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Crowdsourcing-A new workforce strategy | PCMC times | pimpri chinchwad news


A successful digital transformation requires new skillsets which is adaptable, changeable, accountable and responsive to business requirements. Nimble and frequent approaches are needed that can be used for new ways of thinking and working.

Thais is where crowdsourcing comes in. It opens a horizon of opportunities for thinking, working and putting the traditional outsourcing based model under huge pressure. It allows organizations to expand their workforce to include external talent in the form of public freelance marketplaces and crowd platforms so that they can rapidly access the needed skills on demand.

i) It is much more than just an idea. Crowd can do much more. Microtasking platforms like Amazon Mechanical Turks or iMerit allow task owners to post very small and extremely simple tasks, such as identifying items in a photograph, that wouldn’t be efficient or cost effective to do in-house.

Then there are specialized talent markets (Applause and Bug Bounty, for instance) that allow you to tap into specific skills such as mobility testing, data security or bug hunting on demand. Kaggle and InnoCentive on the other hand offer incentives to highly-skilled resources to crack arcane scientific and technology problems that regular employees may fail to solve.

Put the crowd to work where you need it. To get the best out of your crowd, consider what is being outsourced and how granular the effort would be.

ii) Internal employee workforce and external crowds complement each other to offer the best of both worlds. Crowdsourcing will not replace traditional delivery, but it will fill digital skills gaps and enable near instant scalability. Internal teams provide knowledge and processes while the external crowds add specialized skills with flexibility and global coverage.

iii) An exciting but challenging shift to crowdsourcing. Pulling off the shift to crowdsourcing requires new management skills and processes, new thinking about how to structure work and new enabling technology. Employers need to adapt hiring strategies to offer benefits of a “gig” experience to millennials (who make up most of the crowd) while meeting client’s preference for regular employees.

Ultimately, these efforts need to come together on a single platform—one that is comprehensive and flexible enough to support a wide range of workforces drawn from internal employees, public talent pools and privately-managed external crowds.

As organizations shift their strategy from a “build to last” to a “build to adapt” mindset, crowdsourcing is becoming mainstream to talent development instead of a peripheral add-on. It offers unprecedented flexibility at three levels: skills, projects and enterprise, allowing organizations to respond to changes in a much more agile manner. As traditional sourcing models are unable to meet the need for faster innovation, organizations will start using crowdsourcing as a force multiplier for digital transformation.


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