It’s emerging in response to the evolving concepts of
work: how it’s done, where, by whom, for how long,
and who’s in charge. This paradigm change is being
driven by technology, a changing workforce, and
globalization. Human resources management will
increasingly need strategies to embrace this new era
of boomeranging employees (those employees who
re-enter employment with the same organization),
frequent job changes, and “tours of duty.” Embracing
a model that allows for movement into, within,
and out of an organization with flexibility and ease
ensures business outcomes that include high employee
engagement, loyalty, and trust – all of which are
essential to the survival of organizations in the 21st
century world of employee-employer relationships.

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The Employee Relationship Economy