The Gig Economy: VUCA and Opportunities for CHROs

The Gig Economy:  VUCA and Opportunities for CHROs

The Gig Economy is a Digital Disruption Challenge for CHROs

The era of digital disruption for Chief Human Resource Officers (CHROs) is often referred to as the Gig Economy (AKA -- contingent work, sharing economy, agile talent, non-traditional work relationships, or alternate forms of employment) where Uber and Airbnb have received most of the attention from the press.  Other Gig Economy “digital disruptors” include Lyft (ride sharing), UpCounsel (legal experts), Instacart (shopping and delivery), and TaskRabbit (odd jobs). 

The rapidly accelerating growth of the Gig Economy represents one of the most significant and all-encompassing challenges faced by human resources professionals.  The fundamental question is whether human resources can demonstrate the agility to lead the change in culture, programs, processes, and policies originally designed for work completed by full-time employees to a new era when 

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Research-Based Implications of The Gig Economy

Research-Based Implications of The Gig Economy

Chances are that you’ve encountered the “gig economy” in your organization already, even if you haven’t called it that.

Simply speaking, it refers to the increasingly prevalent trend of people and organizations choosing to work in temporary, contingent arrangements. I’ve experienced it across a number of industries and sectors, from working alongside adjunct professors to advising Afghan police officers alongside civilian contractors. I’ve worked with a number of businesses that are increasingly maintaining a contingent workforce that can respond to shifting labor demands.

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The Global Gig Economy: Exclusive Interview with Global Talent Management Expert -- Mary Eckenrod

The Global Gig Economy:  Exclusive Interview with Global Talent Management Expert -- Mary Eckenrod

Articles about The Gig Economy have been written during the past 18 months with the focus technology-enabled on-demand work opportunities with Uber, Airbnb, TaskRabbit, to name a few.  However, little has been written about the impact of The Gig Economy on Human Resources Professionals as it relates to the challenges of the growing importance of this new “Talent Management Portfolio™.”  I had the fortune to recently interview Mary Eckenrod, the former VP of Global Talent Management for Johnson Controls, Blackberry, Lenovo and Cisco about the global talent challenges for Chief Human Resources Officers presented by The Gig Economy.

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The Gig Economy: A Human Resource Agility Fitness Challenge

The Gig Economy:  A Human Resource Agility Fitness Challenge

This is the era of UberAirbnbTaskRabbitHandy. All of these firms are examples of the “gig economy,” and human resources (HR) professionals are being pressed to update their approach to talent management as a result.  

The gig economy will continue placing pressure on HR leaders, HR policies and HR processes to become more agile so that they can accommodate the kind of turbulence now being created by contingent workers as a growing element of their talent pool.  

The word “gig” has its origins in the

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The Gig Economy: How Agile is your HR Team?

The Gig Economy: How Agile is your HR Team?

Does your human resources team have the agility required to address the challenges of "The Gig Economy?"

If you haven’t yet heard about The Gig Economy, it is a growing challenge for HR professionals and people managers now faced with a portfolio of workers, some full time while others are contract or contingent workers. 

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