Independent work is becoming more relevant every day in a society with more millennials and genZ living in a growing world of digital technologies that make work autonomy possible. According to Statistical (2021), approximately 68 million workers in the United States are self-employed, and by 2028, they project that the self-employed population in the US will reach 90.1 million.
Everything indicates that more young workers are moving away from the traditional model of “professional success” reflected in that long-awaited indefinite contract with stable income in a large company. Now these young people are leaning towards alternative models of self-employment.
With the pandemic, a large part of the companies were forced to modify work relationships, starting with teleworking and later with self-employment. In other words, we are entering highly fertile ground for the development of concert economies (gigeconomy).
What does gig economy mean?
according to the UK governmentthe “temporary jobs economy or concert economy, implies the exchange of labor for money between individuals or companies through digital platforms that actively facilitate correspondence between suppliers and clients, in the short term and payment per task.”
What is the future of gig economies?
The future of this type of economy imposes great challenges on human resources departments, given that these departments will have to go far beyond their traditional roles, to transform themselves into much more versatile functional areas and with an agile human talent management capacity. All this will force organizations to adopt new technologies, tools and processes suitable for a concert work environment.
With the development of gig economies, new employment opportunities and welfare standards for independent workers will emerge, as well as new labor laws.