Strategic Homeroom

The issue of managing employee turnover is one of the central HR issues for most organizations. One recent study indicates that the percentage of workers engaged in alternative work arrangements — temps, on-call workers, contract workers and freelancers — rose from 10.1% in February 2005 to 15.8% in late 2015, according to “The Rise and Nature of Alternative Work Arrangements in the United States, 1995-2015 (Links to an external site.)Links to an external site.” by Harvard’s Lawrence F. Katz and Princeton’s Alan B. Krueger. In the years past, it was not uncommon for workers to retire from their first job. In last twenty years it has become increasingly common for workers to have multiple jobs or “careers.”  

As the “gig” economy (think Uber, TaskRabbit, contract based temp work, etc.) becomes more common, the employee-employer relationship will become even more transient. Would managing employee turnover even be an issue then? As HR professionals (or contract HR professionals, if you are doing this as a gig), can strategies that we use for managing employee turnover be applied in gig economy organizations? If yes, how would they apply in absence of an employee? If not, what other strategies organizations may need to manage their workforce? 

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Provide at least one external (not from textbook) reference supporting your arguments.