Professional cooperation with external workforce
Nowadays, we are facing new challenges like flexibility and mobility in all areas of life – even in the employment market. The trend shows that modern employees want to work for several employers at the same time as well as to avoid permanent contracts. A few years ago, companies selected employees; now, more and more employees are choosing their employers. In addition, key terms such as “dataism”, “digitalization”, “skill shifting” and “working nomads” play an important role and reinforce the need for transparency and compliance. The balance between human and work is changing, and new ways of working are required.
Globalization, demographic change and the shortage of skilled workers demand a high degree of flexibility of companies and employees. This flexibility can be achieved by a successful management of external resources. Colleagues are no longer seen merely as employees, they are strategic sucess factors who need to contribute “added value”. The modern HR department is therefore required to treat employees and external experts as clients, to support them professionally, and thus to create positive so-called “employee and user experiences”. The requirements placed on the employers are compounded by cost pressure, transparency, and compliance requirements. On the other hand, there is the entire workforce – colleagues and external experts – with their desire for flexibility, work–life balance and meaningfulness of their work.
Thanks to uniform and clear responsibilities, the number of contact persons is reduced in administrative terms.
Uniform processes and structures provide for transparency and create trust.
The employee benefits from transparent communication and pay settlement.
The use of modern technology increases flexibility and reduces the workload – smart working is guaranteed.
The tasks and responsibilities between clients, employers and specialists are clarified.
Employees enjoy a positive employee and user experience.
Clear headcounts and finances facilitate transparent analysis.
You benefit from higher flexibility in staffing shortages.
The external workforce management is process and cost optimized.
Cycle times can be shortened through process control.
A convincing employer-branding strategy increases the attractiveness of the company and attracts key talented people.
As experts with hands-on experience in the future topic of total workforce management, we will be happy to advise you on topics such as:
The right software for the vendor-management system simplifies the acquisition and management of external resources considerably and reduces costs. HR Campus has the right HR software product ready for you, and its advantages include the following:
These HR services complement our portfolio with services for your external employees. For both services – Campus Payroll for External Workforce and HR People – there are many reasons why you should take advantage of our HR services for the success of your company. These are the most important:
Switzerland enjoys almost full employment – the unemployment rate is at its lowest level in ten years and companies are complaining of a skills shortage. How should a company react in this situation? After all, the right workers are the key to success.
We constantly hear about the opportunities and risks of digitalization, but what does that actually mean? What does digitalization mean for HR?