3. Nontraditional Workers
According to a March 2008 survey by the Computing Research Association, the number of declared undergraduate computer science majors at doctoral-granting computer science departments continued its seven-year decline. Jobs related to networking and data communications analysis had the highest forecasted growth rate at 50 percent. As a result, IT firms and organizations that use IT products and services are concerned about a shortfall in the number of workers to fill these positions.
Figure 3 Average enrollment per U.S. computer science department.
Facing a long- term shortage of trained and experienced workers, employers are increasingly turning to nontraditional sources to find IT workers with skills that meet their needs; these sources include contingent workers.
3.1 Contingent Workers
An individual does not have an explicit contract for long-term employment. In other words, workers who work for an organization on a non-permanent basis. Includes: freelancers, independent professionals, temporary contract workers, on-call or day laborers, on-site workers
3.1.1 Contingent workers in the work field
A firm is likely to use contingent IT workers if it experiences fluctuations in its technical staffing needs. They work depends on the company’s need for them. Temporary staffing firms recruit, train, and test job seekers in a wide range of job categories and skill levels, and then assign them to clients as needed. They are not considered official employees of the company, nor are they eligible for company benefits such as vacation, sick pay, and medical insurance. A business (called the subscribing firm) transfers all or part of its workforce to another firm (called the leasing firm), which handles all human resources related activities and costs. 3.1.2 Advantages and Disadvantages of Contingent Workers
Flexibility in type and amount of labor resources
| Loyalty to employer or company
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