- alternative
- nontraditional
- market mediated
- vulnerable
- contract
- freelance
- e-lance
- contingent
- disposable
- temporary
- nonstandard
- telecommuting
At the same time, only a few countires are ready for such shift. The US and the Western European countries are leading the way, but elsewhere it is a far cry from where the labor markets are now. I am looking at the Russian labor market and I realize that while there are some early signs of drifting away from the "standard" models, outside the capital CEOs are vaguely familiar with such functions as HR or Marketing, so I cherish no hopes that all of a sudden we will shift to "non-standard" progressive modes of work.
Apart from purely traditional, conventional and customary issues hampering this transition, there are obviously practical questions concerning, for instance, legal issues, career management problems, and other aspects, encompassing motivational, organizational, controlling and other spheres of work environment.
Are we as HR ready to embrace these changes? Looks like we won't have a choice if we want to maintain a competitive Employee Value Proposition, but I doubt that it is a one-size-fits-all option. Obviously, this paradygm shift is geared towards knowledge workers, those whose skills are more portable, those who are more valuable and those who can work remotely. There is a great role for us to play in planning and shaping the 21st century work, but still something prompts me that the change will happen quickly, will hit us with the force of an avalanche and will spread faster than a viral infection.
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