Flexible Workforce Research Articles

“Human Beings Are Too Cheap in India”: Wages and Work Organization as Business Strategies in Bombay's Late Colonial Textile Industry

Abstract This article examines the business strategies employed by early twentieth-century Bombay mill owners in work organization and wage differentiation. The traditionally highly segmented and fluctuating domestic textile markets in India were further complicated by colonial free trade policies, making them highly competitive. This prompted Bombay mills to adopt various strategies, including maintaining a flexible workforce, product diversification, tailoring sales strategies to the Indian market, and increasing labour inputs, related to their heavy reliance on short-stapled Indian raw cotton. Using detailed and disaggregated data reported by textile mills in Bombay during the 1920s and 1930s, this article investigates how employers adopted these strategies in tandem with distinct wage-setting systems as management tools to depress the wage bill. By analysing the motivations behind the adoption of or resistance to these tools across different operations within the production process – such as weaving, spinning, reeling, and winding – the article reveals how gendered and social-class stratifications shaped these strategies and led to wage disparities across the industry. Ultimately, these labour-intensive strategies, conditioned by the broader colonial context in which India's textile industry developed, were at the root of the lower productivity of Indian workers, with long-run adverse consequences for India's general industrial development.

The Role of Talent Development in Organizational Change: A Bibliometric Analysis of Global Corporate Trends

The evolution and key themes in the field of talent management research from 2000 to 2024 are highlighted in this study's thorough bibliometric analysis and thematic overview. Effective human resource strategies inside organizations are determined to be based on the fundamental elements of talent management, which include leadership, training and development, and organizational performance. It is acknowledged that the incorporation of technology innovations, including big data, machine learning, and digital transformation, has a revolutionary impact on talent management procedures by permitting more predictive and data-driven methods. In addition to discussing the implications of diversity and inclusion in cultivating a creative and flexible workforce, this study examines the strategic significance of matching organizational objectives with talent management in order to improve competitive advantage. The study also discusses the potential and problems associated with technology integration in human resources, stressing the importance of ethical concerns and upholding a human-centered approach in the face of technological breakthroughs.

Exploring Distributed Leadership in Special Schools (DLSS): Implications for Practice and Policy

ABSTRACT This research aims to understand distributed leadership (DL) in special school settings. It differs from existing studies that have been focused on mainstream school settings. Unlike prior research primarily focused on mainstream schools, this study explores these leadership structures within the unique environment of special schools. Consequently, it provides new insights into the implementation and effects of DL in this distinct educational context. The research is based on mixed methods research of convergent parallel design involving semi-structured interviews, questionnaires, examination of school policies, and focus group session. Special schools in the United Kingdom were used as case studies. Among other findings, the research found that common knowledge and experience were shared by practitioners in special schools. In addition, contrary to existing studies indicating that workload and pressure are key issues that are detrimental in mainstream schools, the findings of this research did not identify similar concerns. Furthermore, it found that special schools have higher numbers of Teaching Assistants (TA) with a certain degree of independence in their roles when compared to experiences reported in mainstream schools in existing literature. An implication of these findings for the management of special schools is the identification of a ready, competent and flexible workforce capable of delivering its objectives.

Less than full-time training, barriers and future needs. A UK-wide online survey of doctors in training.

The the current views of less-than full-time (LTFT) training by both LTFT and full-time (FT) doctors in training, with regards to health and well-being, clinical and non-clinical opportunities, in addition to associated future workforce implications and challenges, are uncertain. We performed a cross-sectional study of UK-based doctors in training via an online questionnaire, designed and piloted by the Royal College of Physicians Edinburgh (RCPE) Trainees and Members Committee. Design was informed by prior investigation into LTFT training undertaken amongst similar populations by RCPE in 2019. The survey was distributed from May to September 2023 via email to trainees across the United Kingdom and was open to all specialties and training grades. The survey focused on lived experience of both LTFT and FT training, as well as perceived challenges for the future workforce. There were 648 responses from doctors in training across the United Kingdom, with an even spread of LTFT and FT trainees. Most responses (53%) were from trainees in medical specialties. Most LTFT trainees plan to train at this pace for more than 5 years. LTFT was commonly linked to improved work-life balance and well-being, with FT training perceived to feature high stress and burnout. Concerns around LTFT relate to administrative errors, reduced training opportunities and colleague prejudice. Trainees are concerned about LTFT leading to rota gaps and incoherent workforce planning around training numbers. With ever-increasing popularity in LTFT training, flexible and robust long-term workforce planning is necessary for the system to adapt to a new normal and improve retention of doctors in training.

