Slides from the webinar Description: Today’s workforce features increasingly flexible work situations, while also dealing with a shortage of timely needed skills. The current competitive landscape continues to demand more contingent workers, freelancers, contractors, and several other types of specialized on-demand “gig” workers. SmartERP invites you to How Should Organizations Take Advantage of the Growing On-Demand “Gig-Economy,” presented by the author of Thriving In The Gig Economy, Marion McGovern. In this webinar attendees will learn more about how to operate with emerging independent talent marketplaces. We’ll also discuss capitalizing on the strategic use of high-value, skilled, contingent workers, how to procure, onboard, and manage them, while reducing risk and avoiding compliance issues for your organization.

1. How Should Companies
Take Advantage of the Growing
On-Demand “Gig-Economy”
Tuesday June 4th,2019

2. TODAY’S PRESENTERS
Marion
McGovern
Author, Thriving In The
Gig Economy
Hans Bukow
Chief Strategy Officer
Mr. Bukow brings 25 years experience in founding and leading innovative venture
backed enterprise software and Web companies as CEO and GM for over 20 years.
Hans is recognized for pioneering $3B+ software categories: Manufacturing Execution
(MES) and Vendor Management (VMS). Significant successes: FASTech (#22 Inc. 500) is
now part of Applied Materials Global Services, WorldPlay which became AOL-EA
Games, and eWork – a professional IT services marketplace – which had an IPO in the
EU and is a still growing with $1B+ in revenues.
Marion McGovern is the founder of M Squared Consulting, a specialty consulting firm
that uses independent consulting talent to meet the needs of clients to help them
solve critical business problems. Founded in 1988, M Squared was a gig economy
business before the term was even coined. She also started Collabrus, a subsidiary,
which is a professional employer for independent consultants while they are on
engagements to ensure compliance with employment laws. In 2005, she completed
the sale of the companies to The Kelly Group, a publicly traded company in South
Africa. She remained a Director until 2014, when Solomon Edwards purchased M
Squared.

3. DISCUSSION - AGENDA
Latest on the “Gig Economy” – How big a trend is it? – Will it continue to grow?
Is my organization ready to capitalize on this emerging trend?
What do I need to start to benefit from becoming more workforce flexible?
Specific next steps: Assess Cloud tech and determine better-fit scenarios for a pilot project
Key Takeaways – Webinar Informative Goals:
 Scale of the emerging “Gig Economy”
 Market and organizational response and interest to capitalize
 What factors and challenges is management considering when going “gig” style
 Ideas for performing more on-demand work – learning from a pilot project
 Cloud platform that manages on-demand agile outsourced work performance

4. 1. We don’t know ???
2. More than 30%
3. From 30% to 20%
4. From 20% to 10%
5. Less than 10%
Survey #1 - Size of Your Flexible/Contingent Workforce

5. With “contingent work” and “gig economy” viewed the same,
• Accounted for $1.3 trillion or 6.7% of GDP in 2017**
• 56.7 million people took on some gig work in 2017**
• 1.7 billion hours in the US in 2017***
• Nearly 20% of US gig workers were exporting services or doing
business with global clients
How BIG is the “Gig-Economy” in the US?

6. And Internationally
• In the UK, France and the Netherlands freelance growth
outpaced employment
• In the EU, independent work doubled from 2000-2014
• In Developing countries 30% of workers are doing gig work
according to a recent BCG study
• 20% of world’s organizations have at least 30% contingent
workers

7. Who Are These Workers?
• The New Contingent Professionals
– Not Just “Uber drivers”
– Work is knowledge based
– Skills difficult to source traditionally
• 20% are high earners in excess of $100k/yr
• 42% had 4yr degrees with nearly 20% with advanced degrees
• Motivated by flexibility and control over time and work
• Have options beyond your gig

8. What is Driving the Growth?
• Demographics - Millennials and Boomers worldwide
• Job satisfaction
• 70% of Independent workers are so by choice
• 50% would not return to regular employment
• Cloud based Solutions
– Digitalization creates access
– Projects sourced through Freelance Management Systems, per
Oxford Internet Institute grew 26% in 2017
– Companies familiarity with FMS grew 72%

9. The “Gig-Economy” Will Continue to Grow
Why?
It’s very simple,
Business always wants
more:
• Flexibility
• Speed
• Quality
• Capabilities
• Competitiveness
and always for less $$$

10. HR Leadership Planning for Contingent Growth
UpWork’s 2018 Future Workforce HR Report – released June 19th – surveyed more than 200 U.S. HR managers and was conducted by an independent research firm.

