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Gig Workforce and its Management in the Tech Sector  
Gig Workforce and its Management in the Tech Sector  

February 13, 2023

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Hello again! Moving ahead on the gig workforce discussion from my last blog “Gig Workforce a Growing Story in the Tech Sector”, where we talked about the gig landscape across the technology sector, I would like to continue my discussion with a focus on technology organizations’ perspective on hiring gig workforce.

NASSCOM in partnership with Aon conducted a study across technology organizations to understand their perspectives across hiring gig. Interestingly, >6 out of 10 organizations highlighted that they are hiring gig workforce. However, a gig as a share of the overall workforce still remains low with large organizations (>2000 employees) reporting a gig workforce share of <5%.

Source: NASSCOM’s Future of Workforce: Decoding the Gig Workforce 2.0

Gig Workforce Hiring and Management

Basis the survey both gig workers, as well as technology companies, highlighted referrals as the most preferred way to source gig workers. Moreover, a key interesting fact that supports the reliance on gig workers is the increase in the duration of projects offered to gig workers post the pandemic, which has increased from up to 9 months in 2020 to over 12 months in 2022.

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Source: NASSCOM’s Future of Workforce: Decoding the Gig Workforce 2.0

In terms of managing the gig workforce, both business, as well as HR teams, take the lead with very few managed services providers being hired for the job.

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Source: NASSCOM’s Future of Workforce: Decoding the Gig Workforce 2.0

Gig Workforce Performance Management and Compensation

In the case of performance management, it is the primary responsibility of the business managers, with the majority of organizations measuring the performance multiple times during the course of the project rather than waiting till the end. Interestingly, nearly one-third of organizations have an internal toll for the same.

Source: NASSCOM’s Future of Workforce: Decoding the Gig Workforce 2.0

For compensation, 40% organizations prefer a fixed fee model with proven capability in the areas of expertise, qualifications, and years of experience are the top factors determining compensation for gig workers.

Source: NASSCOM’s Future of Workforce: Decoding the Gig Workforce 2.0

This compensation discussion moves to benefits and location preference, and the impact that the gig is creating. Stay tuned for my next blog.

Happy Reading!

For more insights read our report “FUTURE OF WORKFORCE: DECODING THE GIG WORKFORCE 2.0

 


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Neha Jain
Senior Analyst

Neha Jain

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