Who’s got time for social reproduction? Migrant service workers as embodied infrastructures of the algorhythmic city

ABSTRACT This article, working within the ‘infrastructural turn’, combines social reproduction and Lefebvrian rhythm analysis to examine the everyday labour and life of migrant cleaners and delivery service gig workers in Stockholm. Using in-depth interviews, we demonstrate how this highly mobile and flexible workforce makes the city ‘tick’ by keeping its inhabitants clean, fed, healthy and cared for. Specifically, we highlight a contradiction: workers extricating free time for others through reproductive labour, are themselves systematically deprived of the (paid and unpaid) time necessary to meet their own reproductive needs. The conditions of work in the urban on-demand and just-in-time service economy, we show, produce spatiotemporal (dis)orders of living and labouring in the algorhythmic city, as workers are required to be both on standby, waiting, whilst also fulfilling customer orders at an ever-increasing speed. Migrant gig workers who appear on the doorstep, on demand and just in time, form a kind of human infrastructure, serving the urban population whilst nonetheless being subject to disinvestment – unrepaired and unmaintained. This article, then, contributes to the literature on gig work, migration and social reproduction, by theorizing the algorhythmic city as reliant on the constant transformation of gig labour into an urban infrastructure for social reproduction.

P-747 Can patient self-scans using a home vaginal ultrasound device be used to monitor the ovarian stimulation in ART?

Abstract Study question Can patient self-scans with a home ultrasound device, with or without professional remote online guidance, be used for ovarian and endometrial monitoring during for ART? Summary answer Follicle number/size and endometrial thickness recorded from patients’ home ultrasound self-acquired scans, especially when guided online, corresponded with standard sonographies and aspirated oocyte yield. What is known already Follicle number and size are a key parameter for monitoring the ovarian stimulation and determining the time for triggering and OPU. The endometrial thickness (EMT) and pattern are important parameters associated with implantation and pregnancy. Both are measured repeatedly in serial sonographies during the ART cycles, imposing a significant burden of time, travel and cost on patients, while adding to the clinic’s workload. Patient self-scans with a home ultrasound device can potentially relief patient travel discomfort and the clinic’s patient congestion. Study design, size, duration Open label study performed during one IVF cycle. Participants were trained to visualize uterus and ovaries using the Pulsenmore FC device. After training the patients were randomized to two groups: independent use (IU-scans) or remote online guidance by a clinical sonographer (CG-scans). Before each in-clinic scan patients obtained and recorded their pelvic scan, which were read blindly and compared to the in-clinic scans for ovaries and uterus visualization, follicles number and size, and EMT. Participants/materials, setting, methods Patients without Mullerian or pelvic pathologies undergoing stimulation for IVF. Clinical decisions and triggering were based on individual considerations and the standard in-clinic ultrasound measurements. OPU was performed 36-38h after triggering. All ultrasound scans were analyzed for image quality, number and size of follicles and EMT and compared to the in-clinic scans as the gold standard (GS). Correlation was calculated based on the Spearman Correlation Factor (SCF). Patient satisfaction was measured using a questionnaire. Main results and the role of chance Twenty-four patients completed the study, 11-CG and 13-IU. Image quality score was>3 and adequate uterine visualization was achieved in 100% of the CG-scans and in 87% of the IU-scans. The right ovary was imaged in 100% of the CG-scans and 85.7% of the IU-scans. The left ovary in 97.4% of the CG-scans and 85.7% of the IU-scans. CG-scans AFC correlated better with the GS than IU-scans AFC (SCF 0.85vs.0.12). Correct identification of the first follicle>14mm was achieved in 100% of the CG-scans and in 92% of the IU-patients. Maximal EMT from CG-scans was better correlated with the GS than the IU-scans (SCF 0.64vs.0.46), with a clinically insignificant difference (0.4mm). The number of stimulated follicles obtained from CG-scans was better correlated with the GS than IU-scans (SCF 0.94 vs.0.43). The oocytes/stimulated follicles ratio was 1.19 for the GS and 1.28 for the self scans (1.06 for CG-scans, 1.9 for IU-scans). The MII/follicles>14mm ratio was 1.12 for the GS and 1.49 for the self scans (1.27 for CG-scans,1.69 for IU-scans). Patients’ questionnaire revealed that 89% of patients felt comfortable to self-scan themselfs, 86.5% were interested to use the device and 75% will recommend it to their friends. Limitations, reasons for caution Self vaginal ultrasound scanning is not suitable for all patients and online support by a sonographer is required. Inter-observer differences in scan measurements should be taken into consideration. Since participation in the study was limited to one cycle, no patient learning curve for IU-scans could be evaluated. Wider implications of the findings Reliable folliculometry and endometrial measurements can be obtained from patient self-use vaginal ultrasound scans. Online assistance enhances scanning accuracy. Together with near/home lab tests, safe remote management of ovarian stimulation can be realized, reducing costs, discomfort and travel time, ultimately reducing workload for fertility clinics, and improving workforce flexibility. Trial registration number NCT05485623

