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As noted by Forbes, the blended workforce strategy is a trend in employment that’s here to stay. Simply put, a blended workforce involves a mix of different employment types within an organization.
For instance, a company might employ individuals under various contracts, such as:
This trend initially arose from companies needing a high volume of labor at specific times, but not necessarily on a long-term basis. Some companies adopt this strategy because they can’t yet provide full-time employee benefits to all staff members. Thus, certain roles need prioritizing.
To effectively manage a diverse workforce, companies must first understand the advantages and risks associated with different employment types. Then, consider critical factors like the company’s conditions, the nature of the work, and the availability of talent in the market.
Every employee has different career goals. With a blended workforce system, companies can offer various contract options that align with employees’ needs.
For example, an employee might choose a one-year contract because they plan to start their own business within the next year and aren’t ready to commit long-term to a company. This allows them to contribute based on their skills and interests while maintaining the freedom to pursue their career plans.
Employees with different employment statuses bring diverse viewpoints. A freelancer, for instance, might offer valuable insights from working with other clients.
The more perspectives, experiences, and information within a team, the more informed the decision-making process will be.
For certain skill sets in the industry, especially those that are highly specialized, it can be challenging to find full-time, permanent employees. Even if you do find someone with the right skills, they might not be interested in a full-time role.
By offering various employment statuses, companies can fill these specialized positions more quickly.
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Managing a mixed workforce can make it challenging to set boundaries. For example, should contract workers be included in the company’s talent management system?
Therefore, before recruiting, ensure your company has clearly defined limits for each type of contract.
Permanent employees might have fixed working hours, while freelancers may have different schedules.
It’s essential to establish clear guidelines regarding working hours and team schedules at the start of agreements.
In some cases, part-time workers might earn higher hourly rates compared to full-time employees. However, part-time workers typically do not receive the same full benefits as permanent employees.
This variation in compensation can pose challenges in talent management when using a blended workforce strategy.
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This article is brought to you by Glints TalentHub. Leading companies are actively building their borderless teams in Southeast Asia, Taiwan, and beyond. However, the prospect of going borderless can be daunting due to complex regulations and cultural ambiguities. With Glints TalentHub, you’ll have a dedicated team of in-market legal, HR, and talent experts by your side at every step of the way.
Glints TalentHub offers an end-to-end, tech-enabled talent solution that encompasses talent acquisition, EOR, and talent development. We empower businesses to leverage the strengths of regional talent efficiently to build high-performing, cost-efficient teams.
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