Alexandre Diard With the emergence of the gig economy, many companies are considering the advantages that a loan of employees between companies brings and a good number have already used it. This loan of employees is becoming more and more popular because it makes it possible to overcome the difficulties of unemployment or recruitment, in particular by borrowing employees from other companies or by making their own employees available to others.
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Although some people are cautious of this practice since company confidentiality may be threatened, many companies welcome the loan of employees. It is considered as “economically beneficial” as the loan of employees provides access to many resources and skills, while avoiding unemployment, crisis situations or the creation of short contracts.
Why Loan Employees?
The exchange, borrowing or loan of employees can save time and money and be the answer to many problems that companies are currently facing: the need for employees for a short duration, the need for specific skills, a temporary decrease in activity, recruitment difficulties, a high risk of dismissal… reasons that reflect the reality of today’s businesses and prove that the loan of employees between companies is a good, modern solution.
Thanks to this new practice of loaning employees, companies are looking to go even further in grouping services between companies by pooling their resources and accessing new benefits. The optimization of human resources processes and access to shared purchasing centers are some concrete examples. In the era of Airbnb and other collaborative services, the loan of employees seems to be gaining more and more importance in the business world.
This concept is redefining how we think about recruiting and employment. This can be a good solution if you are unaware of the new innovations companies are using or how you can better your business.
This can be as well even more beneficial for the company as there are many techniques that other companies are working with. With technology, there is now a need for sharing of ideas. There has to be a mindset of instead of seeing companies as competitors, to see them as a potential company to collaborate with.
There has been instances where this would have helped with efficiency as well with communication. Platforms such as PeopleSpheres can also help with the communication as the software integrates all systems into one platform. This can also be a good upgrade that be easily implemented.
Where Does HR Fit into the Loan of Employees?
Although there are still some doubts in the minds of human resources specialists, especially about the feasibility of such a process in a highly competitive environment, human resources professionals tend to see this concept of loaning employees as positive.
Let’s take a look at the role that HR can play to ensure that this process goes smoothly.
Negotiating Terms and Conditions
First up, HR plays a critical role in negotiating the terms and conditions of the loan agreement. This includes the duration of the assignment, the responsibilities of the employee during the loan period, and any specific terms related to compensation and benefits. HR ensures that the arrangement is fair and clear, safeguarding both the employee’s rights and the organization’s interests.
Ensuring Compliance
HR must ensure that all legal and compliance aspects are covered. This involves understanding employment laws that may differ between the employee’s home and host locations, especially if they’re going to be working in another country. HR needs to handle visa requirements, tax implications, and employment rights, ensuring that the organization remains compliant with all regulations.
Facilitating Onboarding and Integration
When employees are loaned to another part of the same organization or a different company altogether, HR helps facilitate a smooth transition. This includes onboarding with the new team, introduction to new supervisors or colleagues, and providing necessary training or resources. The goal here is to help the employee feel as integrated and comfortable as possible in their temporary role.
Managing Performance and Feedback
Throughout the loan period, HR remains involved in managing the performance of the employee. They may coordinate with the host organization to set performance metrics, provide regular feedback, and handle any issues that arise. This continuous management helps in keeping the assignment productive and aligned with its objectives.
Supporting the Employee’s Return
Finally, when the loan period is coming to an end, HR organizes the return of the employee to their original position or helps them transition into a new role within the organization. This involves debriefing sessions to capture learnings from the assignment, reintegration into their former team (if returning), and applying any new skills or perspectives they have gained.
Maintaining Employee Engagement
Throughout this entire process, HR must keep a close eye on the employee’s engagement and morale. Being loaned out can sometimes feel isolating, and the employee might feel disconnected from their home organization. HR’s role is crucial in maintaining a strong connection and ensuring the employee feels valued and supported throughout their loan period.
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