Driven by the dual forces of globalization and digitalization, employment patterns in the Asia Pacific region are undergoing unprecedented transformation. As an emerging employment model, flexible employment not only provides enterprises with more diversified talent acquisition channels but also offers workers greater career choices. However, against the backdrop of coexisting opportunities and challenges, enterprises need to thoroughly understand the characteristics of various flexible employment models and prudently evaluate their feasibility and risks.

As Asia Pacific countries such as Japan, South Korea, and Singapore successively introduce policy measures supporting flexible employment, development in this field exhibits distinct regional characteristics. From gig economy to shared employees, from seasonal employment to project-based cooperation, different forms of flexible employment models are reshaping traditional employment relationships. This article will comprehensively analyze the current situation and trends of flexible employment in the Asia Pacific region from multiple dimensions including legal compliance, economic benefits, and operational management.

Overview of Asia Pacific Flexible Employment Market

1.1 Market Scale and Development Status

The Asia Pacific flexible employment market showed significant growth in 2024. According to the latest “2024 Asia Pacific Human Resources Development Report,” the region’s flexible employment market size has exceeded US$2.8 trillion, maintaining an annual growth rate above 23%. In Japan, the proportion of flexible workers in total employment rose from 18% in 2023 to 24% in 2024, demonstrating the traditional employment powerhouse’s determination to transform towards flexible employment models. South Korea’s flexible employment market grew by 31% year-on-year to US$87.6 billion, while Singapore’s flexible employment penetration rate ranks first in the Asia Pacific region at 36%.

Among various market segments, digital platform-based flexible employment showed the most rapid growth. The number of registered users on major Japanese digital employment platforms increased by 47% in 2024, with transaction volume exceeding 120 billion yen. South Korean government data shows that flexible employment opportunities driven by mobile office and remote collaboration platforms grew by 58% year-on-year, creating over 500,000 new jobs. Singapore, as a regional innovation hub, added 76 technology-driven flexible employment platforms in 2024, driving a 41% increase in related employment.

1.2 Major Employment Model Classification

Flexible employment models in the Asia Pacific region show distinct regional characteristics and diversification trends. Japanese enterprises generally adopt a “hybrid flexible employment system,” combining traditional lifetime employment with modern flexible employment methods. Under this model, companies maintain fixed employment relationships for core positions while extensively introducing project-based employees and freelancers in areas such as marketing and technical development. Statistics show that the proportion of large Japanese enterprises adopting hybrid employment systems reached 67% in 2024, an increase of 15 percentage points from 2023.

South Korea has formed a unique “platform-based flexible employment ecosystem.” The main feature is integrating various flexible employment resources through digital platforms, establishing standardized vocational skill certification systems and credit evaluation mechanisms. In 2024, over 200 new flexible employment platforms were registered in South Korea, covering multiple fields including IT services, creative design, and professional consulting. Platform-based operations significantly improved employment efficiency, with average job matching time reduced from 7 days in 2023 to 2.8 days in 2024.

Singapore took the lead in introducing “smart contract employment models,” using blockchain technology to regulate flexible employment relationships. This innovative model gained rapid adoption in 2024, with over 2,000 enterprises joining the smart contract system. The highly automated system improved processing efficiency by 156% in contract signing, work hour tracking, salary settlement, and other aspects, greatly reducing management costs.

1.3 Regional Policy Environment Analysis

Governments introduced intensive policy measures supporting flexible employment development in 2024. Japan revised its Employment Security Act, including flexible workers under legal protection for the first time, clearly stipulating platform enterprises’ responsibilities for protecting flexible workers’ basic rights. The new policy requires companies to provide basic medical insurance and work injury insurance for flexible workers whose monthly average working hours exceed 80 hours, with the government providing up to 50% premium subsidies.

The South Korean government launched the “Digital Employment Innovation Plan,” investing 2.5 trillion won to support flexible employment platform development. The plan includes establishing flexible employment startup incubators, providing skill training subsidies, and improving social security systems. Notably, South Korea pioneered a “flexible employment credit rating system,” establishing professional credit profiles for flexible workers through standardized evaluation systems, effectively improving market transparency and standardization.

Singapore approached from an institutional innovation perspective, establishing a “three-tier protection” policy framework. The first tier is basic rights protection, specifying minimum wage standards and basic benefits; the second tier is career development support, providing skill enhancement training and career transition guidance; the third tier is social security networks, establishing dedicated mutual aid funds for flexible workers, providing pension, medical, and other protections. In 2024, the Singapore government invested S$890 million in policy implementation, benefiting over 500,000 flexible workers.

