Managing a Dynamic Workforce

Managing a Dynamic Workforce

How a changing and dynamic workforce affects overall productivity

Organizations in the modern business environment have embraced the dynamic workforce model to improve overall productivity. A dynamic workforce has high job satisfaction because they feel the organization values them. According to Tentama et al. (2019), job satisfaction increases productivity by increasing employees’ commitment to their work. A dynamic workforce also has a healthier relationship with other employees and leaders within the organization due to reduced burnout and better work/life balance, thus facilitating collaboration and the exchange of ideas, leading to improved overall productivity. A dynamic workforce also improves overall productivity by creating a wide pool of talent, skills, and capabilities that can be leveraged to complete operations effectively within a short time. For example, having many part-time employees and consultants guarantees the availability of staff to complete operations because they can be contacted to complete tasks whenever the employee assigned the task is unavailable.

How HR professionals can adjust their approaches to better manage a workforce that is largely composed of consultants and part-time employees

Managing a dynamic workforce requires adjusting human resource management tactics to meet employees’ needs.HR professionals can use collaborative engagement tools to manage a workforce with many consultants and part-time employees. Collaborative engagement tools facilitate the exchange of information among individuals in different locations (Shirina & Sharma, 2021). Therefore, the tools effectively facilitate communication between the human resource management team and part-time employees and consult wherever they are.HR professionals can also customize motivation programs based on the nature of an employee’s work to keep the employees motivated. Motivating a dynamic workforce is vital because it reduces absenteeism and increases productivity. Therefore, human resource managers may consider a salary increase for consultants and allowances such as travel allowance for part-time employees. Customizing motivation programs enables organizations to meet specific employees’ needs and expectations, thus increasing commitment. Human resource management may also motivate part-time employees and consultants by focusing on their well-being and guaranteeing job security.

References

Shirina, S., & Sharma, R. (2021). Driving employee engagement in today’s dynamic workplace: A literature review. Innovations in Information and Communication Technologies (IICT-2020), 27-34. https://doi.org/10.1007/978-3-030-66218-9_3

Tentama, F., Subardjo, S., Mulasari, S., & Meilani, E. (2019). The role of job satisfaction on employee work productivity. Proceedings of the First International Conference on Progressive Civil Society (ICONPROCS 2019). https://doi.org/10.2991/iconprocs-19.2019.25

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Increasingly, we see the workforce composed more of consultants and part-time staff rather than full-time employees. As a human resource professional, how might this shift and resulting changes affect the productivity of an organization, and how can HR better manage a workforce that is largely composed of consultants and part-time employees?

**Identify three ways a changing and dynamic workforce affects overall productivity.
**Describe at least two ways HR professionals can adjust their approaches to better manage a workforce that is largely composed of consultants and part-time employees.