11. 1. Traditional - Old School: Everyone working at their desk,
set hours, strict reporting pyramid of command, etc.
2. Emerging Transition: Some traditional mixed in with some
progressive ways
3. Progressive: flex-hours, remote working abilities, some
technology enabled collaboration (think Box, GoogleDrive)
4. Digitalization Transition: Progressive and becoming more
decentralized, agile, tech platform centric (think Slack)
5. Modern Highly Digitalized – Agile – Supplier Collaborative
Survey #2 – Your Workforce Organization Style:
LOWER
FLEX
HIGHER
FLEX

12. Barriers to Adoption of New Agile Work Abilities

13. Top Contingent Workforce Challenges

14. An Agile Workforce is a Real TOP Priority
* “New FreshBooks Report Reveals Millennials as Catalysts Behind Self-Employment
Movement, Opting for More Autonomy,” FreshBooks, Feb. 21, 2018
*

15. Top Business Decisions For New Projects

16. How to Get Started?
• Understand the Marketplace
– People and Platforms
• Identify Organization Hurdles
– Process, Procurement , Onboarding or lack thereof, Bias
– “Great ideas get overlooked because the people in charge don’t
understand the problem.” Reed Hastings
• Experiment – Pilot projects and infrastructure

17. Comparison of the Best vs the Rest
For Respondents Who Consider that they have a Contingent Workforce “Practice”:

18. General Capabilities Compared

19. Satisfaction & Challenges of On-Demand Workers

20. The Benefits of On-Demand Workers

21. Becoming a Client of Choice
• “IT HAS LONG BEEN ESSENTIAL FOR COMPANIES TO BE
AN EMPLOYER OF CHOICE. NOW, IT IS JUST AS VITAL
FOR COMPANIES TO BE THE CLIENT OF CHOICE FOR
HIGHLY-SKILLED INDEPENDENT PROFESSIONAL
TALENT.”
•MBO Partners, Client of Choice Report, 2019

22. 1. Email with Desktop Apps -
Some Mobile access
2. Operate from Centralized Data (Cloud Storage, Box,
etc.) – Mobile Ready
3. Operational Collaborative Platform (Slack, Jira, etc.) –
Highly Mobile Operational
4. Comprehensive Cloud Operations (Salesforce,
ServiceNow) – Mobile 1st Centric Working
Survey #3 – State of Your Tech Platform(s):
LOWER
TECH
HIGHER
TECH

23. https://vimeo.com/278724469

24. IT Consultants - #1 Fit
Basic Problems Solved – VMS Answers the Questions
Healthcare
Light
Industrial
Field Service
Clerical Hospitality
& Retail
What’s going on with all the
work we’ve outsourced?
Who?
What?
Where?
When?
How much?
Legal?
Etc….

25. What does VMS do? Manage “req to check”
SaaS for Managing all
non-employee
Outsourced work
related services:
Procure
“Req”
Pay
“check”

26. Easy to use on any device - available everywhere

27. HIGHEST SECURITY RANKING OF ALL AGILE WORKFORCE PLATFORMS
Global Footprint
Multi-currency
Multi-language
Highly Secure
Powerful
Scalable
Disaster Recoverable
#1 Business Ecosystem
$6B in R&D in 2016
Platform Demonstration at:
https://www.smarterp.com/smart-talent-procurement-overview

28. CONCLUSION
The “Gig Economy” (increasingly agile workforces) is here to stay
and with Cloud based technology it’s likely to grow even faster !
Today YOU learned how to begin to take advantage of the “Gig Economy” by
identifying where best to apply a tech platform based “pilot” that will:
 Identify and organize the related workflows and business intelligence
 Standardize the requisition and fulfillment process
 Manage towards improving supplier performance
 Ensure delivery of the best talent at the best rates
 Streamline time, expense and invoice transactions
 Reduce risks associated with misclassification
 Gain visibility into your contingent workforce
Chuck Leddy - Writer and Expert in the Future of Work

29. QUESTIONS