Discussion Post – how contingent workers figure into the total rewards structure of an organization.

Learning Goal: I’m working on a writing discussion question and need the explanation and answer to help me learn.

“We’re living in a different world now in terms of employeeneeds, and companies have to offer alternative methods for getting thework done. Even under the most difficult circumstances you can havecreative flexibility.”

—Anne M. Mulcahy, U.S. Businesswoman

In today’s meeting with Megan, you discuss the need for workloadand budget flexibility. Thinking a moment, you pull up a benefitsstructure assignment from one of your HRM program courses, reading thatwork can be completed with contingent employees and flexible workschedules. Contingent workers include part-time and temporary employees,as well as leased workers, independent contractors, freelancers, andconsultants (Martocchio, 2020). Technology and creative scheduling areleading to new and creative approaches to making organizationssuccessful. The HRM professional or compensation expert should have theability to strategically manage the compensation for such a workforce.

Assignment

This week’s discussion focuses on how contingent workers figure into the total rewards structure of an organization.Changing work strategies often concern wages, benefits, and legalobligations. Discuss the primary considerations in how contingentworkers figure into the total rewards structure of an organization.

Your initial post should be succinct, of at least 150 words, and demonstrate critical analysis and precision in writing.

References

Strategic Benefits

• Martocchio, J. J. (2020). Strategic compensation: A human resource management approach (10th ed.). Boston, MA: Pearson.
  • Review Chapter 9, “Discretionary Benefits,” pages 211–231.
    • This chapter focuses on legislation for discretionary benefits and fundamental aspects of designing a benefits program.
  • Review Chapter 10, “Legally Required Benefits,” pages 239–256.
    • This chapter examines the costs and benefits of legally required benefits.
  • Read Chapter 12, “Compensating the Flexible Workforce: Contingent Employees and Flexible Work Schedules,” pages 293–313.
    • This chapter identifies the challenges and choices companies have when hiring contingent workers.
• Ungureanu, P., Bertolotti, F., & Pilati, M. (2019). Whatdrives alignment between offered and perceived well-being initiativesin organizations?: A cross-case analysis of employer–employee sharedstrategic intentionality. European Management Journal, 37(6), 742–759.
  • This article discusses a possible discretionary benefit.