Impact of Employment Policies of Liaoning Province in China on Talent Flow in the Post-Pandemic Era

The importance of studying talent migration in Liaoning lies in its strategic role in Northeast China's economy, particularly for post-pandemic recovery and global adaptation. This paper assesses the impact of Liaoning's employment policies on talent flow and labor market equilibrium after COVID-19. It underscores the critical influence of government strategies in tackling employment issues, especially for newly graduated individuals and established professionals. This highlights the synergy between public policy, economic stability, and workforce progression amidst global shifts. The findings indicate a positive effect of these policies in retaining and attracting talent, thereby reducing the negative impact on the labor market due to the pandemic. The paper recommends further enhancements to these policies, focusing on the incorporation of digital transformation and ongoing educational initiatives. These steps are proposed to foster workforce flexibility and to stimulate regional economic development. This comprehensive approach aims not only at immediate labor market stabilization but also at long-term strategic planning for Liaoning's economic and workforce competitiveness on a global scale.

Precarious labour geographies of working holiday makers: querying sustainability

The boundaries between tourism and migration are blurry. This blurring has been beneficial for the governments of wealthy countries enabling them to import a large and flexible temporary workforce that can be directed toward regions and industries where there are labour shortages. Such is the case with the Australian Working Holiday Program (AWHP); a historically tourism-focused cultural exchange program that began in 1975. Since the 1990s, the Australian Government has leveraged the AWHP to support several of Australia’s critical industries. This has been achieved through the tweaking of mobility infrastructures that link Working Holiday Makers’ (WHMs) ability to stay in Australia to employment conditions. Such conditions increase precarity among WHMs, directing them towards remote regions and industries where there are evident labour shortages. While these mobility infrastructures significantly benefit Australia’s economy, they result in WHMs being highly vulnerable to exploitation. Such vulnerability is layered with WHMs from less wealthy, non-English-speaking countries facing the highest levels of vulnerability. This study investigates the way mobility infrastructures in the AWHP influence WHMs’ mobilities, as well as how such mobilities are experienced in uneven and unjust ways. There is urgency to interrogate the role that such programs play in contributing to unjust mobilities, and to query the attendant implications for sustainability.

When do part‐time workers increase effectiveness? A study of food banks and the SNAP program outreach

AbstractThe use of part‐time employees to support operations has been a contentious topic in the literature. While part‐time employees add cost‐effective flexibility to operations, their impact on operational outcomes has largely been documented as negative. However, there are a number of sectors (e.g., non‐profit) which rely heavily on part‐time employees, with anecdotal evidence supporting their role in improving outcomes. Through this research, we seek to shed light on these contradicting perspectives. We do so by investigating the impact of the percentage of part‐time employees in the workforce dedicated to the Supplemental Nutrition Assistance Program (SNAP) outreach efforts at United States (U.S.) food banks on the effectiveness of this initiative. SNAP is the largest domestic hunger program in the U.S., assisting over 42 million individuals, and food banks play a critical role in outreach and enrollment for SNAP. We utilize data on the operational characteristics and SNAP activities of food banks that are members of the Feeding America network and U.S. Census data on the demographic characteristics of their service area. We find that an increased percentage of part‐time FTEs (full‐time equivalent) in a food bank's workforce dedicated to SNAP outreach efforts increases its effectiveness, particularly in relation to operational and contextual factors that can benefit from a more flexible workforce. Based on these findings and our review of the literature, we propose a conceptual framework on the effectiveness of part‐time employees in different settings.

