What is cwr in cognizant?

CWR – Contingent Worker. A person who provides services to the organization and who does not have a legal employee relationship with the organization . The relationship of a person who provides services to another entity under terms specified in a contract on a non-permanent basis.

Job Summary:

Cognizant Technology Solutions is looking for candidate with 5-9 Java Developer experience.

Location: Cary, North Carolina

Duration: Full Time only - “Must be legally authorized to work in the United States without the need for employer sponsorship, now or at any time in the future.”

Mandatory Skills:

Java Full Stack Implementation Knowledge, Knowledge on Spring Boot, Micro Services

Preferred Skills:

Knowledge on Agile, Angular JS, React JS

Job Roles/Responsibilities:

Responsible for implementing full stack UI Development along with micro services for digital platforms, Responsible for analysis, design, build and testing of the code based on the requirements, Responsible for client coordination along with offshore coordination for delivery

Cognizant (NASDAQ: CTSH) is a leading provider of information technology, consulting, and business process outsourcing services, dedicated to helping the world's leading companies build stronger businesses. Headquartered in Teaneck, New Jersey (U.S.), Cognizant combines a passion for client satisfaction, technology innovation, deep industry and business process expertise, and a global, collaborative workforce that embodies the future of work. With over 75 development and delivery centers worldwide and approximately 187,400 employees as of June 30, 2014, Cognizant is a member of the NASDAQ-100, the S&P 500, the Forbes Global 2000, and the Fortune 500, and is ranked among the top performing and fastest growing companies in the world. Visit us online at www.cognizant.com or follow us on Twitter: Cognizant.

EEO Statement & Accommodations

Cognizant is an equal opportunity employer. All qualified applicants will receive consideration for employment without regard to sex, gender identity, sexual orientation, race, color, religion, national origin, disability, protected Veteran status, age, or any other characteristic protected by law.

If you have a disability that requires a reasonable accommodation to search for a job opening or submit an application, please email CareersNA2@cognizant.com with your request and contact information.

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Technical Skills

Domain Skills

* Proficiency Legends

But before getting caught up in the details of how your organization could use and benefit from contingent workers, it's important to ensure you fully understand what this term means and what the process of employing contingent staff involves.

In this blog post, we'll take a detailed look at the definition of a contingent worker, how they're distinguishable from permanent employees, and steps you can take to optimize the management of this portion of your workforce.

The Society for Human Resource Management defines contingent workers as people brought in to do jobs that are 'short term or temporary, including workers from temporary employment agencies, on-call workers, independent contractors and seasonal workers'.

According to Staffing Industry Analysts (SIA), the term 'contingent working' can be used to describe employment arrangements that differ from permanent, direct wage and salary-based work. SIA notes that one of the key points of differentiation between contingent workers and regular employees is that the former usually have an 'explicitly defined or limited tenure'.

The term 'contingent worker' is often used as a catch-all description encompassing various employment models, including:

These workers make up a considerable proportion of the wider labor force in many countries and play a crucial role in how many organizations function.

A SIA report published in August 2021 showed there were 51.5 million contingent workers in the US in 2020, which meant they accounted for more than a third (35%) of the country's total workforce. These workers also generated US$1.3 trillion (€1.1 trillion) in revenue.

According to Eurostat data, temporary employees made up nearly 11% of the total workforce across the EU's 27 countries in 2020. The proportion was higher than average in nations such as Spain (20.1%), Portugal (15%), Croatia (13%) and Sweden (12.1%).

The clearest difference between a contingent worker and a regular employee relates to time. Someone you employ on a contingent basis will only be with your organization for a limited period and for a specific purpose, such as to fill gaps in your workforce or provide project-specific capabilities.

Traditional employees are hired on a permanent basis and receive contracts that outline their legal rights, such as: