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This has led to the share of temp employees rising to 20-22% currently from 12-15% a decade back, and could touch 40% by FY28, they added.
“The technology in telecom (2G, 3G, 4G, and now 5G) is evolving rapidly. So, companies are finding it more efficient to hire employees on contract rather than reskilling their entire workforce frequently,” RP Yadav, chairman and managing director, Genius Consultants<\/a>, a Kolkata-based staffing firm said.
While reskilling and upskilling is an exercise undertaken by most companies, it is time intensive. So, while a part of the permanent workforce is upskilled and reskilled to meet the demands of newer technologies and related applications, a chunk of the human resources requirements is also fulfilled using the contract route.
“There are certain job requirements that are tactical for a company, in that the requirement will last until a phase in the business development journey for the company. Contract workers are an efficient way to fill these requirements,” said Kartik Narayan, chief executive - staffing, TeamLease Services<\/a>.
A current example of such a strategy would be hiring technicians to lay out fibre and install fibre to the home (FTTH<\/a>) connections when a company launches services in a new market. In case of 5G rollouts too, a lot of ground staff is needed to set up cell sites, for example, and most of them can be let go after the initial set-up.
Instead of hiring and firing full time employees, which reflect badly on a company’s work culture, contract-based workers are a better fit for such roles, staffing experts said.
“On the other hand, the demand for temp employees in the telecom industry<\/a> might also be a result of workforce restructuring or fear of impact from global recessionary trends,” Sanjay Shetty, director, professional search and selection, Randstad India, added.
Reliance Jio<\/a>, Bharti Airtel<\/a>, and Vodafone Idea did not respond to queries on the matter sent by ET.
With demand for temp employees on the rise, the pay gap between temp and permanent employees has gone down to 5% in the sector.
A recent report by TeamLease said in some cities, this delta was as low as two percent.
“There has been a significant improvement in the pay-outs for contractual workers in the last two years due to formalization of the gig economy and establishment of social security codes that recognize gig workers as an ‘employee’ in the purview of law,” Randstad’s Shetty observed.
Events like 5G rollout<\/a> also leads to heightened demand for skilled contractual workers, which has also helped narrow the gap. Permanent employees however continue to enjoy better perks, staffing professionals maintained.
“Contract-based employees tend to move from one firm to another within the sector, acquiring new skills and upgrading existing skills. This also helps them negotiate a better pay for their future gigs,” Narayan added.
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这导致临时员工上升到20 - 22%的份额目前从十年12 - 15%,并可以通过FY28触及40%,他们补充说。
“技术在电信(2 g、3 g、4 g和现在的5 g)也在迅速发展。公司发现它更有效的雇佣员工合同而不是reskilling经常整个劳动力,“RP Yadav,董事长兼总经理,天才的顾问Kolkata-based人力资源公司说。
而reskilling和upskilling由大多数公司是一个练习,这是费时。因此,尽管一个永久的一部分劳动力upskilled reskilled满足新技术的要求和相关的应用程序,一大块使用合同的人力资源的需求也满足路线。
“有些战术的公司工作需求,在需求将持续到一个阶段为公司业务发展之旅。合同工是一种有效的方式来填补这些需求,”首席执行官8月Narayan说——人员、TeamLease Services。
当前的策略将招聘技术人员制定纤维和安装光纤到家庭(FTTH)连接,当一个公司在一个新的市场启动服务。5 g的糊涂事,很多地勤人员需要建立细胞网站,例如,他们中的大多数可以放手后的初始设置。
而不是雇佣和解雇全职员工,公司的工作文化造成不利影响,基于契约工人更适合这样的角色,人力资源专家说。
“另一方面,在电信临时员工的需求行业也可能是由于劳动力重组或恐惧的影响从全球衰退的趋势,“Sanjay Shetty、导演、专业搜索和选择,任仕达印度,补充道。
依赖Jio,Bharti Airtel,和沃达丰想法并未对此事作出回应等问题。
临时雇员的需求在上升,临时和永久的员工之间的收入差距已经降至5%。
TeamLease最近的一份报告说,在一些城市,δ是低至百分之二。
“显著改善奖金合同工人在过去的两年里由于演出经济的规范化和建立社会安全码识别演出工人作为一个“员工”在法律的范围,“任仕达谢蒂的观察
之类的事件5克推出也会导致高度熟练的合同工人的需求,这也帮助缩小差距。然而永久雇员继续享受更好的福利,人力资源专业人员维护。
“基于员工倾向于从一个公司到另一个部门内,获得新的技能和升级现有的技能。这也帮助他们协商一个更好的未来支付他们的演出,”纳补充道。
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