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現(xiàn)在的勞動力市場已經(jīng)不同于以往。以前人們追求長期穩(wěn)定的工作，每個人一生中只換過寥寥幾次工作，現(xiàn)在則會經(jīng)歷一連串不穩(wěn)定的合同工和臨時工。打零工，也就是“短期或不定期工作”已經(jīng)成為新常態(tài)，按需工作和自由職業(yè)成為打零工的主要就業(yè)形式。

蒙特利爾銀行財富管理部門（BMO Wealth Management）委托其它機(jī)構(gòu)對新興零工經(jīng)濟(jì)進(jìn)行了調(diào)查并公布了相關(guān)結(jié)果。調(diào)查展示了不同時代的人和公司在零工經(jīng)濟(jì)中得到的好處、面臨的挑戰(zhàn)和不同的視角觀點(diǎn)。報告還引用數(shù)據(jù)，為零工一族提出建議，幫助他們使用這種靈活的工作方式獲得財務(wù)成功。

各行各業(yè)的雇主都會雇傭合同制臨時工來彌補(bǔ)公司在技術(shù)或勞動力上的不足。高技術(shù)的專業(yè)人才可以在這種經(jīng)濟(jì)中脫穎而出，他們時常短期受雇于公司企業(yè)，補(bǔ)充支撐公司的長期勞動力。Fiverr、TaskRabbit和Handy等軟件是為這類合同工和雇主牽線搭橋的主要方式。

該研究引用了美國蘭斯塔德公司報告中的數(shù)據(jù)，預(yù)測2019年將有高達(dá)50%的勞動力參與零工經(jīng)濟(jì)。報告還指出，參與調(diào)查的公司中有68%稱，今后幾年會“越來越多地采用‘靈活的雇傭模式’”。

打零工的人包括各個年齡層，整體打零工的人數(shù)也因此增多。不同年代的人選擇零工的主要原因各不相同。嬰兒潮一代中52%的人是為了平衡工作和家庭，58%的X世代和55%的千禧一代想做兼職多賺點(diǎn)錢。大多數(shù)的X世代和嬰兒潮一代都稱自己開始打零工是為了平衡工作和家庭需求。

在打零工的過程中，不同年代的人也遇上了不同困難。雖然面臨的共同挑戰(zhàn)主要是這種工作無法提供相應(yīng)的福利，但嬰兒潮一代焦慮感最強(qiáng)（77%），“這或許反映了人們年紀(jì)增大時出現(xiàn)殘疾或遭遇疾病的風(fēng)險增高?！比欢鴭雰撼币淮惨?yàn)閰⒓庸ぷ鲿r間更長擁有更多存款，他們（37%）相比起X世代（47%）和千禧一代（53%），沒那么害怕因?yàn)樯∈ナ杖雭碓础?

報告最后，蒙特利爾銀行為自由職業(yè)者提供了一些建議，從“制定商業(yè)計劃”到“考慮購買責(zé)任保險”等，幫助他們應(yīng)對收入不穩(wěn)定、沒有福利、無法加入退休金計劃等種種挑戰(zhàn)。（財富中文網(wǎng)）

譯者：Agatha?

The labor market has shifted. What used to be characterized by stable, permanent employment and few employers per individual is now a tumultuous string of contracted, temporary jobs. Gigs, or “jobs of short or uncertain duration” are the new norm, and on-demand and freelance work are the name of the gig game.

BMO Wealth Management published the results of a survey they commissioned to learn more about this new gig economy today. The findings give insight into the benefits, challenges, and perspectives of different generations and companies on the gig economy. The report then uses the data collected to suggest ways that this flexible workforce can succeed financially.

Employers across every industry use contracted gigs to fill skill and work gaps within their companies. Highly skilled specialists excel in an economy like this and are often hired on temporarily to supplement permanent staff. These contracted workers often use apps like Fiverr, TaskRabbit, and Handy to connect them with paying jobs.

The study cites data from a Ranstad US report predicting that as much as 50% of the workforce could be participating in the gig economy by 2019. About 68% of the companies surveyed in that same report said they saw “an increasing move to an ‘a(chǎn)gile workforce’ over the next few years.”

A diverse range of ages participate in contracted work, which has contributed to the growth of this labor force. The top reasons that people chose to work in the gig economy varied by generation. About 52% of Baby Boomers cited balancing career and family needs while 58% of Gen Xers and 55% of Millennials wanted to make extra money on the side. The majority of Gen Xers and Baby Boomers also said they began working in a gig capacity to balance career and family needs.

The generations also encounter different hardships as gig workers. Every generation’s biggest challenge is the lack of benefits that accompany jobs like this, though Boomers were most likely (77%) to feel that fear, “which may reflect the increasing risk of disability or illness as one ages.” Boomers, however, may have more savings due to a longer amount of time in the workforce to save, leading them (37%) to fear not getting paid when sick far less than Gen Xers (47%), and Millennials (53%).

To combat fluctuating income, lack of benefits, and ineligibility for employer retirement plans, BMO made several suggestions to freelancers at the end of the report, ranging from “make a business plan” to “consider liability insurance.”