The workforce ecosystem: Managing beyond the enterprise
The composition of the workforce is changing dramatically. As alternative work arrangements become more common, how can organisations appeal to, engage with, and drive value through workers of all different types?
Seventy percent of South African respondents state that this trend is important, with 77 % rating themselves as not ready for it. Nearly half of respondents, 44 % of respondents.
The majority of respondents state that compliance risk and loss of confidential information are risks that South African organisations face when it comes to non-traditional employees.
The 2015 amendments to South African labour law regarding the use of fixed-term employees and labour brokered staff have resulted in decreased usage of non-traditional employees. There is a clear indication of the fear of non-compliance with these relatively new and complex regulatory changes.
We recommend the following actions that organisations can take to address the opportunities and challenges of this trend:
• Develop a clear workforce strategy for the future
• Consult with stakeholders before making workforce changes:
– Plan organisational change efforts in accordance with legislation and in consultation with key stakeholders. Consult with affected parties at the time of design, where change can be owned and embraced, and not during implementation where co-operation is needed.
– Structure their jobs and careers and begin transforming as appropriate.
• Ensure regulatory compliance:
– Make sure that all South African labour legislation is understood and complied with when engaging in new workforce models.
– Be clear on the nature and extent of the use of non-permanent employees and contract within the law.
Please click here to view the Global Human Capital Trends Report.