{"id":786,"date":"2024-08-01T14:01:06","date_gmt":"2024-08-01T13:01:06","guid":{"rendered":"https:\/\/sense.hr\/blog\/?p=786"},"modified":"2024-08-01T14:01:07","modified_gmt":"2024-08-01T13:01:07","slug":"one-hr-app-to-rule-them-all-ftes-pts-casuals-freelancers-seasonals-and-agency-staff","status":"publish","type":"post","link":"https:\/\/senseworkplace.com\/blog\/one-hr-app-to-rule-them-all-ftes-pts-casuals-freelancers-seasonals-and-agency-staff\/","title":{"rendered":"One HR app to rule them all: FTEs, PTs, casuals, freelancers, seasonals and agency staff."},"content":{"rendered":"\n

Can one HR app truly unite the multifaceted workforce of today? With the rise of gig economy, the evolution of contractual diversification has created a landscape where FTEs, part-timers, casuals, freelancers, seasonals, and agency staff coexist under the same organisational umbrella. Traditional HR software has struggled to keep pace with this shift, often leaving HR teams to juggle cumbersome workarounds. However, a new breed of HR solutions is emerging, promising to seamlessly integrate and manage this diverse array of worker types, transforming inefficiencies into streamlined success.<\/p>\n\n\n\n

Can one HR app house all the diverse categories of modern workers under one roof?<\/h2>\n\n\n\n

HR software has, at key times in its, history struggled to meet the collective needs of the market.<\/p>\n\n\n\n

The first one-size-fits-all generation of HR software was welcomed by enterprises, but was relatively inaccessible to smaller firms due to high costs. The introduction of tiered pricing made HR software more affordable, increasing uptake among smaller businesses as they migrated from paper and Excel systems.<\/p>\n\n\n\n

However, globalisation changed market needs, revealing the geographical limitations of desktop-based HR software. This led to the development of the current generation of web-based HR software, capable of serving a globally distributed operating model across different platforms, devices, and more.<\/p>\n\n\n\n

But the landscape of work continues to evolve.<\/p>\n\n\n\n

Contractual diversification of the workforce away from mainly FT equivalents<\/h2>\n\n\n\n

HR software cannot afford to stand still.<\/p>\n\n\n\n

Over the last decade, we have seen a massive contractual diversification of the workforce away from a mainly Full-time equivalent (FTE) structure. This has been driven by the growing gig economy. 22.1% of the UK workforce<\/a> (7.5 million people), work at least once a week in the gig economy, which is up 50% on 2021, with the number expected to top 14.86m regular workers by 2026.<\/p>\n\n\n\n

The workforce norm has now shifted away from the classic co-located FTE structure, to a contingent workforce model. As a result of this journey, the average firm may be composed of FTEs, Part-timers (PT), casuals, gig workers, freelancers, seasonal workers, agency staff etc.<\/p>\n\n\n\n

HR software hasn\u2019t kept up with the demands of contractual diversification of the workforce<\/h2>\n\n\n\n

The older and more outdated systems HR have struggled to keep up with the technical demands of contractual diversification in the workforce and cannot offer the capability to manage all these different categories of contingent workers. As a result, HR teams must create inefficient workarounds using separate Excel and Word files to compensate for the inability of the system to accommodate diversified categories of workers.<\/p>\n\n\n\n

For example, freelancers and consultants are a highly transient working population with fundamentally different workflows than employees, requiring different:<\/p>\n\n\n\n