable position of juggling and rearranging workforce costs. Overheads. This, combined with the flexibility afforded by the Internet, has created new categories of work, from on call toe work at home to virtual the label of contingent labor includes a temporary employee who has hired for a contingent. Work paid, according to hours worked draws no benefits that are commonly available to regular employees. Part time employees thes might or might not receive benefits, but fall outside the traditional category. Do two hours per workweek. Independent contractors. This group is typically considered contingent. They often work as sole proprietors on an hourly basis. Outsourced workers. These employees are paid and managed by 1/3 party that builds the organization, which in a sense hires the third party directly and the employees indirectly. As with temporary agencies, the third party itself is contingent offshore workers. In some cases, these might be traditional company employees, but in other cases, they're not moving employees offshore takes them outside the four walls, and offshore status adds a unique communication layer to temporary part time consulting, an independent contractor, offshore workers. 3. S1/ Lesson 2 - What This Course Is About: way, Theo. What we will cover understand the implications of the on demand economy and why it is critical for employees worldwide workers, managers and organizations to make informed decisions navigate potential pitfalls and find success in a rapidly evolving business landscape. It is also worth taking a more detailed look that why the use of contingent labor is increasing and what risks that increased poses both to the organization and to the worldwide worker. What new challenges and opportunities does this economy entail for organizations, managers and employees? 4. S2/ Lesson 1 - The Changing Employee Employer Relationship The Essential Guide To Managing The F: way, Theo. The changing employee employer dynamic of this on demand economy poses both opportunities and challenges for employees and workers allowing freedom and flexibility of ours. But many of these on demand jobs do not provide traditional safety nets for workers, unemployment insurance workers, compensation for injuries or pension and retirement planning. Embryo partners Most recent workforce report revealed that 30 million people in the US classify themselves as independent workers, either as Solo preneurs, who work independently as their only source of earnings or side diggers, those picking up outside assignments for extra income. That number is projected to grow to nearly 40 million by 2019. Bobby OVER Rosati, CEO of up work, stated. This is just the start. The connected hero we live in is liberating our workforce. The barriers to being a freelance professional, finding work, collaborating with clients and getting paid on time are going away. In recent years, there's been a rise in high level executives and professionals leaving their permanent positions to become worldwide workers and their well compensated for the expertise they bring to the table. Knowledge workers are in high demand, especially in a booming economy, as this market evolves. It is changing from a fundamental reliance on physical labor, performed by large numbers of unskilled workers to a preponderant dependence on machines, technology and more high skilled knowledge workers. Increasingly, the market supports freelance and contract employees who joined the on demand market by choice, rather than in response to crisis or the loss of a traditional job. Freelance work and self employment are associated with greater freedom, flexibility, options, new possibilities and a safety cushion. 5. S2/Lesson 2 - Why Work On Demand: way, Theo. For individuals outside of the corporate workforce, flexibility is one of the biggest draws of on demand work. Freelance work demands that the employer cannot dictate how the contingent worker does the job, just that they do what is contract it out to them. Freelancers also get to decide how much they can charge for the work they do. Benefits to work There's can include the increased autonomy and flexibility of being an independent contractor or consultant, as well as the interesting, challenging and dynamic work that project based assignments can offer. So in a way, you write their own paycheck. Since freelancing and single proprietor business owners are privy to a lot of tax breaks, contingent workers also get to keep more of the money that they earn. Many people prefer freelancing toe a regular employment contract. Because of that, with low barriers to entry and endless opportunities for freelance employment worldwide, workers biggest hurdles to joining the on demand workforce is often determining which freelance employment opportunities are the best fit for their lifestyle. Skill set and time. What is the cost benefit analysis for workers? Particular situation, and what assets does he or she have to leverage When working as a worldwide worker, it's important to define your own pricing but be willing to negotiate when you need to. For instance, you may set timed based pricing based on a deadline or value optimized pricing relating to what the project is worth. The good thing is that it offers new inroads. Too many career paths that were previously limited entry employees have new ways to get a foot in the door. By freelancing as a way to bootstrap new skill sets, employees can take inventory of their interests and skills and specialize in and become an expert at the freelance opportunities that appeal to them and best compliment their skill sets and assets. The digitization of the workplace has also made freelancing within the workplace easier. With every passing year, technology becomes evermore deeply embedded at the center of our workplaces, while in some industries the changes seem to come in on a monthly basis. 6. S2/ Lesson 3 - Risk To You As An 'Employee': way, Theo. While hiring remote workers can be financially valuable, the employer think less office expenses little to no contract. It benefits. You must be creative and productive and allow yourself not to be distracted by the non office environment around you. Your relationship with your employer must stay strong, as digital miscommunications can happen all too easily when you are not working face to face Contract work typically means that most of the safeguards available toe world wide workers are absent in the on demand dynamic. It's also far easier for employers to terminate a relationship with the freelancer. While on demand. Workers are technically allowed to unionize. They aren't afforded the same legal protections. Employers aren't required to negotiate with contractors on contract terms and their freely allowed to take action against the contractors who go on strike. Wages can be changed without notice, and minimum wage laws do not. Why the drawbacks of on demand platforms are the low barriers to exit At any given time, work can dry up in some cases because of negative your views of your performance, especially reviews that are publicly available in app such as uber and Airbnb and most sources of freelance work depend on the sometimes arbitrary satisfaction of a client. Worker performance and reputation enable requesters to pick and choose the workers. They also have the unilateral right to reject all or part of the work completed by a worker without payment, which adds to the pressure on workers. There's also the ever present possibility of a sudden lack of demand caused by new competitors in the market or other economic factors. While contract work carries greater risk than traditional employment in ways most notably in the lack of employer subsidized benefits and unpredictability of work. Employees who either embraced the gig economy full time or part time to supplement traditional employment are growing and rapidly as the numbers increase. Bolstered by new options, a cloud based employers understanding the implications and changing landscape for employees , managers and business owners alike will be key