Economics of Education and Digital Learning for Human Capital Development in Pakistan: A Critical Review

The objective of the research is to better understand how digital learning, specifically how it affects employability, skills, and economic growth, may enhance the development of human capital within the framework of Pakistan's educational system. This research critically examines the economics of education in Pakistan by addressing significant research issues. It examines the financial barriers to education, focusing on issues including financial inequality and procedural hurdles. The research examines how initiatives for curriculum reform and teacher training help educational institutions support human capital development. It also examines the effects of online education, demonstrating its ability to close knowledge gaps and improve digital literacy. Despite obstacles like the digital divide, this research emphasizes the significance of strategic measures to guarantee equal access to high-quality education and build a trained, flexible workforce essential for Pakistan's socio-economic success. However, implement evidence-based policies to enhance the management of education. Research in the future should concentrate on inventive financing approaches and reliable data.

Unleashing the power of manufacturing flexibility: enhancing performance in Bangladesh's ready-made garment industry

PurposeThis research aims to investigate how manufacturing flexibility can address the challenges of an ever-changing and unpredictable business environment in Bangladesh’s labor-intensive ready-made garment (RMG) industry, which is underserved and situated in a developing country.Design/methodology/approachUsing Partial Least Square Structural Equation Modeling, this study empirically evaluated the relationships between manufacturing flexibility, environmental uncertainty and firm performance. The analysis utilized 320 survey responses from potential RMG experts, representing 95 organizations.FindingsThe study achieved a decision-making model for implementing manufacturing flexibility in the RMG industry of Bangladesh with acceptable model fit criterion. The research pinpointed that workforce flexibility plays the maximum mediating among different types of manufacturing in coping with demand and supply uncertainty in the RMG sector.Research limitations/implicationsThe study made valuable contributions to theoretical and practical knowledge in the context of manufacturing flexibility in Bangladesh’s RMG and other underserved labor-intensive sectors in developing economies. It suggests that managers should shift from defensive and risky business strategies to more aggressive and proactive approaches by utilizing workforce flexibility resources adaptively to enhance manufacturing capabilities and align with dynamic market demand. Additionally, the study offers recommendations for future research to build upon its findings.Originality/valueThis study is unique in its approach because it presents a decision model for implementing manufacturing flexibility in a labor-intensive industry in a developing economy, specifically the RMG industry in Bangladesh, whereas previous research has primarily focused on high-tech industries in developed economies.

Optimising Human Resource Information Systems in the Context of MSME Technology Management

This research explores the implementation of the Human Resource Information System (HRIS) in managing MSMEs, aiming to enhance operations and business development. The focus includes understanding the challenges of HRIS implementation, flexible workforce management strategies, and the benefits of adopting current technology. This research is hoped to provide valuable insights for MSMEs in leveraging HRIS for their business growth and efficiency. The research methodology used is survey design. Data was collected through a survey instrument consisting of scales to gather quantitative responses from business owners. The population of this study includes all entrepreneurs in Makassar, South Sulawesi, Indonesia, both those who have participated in government empowerment programs and those who have not. A purposive sampling technique was used to select 75 participants based on various criteria such as business type and background. The research findings affirm that optimizing HRIS in MSMEs can improve efficiency, productivity, and organizational performance. Technology-based HRM strategies, such as cloud-based software, mobile applications, and web-based platforms, can streamline HR processes and enhance workforce productivity. Human resource competencies play a crucial role in MSME development, and leveraging HRIS can optimize product and service marketing, contributing to MSME growth. The research emphasizes the importance of optimizing HRIS in MSME management. The results indicate that technology-based HRIS usage can enhance operational efficiency and workforce productivity. It is recommended that MSMEs invest in the latest HRIS technology and provide adequate employee training. These steps will support the growth and success of MSMEs in the current digital era.

Augmented Weighted Tchebycheff-Based Approach for Sustainable Multi-Objective Workforce and Process Planning in Reconfigurable Manufacturing Environment

This research examines the integration of workforce and process planning in reconfigurable manufacturing environment, focusing on sustainability’s economic, social, and environmental dimensions. It evaluates social sustainability through new indicators, including flexible working hours and workforce hazard risks. A new mixed-integer linear programming model is proposed to minimize costs, social sustainability metric, production time, and hazardous waste. The model’s effectiveness is assessed with RMS benchmarks using the augmented weighted Tchebycheff method for multi-objective optimization and data envelopment analysis to rank solutions, providing a detailed evaluation of RMS configurations.

