Potential Transformation Areas for Corporate Companies with the Gig Economy

Situation Analysis: For most people, Uber comes to mind when they think of the gig economy. The Uber model is used as a source for many new generation business models. It has even begun to be used as a global economic model. The examples where this model is used are increasing day by day with Paro for accountants and GrubHub for food distribution. He often uses the Uber model as an example when developing a next-generation approach to a fundamental business problem. In fact, the platform in the call center industry Liveops; It's called the Uber of call centers.

Although the Gig economy is talked about as prominent outputs with flexibility and scaling, the ability of companies to maintain their quality standards with this model remains a separate concern and problem to be solved. In order to ensure flexibility, it is necessary to develop various formulas for dedication and tenure.

There are groups in Turkey and in the world who have experience in many industries, have decreased productivity in the business world due to various reasons and are physically away from the work environment, but have high workforce potential. Companies, on the other hand, struggle and compete to find, train and retain their best employees simultaneously. The impact of this is very high, especially in the digital-based service industries. There are industries that correspond to this, from call centers to software companies.

Problem Areas and Opportunities

1: Creating Potential Spaces for Inefficient Workforce Groups: Competition is fierce as companies struggle to find, train and retain their best employees. Given the talent shortage in an emerging economy, companies are forced to accept entry-level workers, develop those workers, and make investments that can pay for their recruitment programs. Institutions' chances of reaching low-productivity but highly competent workforces (for example, parents who have to stay at home, caregivers, veterans, disabled people can be considered in this context) who can work remotely, are talented and motivated by the incentive system, will increase with the Gig economy approach. These individuals typically have realistic, sustainable wage and hour expectations. We can go beyond just the classical Gig economy members. Considering this problem area and opportunity, the most important thing for corporate companies is to focus on how and with which business model they will reach the inefficient workforce population.

2- Access to Geographically Independent Talents: In traditional company models, companies are limited to hiring employees who live in or near the place where they operate. Businesses can only host the right talent and experience in accordance with the location. However, companies can recruit their employees from many geographically independent places through markets designed specifically for talents and competencies. Companies such as Salesforce and Philips are the fastest integrated into this model. In the flexible, remote and on-demand workforce model, standard working models, calendars and compatibility with the city are among the requirements. Institutions that access the internet at high speed and adopt this working culture can reach talents from all over the world. Infrastructures and business model integrations for this are a very important opportunity area for institutions to consider.

3- Differentiation in Security Infrastructure: One of the most worrying parts of the work done when setting up the gig economy is whether the person providing remote service is reliable and whether the company will work safely. In this context, which is specific to remote workers, it is a situation that should be considered to close any point that may be a question mark as much as possible. However, today, thanks to new technological approaches such as Blockchain and automation infrastructures, security risks related to employees are further reduced, and information providers or organizations are given more control.

A world is emerging where brands can leverage a highly skilled, motivated, and educated workforce and manage it through an on-demand program, as featured in research on the future of business at the McKinsey Global Institute. In this new world, it is certain that it will be very important for companies to take initiative and not leave this job to new initiatives.