Mr Pawan Kuldip, HR Manager, Davita, powered up the audience by delivering a forced analogy between Bollywood and corporate Workforce on Demand. To begin on a light note, he gave the example of Kapil Sharma coming in to fill Salman Khan’s boots in Bigg Boss as Workforce substitution. “Talent/Workforce on demand isn’t limited to corporate sector” – he mentioned. The session was high energetic and interactive as Mr Kuldip instigated the students of TAPMI to join in on the brainstorming drive of defining workforce on demand. As the students joined in, Mr Kuldip drew reference from Brandscan, TAPMI’s own brand consultancy forum, to explain time-specificity factors in Workforce on Demand. As a subject, Workforce on Demand can be classified into seasonal force, remote force, project based workforce, freelance and consultants, with special focus on the factor of budget accommodation. Exploring the rationale for Workforce on Demand with respect to employers, he stated that employers gain better cost advantage, reduced claim ratios and enjoy uninterrupted services as well as filling in skill gaps and maintaining their reputations. He re-introduced Brandscan as a consulting solution for employers to fill in skill gaps.

Giving an example of new dimensions being explored by HRs in hiring, Mr Kuldip mentioned the use of job forums and Whatsapp groups as effective mediums. Quoting the advantages for employees in Workforce on Demand, he mentioned that employees enjoy better work life balance. Furthermore he emphasized on engaging and retaining the Workforce on Demand.

Mr Kuldip concluded with a special emphasis on rewards and recognition in the workforce and stressed on the fact that no two classes of an organizational culture should exist.

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