HR transformation in an open talent world

The digital revolution brought in a new world – one that is fast, responsive, accessible and raises a number of challenges. HR transformation came in so quick and forced all of us to rethink HR.

According to the McKinsey Global Institute, the gig economy could amount to $2.7 trillion annually by 2025. Which means you are part of something huge and HR better be part of this.

As we rethink HR and deal with HR transformation at its core, we need to create a vision into a new future, clarify HR purpose and give it meaning. It is time to put aside all routine tasks and make way for innovation, creativity,  transformation and exponential growth.

Focus will mainly be on reimagining the organisation, wellbeing, flexibility, reskilling and tapping into the gig economy with speed and effectiveness. Here are some thoughts on the transformation of HR and how this can reinvent the organisation as a whole.

Freelance talent marketplaces and the global talent pool

As HR transformation goes at full speed, we cannot but acknowledge the impact of freelance talent platforms on HR as a function and the organisation as a whole. A freelance talent marketplace is more like an assured funnel into the global talent pool. It is a single point of entry that allows access to a global pool of talent in a risk adjusted manner.

With niche freelance marketplaces going mainstream, specialist global talent pools are now available at the click of a button. Some like One Circle provide access to vetted specialist freelance talent which makes it quicker to integrate within the business.

Whereas for the global talent pool, platforms take away the hassle of pitching and business development. It further assist the talent with the collection of fees especially of they have an escrow or trust payment system.

Freelance talent platforms and development of high-performing teams

The relationship between those two may not be that obvious. However, the injection of freshness of thought and creativity and new methods and designs that freelancers bring in at a general level is achievable through precision chunking up of projects.

You got your freelancers as a trusted advisors especially when they are specialists in their field. We need to keep in mind, that freelancers de facto – and as part of their roles – transfer this knowledge and expertise to the team.

Because unlike the traditional consultant a freelancer builds relationships and not a pipeline of project and fees.

So this is where transfer of knowledge, depth of expertise is key – it strengthens the team. But as well bringing freelancers on board is like bringing in a squad team – they are there to support and reduce the distractions so that the core team focuses on what’s right for the business.

HR role here is key to ensure the right injection of skills, creativity, and innovation within the teams.

Change management can drive a successful HR transformation 

It is no doubt that when everyone knows what the collective good is, then the chances of adoption of contingency work is higher. When there is a clarity on the freelancer role and how this freelancer is going to add value to me, my team, the work, hen there is more room for value creation. This requires sound change management and having the right mindset.

As we rethink the organisation structure, embed blended teams, and build a networked talent pipeline, a “one size fits all” HR approach is no longer viable. HR must reinvent itself.

Reinforcing organizational agility is HR main challenge for the years to come.

HR transformation: an opportunity

HR was center stage as we spoke about the future of work for years. Now we need sound exponential HR practices to navigate the route to exponential organisations, uncertainty, social tension and a global pandemic.

HR practices should now drive tangible work outcomes.
1. Present you with dynamic and digital ways of working
2. Provide you access to exponential HR professionals
3. Augment your workforce
4. and help you work in an adaptable, agile manner.

Finding the right level of talent when needed, and at fair price to help you grow and manage your business exponentially, is not a myth anymore.

You can now hire freelance HR consultants on projects. Those can assist in the design, review of projects, re-enginering and restructuring the organisation, as well as strategy development – anywhere where the project is tapping into depth of expertise and freshness of thought.

HR redesign and Career growth

Traditional career growth is shifting as people are redesigning and taking control over their careers. This is as applicable for HR professionals and specialists.

The difference of a traditional single path career where at any point in time – you are devoted to one function. As opposed to the future where people are going to have almost a networked career, where you can have experience in one area but could be an expert in another.

A networked career is going to be more common and businesses will start appreciating the knowledge and creativity that this brings. So you can have a VP reward who is a specialist in their area – but who is happy to freelance and do spreadsheet modelling because it’s exciting and fun.

To conclude

Businesses need to be quick and agile and grow exponentially. With an entrepreneurship approach, you are should be asking the following question to get the basics right.

• How can HR help me turn disruption into opportunity for a sustainable business performance?
• How to find the non-conventional HR practitioners with an exponential approach to HR

Here’s a solution for you to consider.
In order to hit the ground running earlier than the competition, HR talent can be reached out to, on-demand, without having to build up an internal HR department and break the bank.

HR transformation has made this possible.

HR on-demand can help you move from one priority to the next in a flexible way, while staying lean.

On-demand has changed how we live, how we move, how we eat and how we travel.
Let on-demand now change how your run your business.