The Global Contingent Workforce Management Market size is expected to reach $325.7 Trillion by 2028, rising at a market growth of 10.1% CAGR during the forecast period.
Effectively locating and involving non-permanent employees in a firm is contingent on workforce management. Tasks like recruiting and allocating are part of it. A company may grow due to the flexibility of this labor. Although customers may be required to give independent contractors a good amount of autonomy over the project, it is crucial to regulate the quality of their job because the firm is ultimately responsible.
To put it mildly, the composition of non-permanent labor is complicated. Yet it has several benefits, including the capacity to scale resources quickly and access to specialized expertise, as well as the flexibility to fulfill projects and satisfy seasonal demand. But, the full potential of contingent labor cannot be realized without efficient administration. As an illustration, resources in one business area could satisfy a need in another. Given the non-permanent workforce's flexibility, CWM must ensure employees have a great experience.
The experience of contingent labor is just as crucial as the experience of company employees. Their encounters with the firm affect its reputation and can determine whether a person would consider returning to work for the company or accepting a permanent position should one become available. Whether they would suggest working for the company to friends and family is also based on their experience. One must ensure that each contingent workforce member receives the assistance they require, which will change depending on the kind of contingent worker.
COVID-19 has brought about several concerns that have resulted in significant economic losses as several enterprises all around the world have come to a halt. Due to employee health problems and a decline in the industry for IT services, the demand for contingent workforce management reduced. The establishment of new projects for contingent labor management has been hampered by the economic slump since the bulk of government financing was transferred to the healthcare industry due to the COVID-19 rapid spread, which had a significant negative influence on the market.
Workers who are contingent frequently have a high level of specialization. Organizations may occasionally require specialized professionals for certain initiatives, but rarely on a regular basis. Companies can hire contingency workers to assist them rather than investing money in internal employee training. Working with a contingency specialist has the additional advantage of their typical wealth of knowledge. The assistance they provide in reducing the company's operating cost is expected to boost the contingent workforce management market's growth in the projected period.
Employees all over the world increasingly appreciate flexible work schedules. Flexible alternatives boost productivity and the amount of time a person spends working. Flexible work schedules are advantageous for both employers and employees. Flexibility at work aids companies in luring top personnel. During economic expansions, higher profit margins are generated, and the use of contingent labor allows for the preservation of capital during crises. Today's corporate climate is evolving, thus, small firms need to be flexible and prepared to respond to shifting circumstances. These variables are expected to surge the market expansion for contingent workforce management.
Counterparty risk includes solvency risk, inherited responsibility resulting from lax operational controls, and vicarious liability resulting from lax labor law compliance. A network of direct and indirect suppliers is frequently part of an organization's general strategy for its contingent workforce. Due to this, second or third-level counterparty risks may not present in the regular interactions between employers and workers. Hence, these issues with contingent workforce management are expected to hamper the market growth.
Based on type, the contingent workforce management market is segmented into permanent staffing and flexible staffing. The flexible staffing segment witnessed the largest revenue share in the contingent workforce management market in 2021. This is because businesses employ flexible staffing to manage their contingent workforce management. HR and other divisions utilize contingent workforce management as an alternative to hiring permanent workers to address shifting business and operational concerns. Flexible employment also encourages flexibility, optimizes costs, and expedites hiring desperately required talent as companies adjust to shifting business requirements and emergencies.
On the basis of end-use industry, the contingent workforce management market is divided into telecom & IT, BFSI, healthcare, manufacturing & automotive, business/professional service, retail trade, pharma/biotech/medical equip, government & public sector, transportation & logistics, real estate & rental leasing and others. The telecom & IT segment acquired a prominent revenue share in the contingent workforce management market in 2021. This is due to its usage to employ contingent workforce in the IT & telecom sectors. Occasionally they are used directly, via a recruiting agency, or through a consultancy company. In addition, sometimes businesses develop a talent pool of temporary employees they may draw from as necessary.
| Report Attribute | Details |
|---|---|
| Market size value in 2021 | USD 168.8 Billion |
| Market size forecast in 2028 | USD 325.7 Billion |
| Base Year | 2021 |
| Historical Period | 2018 to 2020 |
| Forecast Period | 2022 to 2028 |
| Revenue Growth Rate | CAGR of 10.1% from 2022 to 2028 |
| Number of Pages | 209 |
| Number of Table | 329 |
| Report coverage | Market Trends, Revenue Estimation and Forecast, Segmentation Analysis, Regional and Country Breakdown, Companies Strategic Developments, Company Profiling |
| Segments covered | Type, Industry, Region |
| Country scope | US, Canada, Mexico, Germany, UK, France, Russia, Spain, Italy, China, Japan, India, South Korea, Singapore, Malaysia, Brazil, Argentina, UAE, Saudi Arabia, South Africa, Nigeria |
| Growth Drivers |
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| Restraints |
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Region-wise, the contingent workforce management market is analyzed across North America, Europe, Asia Pacific, and LAMEA. The North America region dominated the contingent workforce management market with maximum revenue share in 2021. This is because of the pandemic which caused a substantial need for labor management in the area. In addition, due to remote working and layoffs during the pandemic, businesses implemented digital management solutions at an increasing rate. The rapid industrialization and the requirement for labor management are expected to drive the market’s growth in the projected period.
Free Valuable Insights: Global Contingent Workforce Management Market size to reach USD 325.7 Billion by 2028
The market research report covers the analysis of key stake holders of the market. Key companies profiled in the report include SAP SE, Coupa Software, Inc., Ramco Systems Limited, Avature Limited, Beeline (New Mount Capital), The Bowen Group, CXC Global, Zeel Solutions Ltd., and Magnit (EQT AB).
By Type
By Industry
By Geography
The global Contingent Workforce Management Market size is expected to reach $325.7 Trillion by 2028.
Grown work flexibility can be an advantage propelling growth are driving the market in coming years, however, Issues with contingent workforce management restraints the growth of the market.
SAP SE, Coupa Software, Inc., Ramco Systems Limited, Avature Limited, Beeline (New Mount Capital), The Bowen Group, CXC Global, Zeel Solutions Ltd., and Magnit (EQT AB).
The expected CAGR of the Contingent Workforce Management Market is 10.1% from 2022 to 2028.
The Healthcare segment acquired maximum revenue share in the Global Contingent Workforce Management Market by Industry in 2021 thereby, achieving a market value of $54.2 Trillion by 2028.
The North America market dominated the Global Contingent Workforce Management Market by Region in 2021, and would continue to be a dominant market till 2028; thereby, achieving a market value of $113.3 Trillion by 2028.
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