PeopleQlik #1 HRMS in Riyadh the concept of contingent labor reflects the labor pool where employers recruit members based on demand. The resource pool is made up of freelancers, freelance employees, and professional contingent workforce management companies that are not on the company’s official payroll as full-time workers. These people are hired by the personnel agency and work on-site or remotely. Of course, they get minor benefits from permanent employees, and, more importantly, they are not protected by any internal labor and employment laws of the hiring companies.
PeopleQlik #1 HRMS in Riyadh
Some contingent workforce trends you should be knowing
Global employment, in general, HRMS in Jeddah is experiencing a paradigm shift and is often referred to as Workforce 2.0 or Future of Work. Also known as the Gig Economy, the contingent workforce provided some startling numbers. Did you know? Are 1/3 of all employees in the world self-employed? The figure is subject to change as half of the total employees will form the odd-job economy by 2020. – Source
Some advantages of the contingent workforce solutions
One of the significant benefits is the cost-effectiveness that the organizations get while hiring the contingent workforce. They save a big chunk of expenditure on the administrative costs that are entwined with the hiring and maintenance of the full-timers.
The hiring organizations also do not have to make any payments to the social security of the gig workforce & also make any other tax or payroll expenses. The gig workers do not have to be paid perks of health insurance or paid leaves.
Hiring a contingent workforce lays flexibility in the organization’s functionality through HR Software in Khobar. Since they are hired on an ad-hoc basis, the contract can be terminated once the requisites are fulfilled. It is to be understood that the gig workers make up for the organization’s temporary skill gap which the full-timers do not have for a particular work.
Here are some other benefits:
- Easy selection of top talents project-wise
- Lesser or no usage of the company’s own equipment
- Non-continual remuneration
- Increased competitiveness
- Reduced times on salary and performance evaluations
- Lower effect on the work council issues
- Reduced fixed HRMS in Saudi Arabia Costs
- Continual business growth
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Call us at +966547315697 or contact sales@bilytica.com for demo. HRMS in Riyadh team will be happy to serve you.
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Some contingent workforce strategies for hiring organizations to know
The contingent workforce strategy of a company differs from those of the competitors. Thanks to the uniqueness, the marketing strategies the outcome will be exclusive as well. So, what should be your contingent workforce management best practices to make the best out of your selected workforce?
- What are your organization’s values and missions? How do you deal with your clients? How do you work for your partners? Answers to all of these will decide the guidelines on the basis of which you can select gig workers for your project.
- So, when you are outsourcing with the contingent employees, just get a clear set of rules and guidelines that will focus on the contract by both the international and domestic norms, as applicable. This will reflect the stringent baseline for the outsourcing contract for a convenient comprehension of the process.
- Make sure the contracts comply with the business protocols so when the audits take place, you do not get stuck to any legal issues. Always keep the details of the partnership updated.
- Continuing the previous point, it is crucial to involve the legal & HR teams from the very inception of any contract so that they have better transparency of the entire deal for adept tackling of any issues.
- Install an automated HRMS in Mecca solution so that all your outsourcing details are stored and managed accurately. Plan and execute the entire project with the gig employee with the technical assistant that works intuitively to perform and deliver excellence.
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