Industrial metaverse – company perspectives

The utilisation of the industrial metaverse is a topical discussion in the research community as well as within industrial companies. This study aimed to identify industry expectations towards the industrial metaverse. A questionnaire was sent to 18 companies to collect their views on potential industrial metaverse use cases and possible challenges that may occur. The companies identified use cases under eight thematic groups: remote operation and maintenance, sales and marketing, training, guidance and support, knowledge sharing and collaboration, novel services and business opportunities, and flexible utilization and workforce availability. Companies pointed out that challenges in using the metaverse may originate from technology acceptance, technology maturity, data governance, regulations and standards, cyber security and safety and cost. These findings provide company perspective on the industrial metaverse discussion and can be used when researching the topic and developing metaverse solutions further.

An Analytical study on Navigating Sustainability Challenges and Opportunities in the era of AI and the Gig Economy

The gig economy, characterized by its flexible work arrangements and independent contractors, has witnessed rapid growth in recent years. However, it faces sustainability challenges related to worker welfare, income security, and job classification. This paper explores the emerging role of artificial intelligence (AI) in the gig economy and its potential impact on these sustainability concerns. Through an analytical lens, it examines the current applications of AI in the gig economy across various platforms and tasks, highlighting both efficiencies and potential biases.The anticipated effects of AI on gig workers including job displacement, skill requirements, and potential for wage changes.The implications of AI for the sustainability of the gig economy, analyzing how it might exacerbate existing challenges or pave the way for improvements in worker protections and platform governance.Potential policy considerations and recommendations to ensure a more sustainable and equitable gig economy in light of AI integration. The paper concludes by emphasizing the need for a nuanced understanding of AI's potential in the gig economy, advocating for proactive measures to address potential disruptions and harness its capabilities to create a more sustainable and rewarding future for the flexible workforce.

Development and application of a maturity model for Industrial Agile Working

In recent years, several companies approached agile working strategies to increase the resilience of their business. Agile work started spreading also to the manufacturing sector, thanks to the adoption of technologies that increasingly allow remote control of production systems. Nevertheless, agile working in the industry, namely Industrial Agile Working (IAW), requires organisational transformations and investments in technological innovations to guarantee its successful implementation. The first objective of this paper is to define the most relevant dimensions that affect the applicability of agile working practices in industrial contexts. The second objective is to develop an Industrial Agile Working Maturity Model (IAWMM) to measure the maturity of a company in adopting IAW practices. Starting from a set of dimensions identified through scientificic literature analysis, the IAWMM was tested by involving several companies in the manufacturing sector. The refined IAWMM was finally applied to a small sample of companies. The results report a good readiness of the companies concerning the knowledge and application of the key enabling technologies but still a low willingness concerning organisational change and flexible workforce management models. However, the IAW appears to be a promising strategy to promote a better workforce wellbeing and companies’ efficiency and resilience.

“Cowboy up”: Gender, labor, and workforce housing in Colorado ski country

Workforce housing does not reproduce all workers equally. So, what kind of workers does “workforce” housing reproduce? Whose reproduction is prioritized, whose is devalued, and how? A case study of housing access and design in three elite Vail Resorts enclaves in Colorado shows that workforce housing prioritizes the reproduction of a young, flexible androcentric workforce who can be cheaply and easily housed. Extending McIntyre and Nast’s theorization of racial subsidies, I argue that resort capital awards unearned gendered subsidies to privileged workers and instantiates what Susanne Soederberg calls “displaced survival,” or recursive dislocation, for women workers and those with dependents. I detail how twin processes of displaced survival and gendered subsidy emerge in resort communities using data from interviews, survey, ethnographic observation, autoethnography, and municipal records. By attending to the lived experiences of workers in this niche industry, this paper contributes to literature on geographies of exclusion and expands scholarly understandings of how the gendered political economy of labor is sedimented in housing regimes.

The Gig Economy and Labour Market Dynamics

The gig economy, which is defined as transient and adaptable work arrangements facilitated by digital platforms, has experienced unprecedented growth in recent years, profoundly altering labor market dynamics. This profound transformation has introduced a multitude of repercussions for workers, simultaneously offering both opportunities and challenges. In one aspect, it entails providing individuals with heightened autonomy, the opportunity to cultivate multiple income streams, and an improved balance between work and personal life, thereby enabling them to autonomously shape their career paths. Conversely, increasing concerns on job security, workers rights and protection, and employment benefits arouse discussions of economic welfare of gig workers. For businesses, the gig economy represents a transformative force, promoting cost-effective, on-demand labor while necessitating responsive strategies to manage a decentralized and flexible workforce. As a signal of a new era in labour market dynamics, gig economy has significant impacts on the broader labour force and traditional employment patterns. Grappling with of crucial task, policymakers are in urgent need of finding a balance that preserves the rights and finance security of the labour force without mitigating enthusiasm of development and economic prosperity. Comprehending the multifaceted influences of the gig economy is paramount in formulating policies, thereby building a labor market that embraces opportunities and challenges arising from this transformative change and ultimately facilitating a future work of greater equity and adaptability.

