Editor’s Note: Today’s article is a sneak peek at a new Ardent Partners report, “The Expansion of the Contingent Workforce and Global Compliance Management,” which is available for download here. The report, which is sponsored by CXC Global, discusses expansion plans for global contingent workforce management (CWM) programs and the evolving notion of compliance in today’s contingent workforce. Click here to download the new report.

Today’s businesses, more than ever before, rely on talent to achieve key objectives and support critical enterprise projects. Ardent Partners research has long pointed to the emergence of the non-employee workforce as a driver in successful organizations, as contingent labor (which includes independent contractors, freelancers, SOW-based labor, professional services, etc.) has evolved to the point where top-tier, high-quality talent can be found within this workforce.

The 2016 non-employee workforce is comprised not only of localized talent, but global skillsets, as well. In an age when talent can be sourced on-demand and in real-time, the world is a playing field for the engagement of workers that can drive critical projects, bring valued expertise into an organization, and help enterprises ultimately achieve crucial objectives and goals.

In a new research report, sponsored by global compliance, contractor management, and payroll solution provider CXC Global, Ardent Partners has discovered that, more than ever, enterprises are globalizing their contingent workforce management programs to not only engage top-tier skillsets, but to also mitigate the many compliance risks associated with leveraging independent workers. The report also discusses:

• The impact of on-demand talent on today’s CWM programs. Business networks, social media and networks, online talent platforms, freelancer marketplaces…today’s sources of talent are numerous, and are all available via on-demand methods. The impact on CWM programs? Companies must account for the fact that complex requirements and critical projects can be addressed with talent, in real-time, with expertise situated thousands of miles away. This changes the engagement capabilities within the contingent workforce management program.
• The importance of third-party support in globalizing talent engagement and management. Outsourced compliance management solutions can assist organizations as they tap into the global talent pool and utilize independent skillsets from around the world. These offerings are built with global expertise, efficiency, and compliance in mind. Outsourced compliance management solutions provide services for contractor administration (taxation, renumeration, requirement management, etc.) and assist users in engaging freelance and independent talent without the worry of compliance risks.
• Non-compliance is a real and credible threat. Many companies are caught up in the exciting aftereffects of global, on-demand talent; those projects that need complex expertise can now be easily addressed with a few clicks. However, across the world, tax codes, regulatory policies, and governmental labor guidelines vary widely and can result in dire consequences if contractors/temporary workers are mismanaged. The threat of non-compliance is real…and no organization wants to make news for reclassification or co-employment.

Click here to download the new research report, and stay tuned to CPO Rising for additional content regarding the expansion of CWM programs and the world of global, on-demand talent.

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Tagged in: Ardent Partners Research, Christopher Dwyer, Complex Categories, Contingent Workforce, People, Process, Solution Providers