It doesn’t take a lot to notice that the working economy is in dire need of a shake-up - especially when it comes to talent management. And when the traditional no longer works, organisations very quickly run out of options to keep themselves ahead of the curve and equipped with a talent pool of skill that far exceeds the competition, delivers fundamental products and services, and ensures future organisational growth.
So, just how are organisations and industries preparing for this future of work, through the power of an extended workforce as a key part of their workforce planning strategy?
Innovation: New, Different, Better
Organisations of all sizes are having to think differently about the way they service, compete and innovate, especially when thinking about the future of work. And for many, the necessity to test new proofs of concepts and service delivery is a critical part of out-innovating and out-servicing the competition. However, for many of these businesses, trying the new is a luxury that many haven’t had the time for within their business-of-today workforce. Their solution: Tap into a new, ready-to-work, highly experienced workforce to work in parallel with an existing workforce, and who can deliver a compelling new business advantage, ready to roll-out throughout the rest of the business.
Immediacy: The creation of ad-hoc, on demand, teams.
Organisations who are in desperate need to quickly scale-up have recognised the power of on demand talent as part of their workforce planning strategy – They may have a project to launch or a new service to roll out and the urgency of demand means they need to augment their workforce, and fast. They’ve realised that unless they do something completely different, and tap into a new way of working – there’s simply no other option to scale up within the timescale they need, and with the level of expertise they require. Mastering the art of on demand talent means that they are able to bring in the talent they need, when they need it most, without major repercussions on existing workforce delivery.
Managed Costs: Transparent Pricing
When it comes to planning ahead, as much as organisations would enjoy an unrestricted innovations budget, belts are being tightened as business leaders are being tasked with doing more, with less. Workforce costs are changing, and as the competition for the best talent heats up, so do the purse strings when it comes to your total cost of workforce, or TCOW, in the world of effective workforce planning. So, when it comes to the need to deliver bigger, better, smarter, organisations recognise the opportunities that an independent and on demand economy offers through a controlled cost methodology and, in Talmix’s case, a completely transparent pricing model which gives businesses the control they need with the results they expect.
Globalisation: Access to the best talent
Traditionally, one of the biggest challenges that has faced workforce and talent strategists all over the world, has been dilemma of finding the best talent in the vicinity of where they’re expected to work. An increase in the skills gap is just the start of a number of location-based talent challenges that businesses all over the world have had to face. And where relocation packages are simply not an option (or not a strong enough reason for talent to join your business), organisations have had to smarten up to the way they view, and use, talent. The future of work is supported by a technology infrastructure that supports global workforce planning and talent accessibility. For organisations to develop a workforce strategy that supports the need to find the best skill, a radical new approach to talent management has meant embracing a new way of working, and an unprecedented organisational change towards an empowered, independent workforce.
Are you ready to change the way you think about your own workforce planning? Tap into a new talent pool that is ready to get started on your business today. Get in touch for more information.
