Flexibility Three Ways – Cooking With a Dynamic Workforce

 In Research, Workforce

The rise of project-based roles over full-time positions has sparked seismic shifts in the workforce. In Australia, contingent workers are believed to comprise around 30% of the market.

What is driving this change? Benefits for business include being able to react to changes in their staffing needs in a dynamic way when part (or all) of their workforce is contingent. There are also a number of situations where an agile workforce can save a business money and promote innovation.

Proactive Flexibility

Industries that have predictable changes in their staffing needs are able to preemptively hire temporary workers that account for increases in work. This is not a new concept, the hospitality and retail industries have long utilised ‘proactive flexibility’ in their workforce for changes in seasonal demands. However, there is also a benefit to tapping into temporary workforces to manage staff leave, buffer core workers, or perform one-off tasks that don’t exist in-house (for example, web development for a gym).

This is not a new concept, the hospitality and retail industries have long utilised ‘proactive flexibility’ in their workforce for changes in seasonal demands. 

Reactive Flexibility 

Agile workforces can support unexpected changes to staffing in an economical way. For example, when someone calls in sick and is absent for a week. 

The ability for businesses to immediately respond to changes in both their staff availability and capacity for output is a key requirement in being competitive in today’s global economy.



Systematic Numerical Flexibility 

Neither proactive or reactive flexibility will sound particularly groundbreaking, however ‘systematic numerical flexibility’ is an overly complex word that describes the change away from the full time roles toward contingent work. Formerly regular positions are transformed into market-mediated employment relations by being permanently staffed by temporary workers. Businesses are beginning to recognise that their competitive edge hinges on an ability to address skills shortages and implement change quickly.

One reason why businesses are inclined to shift away from traditional employment to project-based contracted workers relates to employment law. Regulation of employment (versus free labour markets) affects the extent to which businesses use temporary workers: the more regulated the market and the greater the costs for firing an employee, the more likely the business will hire temporary workers. Regulation of labour is less comprehensive in Australia relative to Europe and parts of Asia, which might suggest that there is greater demand for temporary workers in Asia.

Workforce Management Using Dash

Managing resource allocation within an organisation can, at times, feel like you’re playing an intricate game of ‘Human Tetris’. You need to have the different parts positioned the right way, at the right time, to ensure you’re running as efficiently as possible and in the best position to win the game.

Dash will tell you the shape your people are in, and utilise it’s powerful placement algorithm to automatically piece them together project-by-project, with no gaps.

Better yet, it’ll also tell you the pieces that aren’t in play, allowing you to build additional revenue streams by Shifting your staff out to other companies who are in need of temporary additional resources.

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  • Mim

    Talking about Proactive Flexibility, it is indeed a best way to employ temporary workforce for the benefit of the company and that can make the company flexible for any sudden change.

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