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Command-and-Control gives way to Individualism

September 22, 2016

The peak industry body for the recruitment and employment services sector in Australia and New Zealand has welcomed a report by the World Employment Confederation (W.E.C.) that calls on the Government to further promote diversity of labour arrangements in order to increase labour market participation and inclusion.
Commenting on the Future of Work Whitepaper, CEO of the Recruitment & Consulting Services Association (RCSA) Charles Cameron, noted the future of work will be increasingly both interconnected and individualised, as portfolio workers uncouple job and work, and seek a variety of jobs that meet their individual, as well as other needs.

 

 

 

“The notion that flexible and part-time work is an inferior form of work is completely out of touch in modern Australia, and does not reflect the desire of workers to take more control over their work and balance work with life’s other priorities. It is, however, also imperative that we get the balance right between flexibility and responsibility in order to encourage responsible employment practices,” said Mr Cameron.
“Australia is today less insulated from the influences of a global labour market, and changes in the global landscape, than it was when our existing work law framework was established. This requires a more adaptive approach to regulation that preserves a social safety net but also encourages employment and new work arrangements.”

 

“Unlike during the 1960’s when work was shaped by command and control principles, the new world of work will be characterised by a growth in independent work that will provide employers and workers the opportunity to balance their workforce and work with demand,” said Mr Cameron.
The Future of Work Whitepaper makes a number of policy recommendations for Governments, which include:

 

1. Modernising employment regulation to reflect the changing nature of work, and the rise of on-line workers, and to clarify and make transparent the rights and responsibilities of both providers and consumers.
2. Ensure a level and consistent playing field between labour market intermediaries and on-line talent platforms and new entrants to the labour services marketplace.
3. Modernise the social safety net to reflect the diversity of labour arrangements, and to provide support that is adaptable to the needs of workers at different points in their working lives.
4. Facilitate access to work in order to combat unemployment and underemployment through promoting active labour market policies. This includes the monitoring of labour markets to maintain a workers ‘employability’ throughout their working life.
5. Cooperation between public and private employment services should be encouraged to more efficiently connect job seekers with job opportunities.
6. Less red tape and more red carpet for entrepreneurship to encourage new businesses and new and adaptable forms of work.


The labour market today transcends borders and boundaries, and requires a new approach to policies and regulation. While 61% of companies around the world experience difficulty recruiting staff, over 70% of HR manager’s report a scarcity of skills is the biggest drag on growth and productivity.