Introduction to Contingent Work

There are significant risks for organizations working with contingent workers given the nuances associated with different types of arrangements and the need for accurate classification of individuals as contingent workers versus employees. Risks include lack of knowledge retention, negative impacts to quality of work and organizational culture, data breaches, and litigation costs relating to misclassification.
While contingent workers' experiences with organizations mirror that of the employee lifecycle (e.g. attract, recruit, perform), nuances of contingent work indicate a need for customized HR programs, where appropriate.

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Critical Insight

Customizing HR programs to reflect the contingent worker experience is key to unlocking mutual benefits for organizations and individuals.
Having a strong understanding of the “why” behind choosing contingent work arrangements informs the amount of effort required for customization and helps optimize resource allocation.

Impact and Result

Identify the organization's driving need for contingent work and select the most suitable contingent workforce mix.
Customize HR programs to reflect the contingent worker lifecycle as appropriate for each type of contingent work arrangement at the organization and set goals to track the progress of customized programs.
Create an appealing and rewarding experience for contingent workers while capturing organizational benefits such as access to specialized skills and adaptability for workload fluctuations.

Introduction to Contingent Work Research & Tools

1. Introduction

Review the current state of contingent work and the associated benefits and risks for organizations and individuals.

2. Types of contingent workers

Determine the driving need for contingent work and the types of contingent work most suitable for the organization.

3. Implications for HR programs

Identify opportunities to tailor HR programs to the unique experience of contingent workers.

About McLean & Company

McLean & Company is an HR research and advisory firm providing practical solutions to human resources challenges via executable research, tools, diagnostics, and advisory services that have a clear and measurable impact on your business.

What Is a Blueprint?

A blueprint is designed to be a roadmap, containing a methodology and the tools and templates you need to solve your HR problems.

Each blueprint can be accompanied by a Guided Implementation that provides you access to our world-class analysts to help you get through the project.

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Get the help you need in this 3-phase advisory process. You'll receive 5 touchpoints with our researchers, all included in your membership.

Guided Implementation 1: Explore contingent work

Call 1: Discuss the current state of contingent work and the associated benefits and risks for organizations and individuals.

Guided Implementation 2: Review the types of contingent workers

Call 1: Determine the organization’s driving need for contingent work.
Call 2: Review the types of contingent work and identify the most suitable type to use at the organization.

Guided Implementation 3: Identify implications for HR programs

Call 1: Identify opportunities to tailor HR programs for contingent work arrangements.
Call 2: Set goals, metrics, and check-in dates for tracking the progress of customized HR programs.