Support from temporary HR experts in the change processes surrounding digital transformation.
Self-employed, part-time, temporary and external employees are becoming increasingly important in our society. According to a study by Deloitte, a quarter of the Swiss population works full-time or part-time as freelancers. This trend is forecast to grow to 50% in the near future¹. In an international comparison, 44% of total workforce expenditure is already accounted for by external employees².
Why is this trend developing so strongly? Globalisation, the shortage of skilled workers and demographic developments are promoting freelancing and part-time work. Many employees value flexibility and self-determination. Generation Z employees in particular are increasingly looking for self-realisation and development in their free time and social contacts. Employing external employees also has advantages for employers: they gain flexibility in the market while reducing HR administration and costs. In addition, specific and important competences can be brought in in a targeted manner. A study by SAP and Oxford Economics shows that 68% of respondents consider external employees to be important or very important for the development and optimisation of products and services³.
Changes in HR require new approaches
The digital transformation does not stop at HR. According to a trend study by the University of St. Gallen and TOP JOB, HR departments are required to change their focus and tools - towards HRM 4.0, which involves the intelligent linking of Technology, data evaluation and agile HR planning and organisation⁴. At the same time, the demands on HR are increasing: "Quality up, costs down" is the conclusion of a study by the FHNW⁵.
New approaches are needed to meet these demands. These include change management with new roles and tasks in HR - for example, taking on the role of partner at eye level for the business and management. These changes can be a major challenge for HR teams. Certain roles are newly created or additionally required, while others are eliminated in the medium term. In addition, specific expertise is required, with operational and strategic skills as well as junior and senior profiles in demand.
HR experts with a large network in a nutshell
In order to successfully master change processes, it can make sense to bring HR experts on board on a selective basis. Whether developing an HR strategy, implementing a change process, introducing new HR Software or other challenges - external expertise can be used to professionally supplement specific focus topics. This relieves the burden on the stable HR team on site and allows them to concentrate on their core tasks.
You can find more information about our "temporary HR experts" at here .
Sources
- ¹ Deloitte: The workplace of the future: How digital technology and the sharing economy are changing the Swiss workplace
- ² SAP and Oxford Economics: External Workforce Insights 2018: The Forces Reshaping How Work Gets Done.
- sAP and Oxford Economics: External Workforce Insights 2018: The Forces Reshaping How Work Gets Done.
- ⁴ Zils, E. (2017, 5 April). HR 4.0 - What is it? Marco Recruitment Blog.
- ⁵ FHNW, 2018: HR professionals experience the digital changes in everyday working life and what consequences they expect for the future of HR departments