Transdisciplinary is the new multidisciplinary: why and how can healthcare workers and managers make the shift?

Introduction: Demand for healthcare services is increasing due to the ageing population and events such as the COVID-19 pandemic. Healthcare workers and managers can respond by shifting from multidisciplinary to transdisciplinary teams, where multiple services are integrated and designed around the healthcare needs of individuals and patient groups. 
 Background: Transdisciplinary teams provide the formal structures for healthcare professionals to blur professional boundaries, share and acquire new skills and knowledge, support each other, and provide high quality patient care. Instead of organising healthcare services in silos of professional groupings, transdisciplinary teams place the patient at the centre of care. Reorganising teams around the patient can reduce duplication of healthcare services, the number of healthcare professionals delivering services, and occasions of service. Healthcare professionals gain skills, time, and the ability to support each other, which are qualities of a flexible and capable workforce.
 Aims: In this submission, we show healthcare workers and managers how co-designed transdisciplinary teams can be translated into clinical practice. We aim to explain why and how to shift from multidisciplinary to transdisciplinary teams by 1) providing clinical evidence demonstrating how transdisciplinary teams can improve person-centred care and the healthcare workforce; and 2) sharing practical learnings when planning a transdisciplinary team.
 Methods/engagement: At the Mater Hospital Brisbane, assessment processes were reorganised around patients experiencing stroke symptoms. A transdisciplinary assessment was co-designed by allied health professionals, nurses, and managers where tasks and questions were integrated from occupational therapy, physiotherapy, speech pathology, social work, and nursing. A clinical mixed methods study evaluated the transdisciplinary assessment compared to usual multidisciplinary assessment. Patients and staff were also consulted during the clinical study via surveys and fortnightly meetings.
 Results/impact: All occupational therapists and physiotherapists completed transdisciplinary competency training, which improved staff availability and flexibility to comprehensively assess patients. Use of a transdisciplinary assessment resulted in a time saving of approximately 53 minutes per assessment, which indicated improved workforce productivity and capacity. The time saved could be reallocated to increasing rehabilitation time, or to an extra occasion of service to the same or other patients. Additionally, staff reported that the transdisciplinary assessment “saves time and helps staff manage clinical workloads by reallocating resources across teams” and resulted in an “agile workforce”. 
 Learnings/next steps: To co-design and shift from a multidisciplinary to transdisciplinary team, stakeholder consultation was imperative to ensure comprehensive planning and barrier identification. Addressing barriers when shifting to a transdisciplinary team involved behaviour change from staff. For example, a lack of confidence in the skills of another professional, or a lack of willingness to share skills could impede transdisciplinary efforts. To negotiate these barriers, it was essential to establish clear competency training requirements and educate staff on the purpose of transdisciplinary teams for improving patient care and workforce capacity. To translate transdisciplinary teams into other healthcare settings internationally, we propose the practice guidelines: 1) key stakeholders should be consulted to co-design the transdisciplinary team, identify and address implementation barriers; 2) competency training is required; and 3) staff education on transdisciplinary teams is required.

THE IMPLICATIONS OF THE GIG ECONOMY ON HRM PRACTICES IN INDIA AND ITS IMPACT ON BIG INDUSTRIES

The gig economy, which is characterised by flexible and transitory labour arrangements, has acquired considerable traction recently and is revolutionising conventional employment structures. The ramifications of Indias gig economy on HRM practices and its effects on big industries are examined in this research paper. Technology improvements, shifting work choices, and the emergence of digital platforms, among other things, have all contributed to the significant growth of the gig economy in India. The key implications of the gig economy on HRM practices in India are talent acquisition and recruitment, workforce planning and management, legal and compliance considerations, flexibility and cost optimisation, innovation and specialised expertise, and workforce diversity and inclusion. As a result, HRM practices have had to adapt in order to effectively manage the workforce in this new paradigm. In order to embrace the gig economy, HR departments must modify their recruitment tactics, put flexible workforce management practices into place, and deal with significant legal issues. While large enterprises can benefit from the gig economy in terms of cost reduction, innovation, and worker diversity, they must also overcome the difficulties brought on by this changing labour market KEYWORDS: Gig Economy, HRM Practices, Big Industries, Workforce, Performance Management.