In terms of regional coordination, ASEAN’s ten member states jointly signed the “Flexible Employment Cooperation Framework Agreement” in 2024, committed to establishing a unified flexible employment market. The agreement focuses on advancing cross-border flexible employment platform integration, mutual recognition of professional qualifications, social security coordination, and other work, creating a favorable policy environment for regional flexible employment development. By 2025, the ASEAN region’s flexible employment market size is expected to exceed US$500 billion, becoming an important new engine driving regional economic growth.

In-depth Assessment of Mainstream Flexible Employment Models

2.1 Gig Economy Model Analysis

The gig economy in the Asia Pacific region shows unique development characteristics, with countries developing differentiated operational models based on local market features. Japan’s gig economy primarily features “professional skill trading,” forming an industry ecosystem centered on “skill sharing platforms” in 2024. Data shows that Japanese professional skill gig workers’ average monthly income reached 423,000 yen, about 31% higher than traditional employment. Income growth was most significant among gig workers in high-end skill areas such as IT development, design creativity, and financial consulting, with 8.6% earning annual incomes exceeding 10 million yen.

South Korea’s gig economy shows a “platform + scenario-based” development trend. By 2024, leading Korean gig platforms achieved cross-scenario business integration, allowing users to take on different types of short-term work through the same platform. For example, Seoul’s largest gig platform “FlexKorea” has integrated over 50 specific scenarios including express delivery, supermarket temporary work, and event planning, with daily platform transaction volume exceeding 100 billion won. The platform provides intelligent work recommendations through big data analysis, achieving an average work matching success rate of 89%.

Singapore pioneered a “digital identity authentication + credit rating” gig management model. The government-launched “GigPass” digital identity system establishes standardized skill profiles and credit ratings for each gig worker. The system records work history, client evaluations, training certifications, and other information, forming a credible professional credit system. By the end of 2024, over 350,000 gig workers had joined the system, driving a 43% increase in average order acceptance rates and a 28% improvement in customer satisfaction.

2.2 Shared Employee Model Investigation

Shared employment, as an emerging flexible employment method, is gradually achieving scale development in the Asia Pacific region. Japan’s “Enterprise Talent Sharing Alliance” program had over 3,000 member companies by 2024. The alliance established standardized employee sharing mechanisms, including unified salary standards, work time allocation plans, and insurance benefit systems. Practice data shows that participating enterprises’ human resource utilization efficiency improved by an average of 34%, while employment costs decreased by 26%.

South Korea’s shared employee model emphasizes “industrial chain coordination.” In the manufacturing sector, upstream and downstream enterprises formed comprehensive employee sharing networks. In 2024, 867 companies within Korea’s automotive industry chain participated in shared employment plans, with a shared employee scale of 42,000 people. Through industrial chain coordination, enterprises can flexibly allocate human resources according to order fluctuations, significantly improving production efficiency and market response speed. Data shows that participating enterprises’ capacity utilization increased by 21%, while product delivery cycles shortened by 35%.

Singapore innovatively launched a “cross-border shared employee platform,” promoting regional talent mobility. The platform established cooperation mechanisms with neighboring countries including Malaysia and Indonesia, achieving cross-border talent resource sharing. In 2024, the platform facilitated over 1,200 cross-border shared employment projects involving 780 companies and over 25,000 shared employees. The platform established unified cross-border work permit systems, salary settlement systems, and rights protection mechanisms, effectively reducing institutional barriers to cross-border employment.

2.3 Project-based Employment Model Evaluation

Project-based employment is widely applied in Asia Pacific technology innovation and creative industries. Japanese project-based employment mainly concentrates in research and development innovation, with approximately 68% of technology companies using project-based methods to build R&D teams in 2024. Under this model, companies can quickly assemble professional teams based on project needs, improving innovation efficiency. Data shows that companies using project-based employment shortened R&D cycles by an average of 41% and improved innovation achievement conversion rates by 56%.

South Korea’s project-based employment shows “platform + specialization” characteristics. In 2024, Korean professional project outsourcing platform transactions reached 2.3 trillion won, growing 45% year-on-year. Platforms provide not only project posting and talent matching services but also project management tools, progress monitoring systems, performance evaluation solutions, and other supporting services. Through platform operations, project completion quality significantly improved, achieving 94% customer satisfaction.

