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Learning Methods
Classroom
A traditional classroom couples on-site learning with the added value of face-to-face interaction with instructors and peers. With courses and exams scheduled worldwide, you will be sure to find a class near you.
Interaction
Highly Interactive
On-going interaction with instructor throughout the entire classroom event
Interaction with peers/professionals via face-to-face
Components (May Include)
Onsite
On-site instructor-led delivery of course modules, discussions, exercises, case studies, and application opportunities
Supplemental learning elements such as: audio/video files, tools and templates, articles and/or white papers
E-course materials available two weeks prior to the course start date; printed course materials ship directly to the event location
Duration
One + Days
Varies by course ranging from one to multiple days
Technical Needs
Specific requirements are clearly noted on the course page
Virtual Classroom
Ideal for those who appreciate live education instruction, but looking to save on travel. A virtual classroom affords you many of the same learning benefits as traditional–all from the convenience of your office.
Interaction
Highly Interactive
On-going interaction with instructor throughout the entire virtual classroom event
Interaction with peers/professionals via online environment
Components (May Include)
Live online instructor-led delivery of course modules, discussions, exercises, case studies, and application opportunities
Supplemental learning elements such as: audio/video files, tools and templates, articles and/or white papers
E-course materials available up to one week prior to the course start date. Recorded playback and supplemental materials available up to seven days after the live event.
Duration
Varies by course ranging from one to multiple sessions
Technical Needs
Adobe Flash Player
Acrobat Reader
Computer with sound capability and high-speed internet access
Phone line access
E-Learning
A self-paced, online learning experience that allows you to study any time of day. Course material is pre-recorded by an instructor and you have the flexibility to view content modules as desired.
Interaction
Independent Learning
Components (May Include)
Pre-Recorded
Pre-recorded course modules
Supplemental learning elements such as: audio/video files, online quizzes
E-course materials start on the day of purchase
Optional purchased print material ships within 7 business days
Duration
120 Days - Anytime
120-day access starts on the day of purchase
Direct access to all components
Technical Needs
Adobe Flash Player
Acrobat Reader
Computer with sound capability and high-speed internet access
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Contact Sponsor
E-Reward
Online
Paul Thompson
Phone: 1 44 01614322584
Contact by Email | Website
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WORKSPAN
WORKSPAN |

Most Employers Will Shift to a Larger Contingent Workforce in 2018

More than half of global human capital leaders expect to transfer one-third of their permanent positions to contingent roles soon.

To become more agile and flexible in a changing economy, 61% of employers plan to replace up to 30% of their permanent positions with freelancers, gig workers and independent contractors, according to the fourth quarter Talent Trends report, a survey of more than 700 global human capital leaders by Randstad Sourceright. And they plan to do it in the next 12 months.

Nearly 40% of employers surveyed said they expect they will be able to reduce the impact of talent scarcity by having an integrated hiring strategy.

“Companies are increasingly embracing gig workers, and even robots, in their overall workforce to address the increasingly tight labor market in the U.S. and around the world,” said Rebecca Henderson, CEO of Randstad Sourceright, in a company release. “While in the last decade contingent workers have been viewed very differently as compared to full time positions, today’s companies are welcoming the opportunity to employ a more agile workforce, particularly as a greater number of gig workers embrace flexible work practices as well.

Nearly 70% of employers surveyed said the skills gap is widening and will create significant challenges in the near future, which is why a majority agree that all available resources should be considered to combat recruitment challenges.

The report also found that employers are investing more in training to meet the growing talent demand. Half of employers said they have increased budgets for reskilling programs in 2017, and 52% said they are investing in training and development technologies at moderate or significant levels.

“HR departments have quickly realized they can no longer stick to business as usual if they hope to hire top talent in the 21st century,” said James Stovall, Randstad Sourceright’s senior vice president of solution design. He added that by implementing an integrated talent approach — where permanent, contingent, independent and machine labor are engaged strategically — companies can improve their workforce agility by having access to the right talent at the right time.

Other findings:

  • Talent scarcity: 69% of employers said the talent gap is widening and will create greater challenges in the near future, while 25% said they consider talent scarcity to be their largest concern.
  • Contingent workers: 61% of human capital leaders expect to shift more of their roles to contingent workers in the next 12 months.
  • Global workers: 74% of those surveyed believe the right person for the job may be an employee, contractor or contingent worker from anywhere in the world.
  • Upskilling: Half of the employers surveyed said they are increasing their budget to invest in programs that help their workforce advance their careers through upskilling.