Flowcharts for Gig Economy Best Practices for HR

“An opportunity-minded worker actively connects with others, learns new skills, and seeks out new experiences.” – Diane Mulcahy

An analysis of the idea (and interpretations) of excellence reveals that the concept remains a rank intangible, yet one that consistently generates high levels of quality outcomes in the performance of modern techniques, systems, methods and processes. Excellence may manifest in the form of incremental sets of process improvement, in terms of very low rates of error inside mass operational systems, and also as a philosophy espoused by corporations, entrepreneurs, work groups and process specialists.

  • The HR Connection

On their part, human resources professionals may invest their efforts to infuse excellence in work paradigms and processes. This idea applies adequately when we consider the concept of gig economy best practices in contemporary systems of work, as also in the wider context of modern labor markets. The HR profession, therefore, could ideate through agency of flowcharts in a bid to locate, identify and embellish sets of evolved method and the concomitant best practices.

  • Managing the Gig Worker

People management holds center stage when we consider the various processes that animate and enrich the concept of gig economy best practices. In this context, human resources professionals could utilize flowcharts to devise the contours of talent management to match the demands of the gig economy. Such techniques offer a picture of variance from traditional HR practices; yet, certain key elements of orthodoxy may find inclusion and resonance in gig economy best practices. For instance, HR professionals could devise methods that enable and encourage gig workers to expand their skill sets. A variety of incentives could help drive this initiative, leading to higher levels of engagement between gig workers and their varied clientele. A flowchart may assist in the graded development of such method – its spaces and flows afford HR professionals fine ability to mold and shape the expansion of skill sets.

  • Driving Skills Development

The concept of skills development, when mated with high levels of worker motivation, may comprise a cornerstone of gig economy best practices. We must consider this stance as a persistent dynamic that could potentially fuel the growth of the gig economy over the next few decades. Hence, from an HR perspective, workers must attend and participate in skills development workshops, undertake individual initiatives to apply new skills in ongoing projects, generate new ideas that could enrich said concept – and develop networks that spur incremental growth in the ability of the average gig worker. Multi-skilling could also emerge as a key aspect as this concept matures and finds embedment in mainstream paradigms of the global gig economy. HR professionals, on their part, could fashion connected diagrams to ideate on the various stages of this vision, and drive implementation within the landscape.

  • Expanding the Method

Methods, terms and rhythms that underlie client engagement require a clear delineation as part of the project of developing gig economy best practices. HR professionals and operatives may view this stance as an ongoing segment of the modern gig economy. Pursuant to this, operatives may develop flowcharts to spotlight the core rationale that animates said methods, terms and rhythms. This technique helps educate the gig worker, builds awareness on the many aspects of an ongoing client engagement, and helps generate more productive engagements between clients and gig workers. The outcomes of this flowchart-driven initiative may include interesting instances of long-term work commitments, mutual benefit for clients and workers, as also a fine demonstration of the viability of the evolving gig economy. Additionally, HR professionals may utilize flowcharts to define/delineate sub-editions of gig economy best practices.

  • Ideating on the Congruent

Recent surveys suggest that “fully two-thirds of major companies are using freelance contracts to lower their labor costs.” This observation, when segued into the project of surveying gig economy best practices, allows us to appreciate unique perspectives that endorse a disciplined expansion of the gig economy into the formal, monolithic systems of labor and traditional employment. In response, HR professionals could devise flowcharts to ideate and promote this confluence, refine and evolve applicable best practices, and enable hybrid work systems to flourish and diversify. In addition, HR operatives could ideate on the quanta of gig talent required to drive a major project undertaken in partnership with enterprises. Hence, we may view flowcharts as enablers of calibration since these diagrams and their contents could prove instrumental in building new fundamentals of gig economy best practices.

  • Influence of Consumers

Changing patterns of consumer behavior could influence gig economy best practices and their evolution matching the trends in labor markets. For instance, HR professionals could allocate a larger portion of their efforts to hire temporary workers in response to spikes in demand; such recruitment of talent and skills could assist corporations to fulfil surging consumer demand during holidays, festivals, year endings, and discount seasons. This stance could necessitate the development of new hiring paradigms brought to fruition through the agency of flowcharts. Such illustrations could also aid HR operatives to consider the long-term expansion of such hiring trends and their subsequent amalgamation into standard practices. Additionally, gig economy best practices could register fresh gains when hiring professionals devise innovation into the pay structures and benefit programs created for temporary workers.

  • Dancing with Digital

Digital marketplaces have emerged as the pre-eminent new frontier in the commercial pursuit of market share, revenue and profitability. The idea of developing gig economy best practices must resonate with the application of a host of existing and emerging digital technologies. Certain categories of gig workers may rely exclusively on digital communication such as email, instant messaging, online transactions, search engines, etcetera. Other sections may depend on IT-enabled hardware that lubricates the methods of delivering parcels and consignments to wide areas of local and regional populations. In this context, HR operatives could intervene to streamline the modes of operation; they may rely on a variety of flowcharts to define and implement best practices line up with the demands of informal economic activity. The experiences of workers could also generate inputs that assist in the further efflorescence of gig economy best practices.

  • In Conclusion

These lines enlighten and illuminate our knowledge and perceptions of the many facets/contours of the developing global gig economy, and the role of HR in directing, molding gig economy best practices. The considered use of flowcharts performs an interesting role in such initiatives; the various sections and mechanisms of these diagrams empower an expansive voyage into shaping a variety of qualitative outcomes. Indeed, the many stages of connected diagrams allow HR operatives to explore techniques and methods that can boost/enrich the functional planes of operation that animate the gig economy. Flowcharts also enable a balanced inquiry into ideas that hinge on adapting traditional practices into innovative new paradigms uniquely suited for the diverse gig economy. These creations also bear potential to spark insights that upgrade the quality of implementing best practices.

Further, human resources professionals may use flowcharts to originate new versions/editions of gig economy best practices. Such initiative, when undertaken at regular intervals, broadens the definition of best practices and allows for diverse avenues of ideation and implementation to emerge. For instance, flow diagrams can spark new lines of thought that seeks to add value to gig assignments. These creations may also define interesting methods of assessing the performance of gig workers. In enabling these scenarios, connected diagrams act as a method or system of invention and re-interpretation, thus emerging as paradigms in their own right, as also drivers of economic destiny in the contemporary world.

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