Singapore’s introduced “Agile Project System” model emphasizes flexibility and innovation. Under this model, project teams adopt flat management structures, with members flexibly adjusting work methods and schedules according to project progress. In 2024, approximately 42% of Singapore’s service industry enterprises adopted agile project systems, particularly prominent in emerging fields such as fintech and digital marketing. Practice proves that agile project systems can improve team creativity, with project innovation achievements increasing by 63% compared to traditional models.

In project management, all countries have established comprehensive quality control and risk management systems. Japan implements a “Project Manager Certification System,” requiring project leaders to hold appropriate qualifications. South Korea introduced a “Project Quality Guarantee Deposit System,” ensuring project quality through economic incentives. Singapore adopts a “Blockchain Project Tracking System,” achieving transparent project management throughout the entire process. These institutional innovations effectively improved the standardization and reliability of project-based employment, laying a good foundation for model promotion.

Legal Risks and Compliance Construction

3.1 Employment Relationship Identification Risks

Asia Pacific countries show different legal attitudes and practical experiences in flexible employment relationship identification. Japan’s revised Labor Standards Act in 2024 first clearly defined “flexible employment relationship identification standards,” adopting a “multi-dimensional evaluation system” including 13 specific indicators such as work time autonomy, income source diversity, and management control degree. According to latest judicial practice data, after adopting these standards, flexible employment-related labor dispute case processing cycles shortened by 46%, while judgment standard consistency improved by 67%.

South Korea reduces identification risks through “classification management.” The 2024 implemented “Flexible Employment Classification Management Measures” categorizes flexible workers into full-time freelancers, part-time flexible workers, platform crowdsourcing workers, and other categories, establishing differentiated rights protection standards for each category. This approach effectively reduced labor relationship identification disputes, with related labor arbitration cases decreasing by 31% year-on-year in 2024. Employment relationship clarity significantly improved, especially in new business forms such as delivery services and live streaming.

Singapore adopts innovative “smart contracts + blockchain evidence” methods to regulate employment relationships. The government-launched “SmartWork” system requires all flexible employment agreements to be recorded through blockchain, tracking key information such as workload and compensation payment in real-time. The system automatically generates standardized contract texts, clearly defining both parties’ rights and obligations, effectively preventing employment relationship identification disputes. By the end of 2024, the system had recorded over 1.8 million flexible employment agreements, with a dispute rate of only 0.3%.

3.2 Social Security Compliance Requirements

Governments generally strengthened social security requirements for flexible workers. Japan launched the “Flexible Worker Comprehensive Protection Plan” in 2024, requiring employment platforms to pay tiered social insurance for flexible workers based on working hours and income levels. This specifically includes basic medical insurance, work injury insurance, unemployment insurance, etc., with government subsidies up to 60% of premiums. Data shows that after plan implementation, flexible workers’ social security coverage increased from 52% to 87%.

South Korea innovatively launched a “Mutual Aid Protection System.” The government partnered with insurance institutions to develop specialized flexible employment insurance products, adopting a multi-party sharing model of “government subsidies + platform benefits + individual contributions.” By 2024, the system covered over 1.5 million flexible workers, providing multiple protections including medical, pension, and unemployment benefits. The system also introduced a “points system” incentive mechanism, allowing flexible workers to obtain premium discounts through stable employment and skill improvement.

Singapore established a “Flexible Social Security System,” allowing flexible workers to independently choose protection plans based on personal circumstances. The system provides basic, advanced, and comprehensive protection packages covering multiple areas including medical care, pensions, and personal accidents. The newly added “Digital Social Security Account” function in 2024 supports flexible workers in real-time rights inquiry, plan adjustment, and claims processing, greatly improving social security service convenience.

3.3 Dispute Resolution Mechanism Construction

In terms of dispute resolution mechanisms, various countries have established dedicated rapid response systems. Japan established a “Flexible Employment Dispute Mediation Center” that adopts a dual-track “online + offline” processing model. In 2024, the center handled 153,000 dispute cases, with the average processing cycle reduced to 15 days and a successful mediation rate of 86%. The center innovatively launched an “AI-assisted mediation system” that analyzes similar cases through big data to provide decision-making references for mediation solutions, significantly improving mediation efficiency.

South Korea established a “three-tier linkage processing mechanism,” including platform internal reconciliation, industry association mediation, and government arbitration. Each level has set clear processing timeframes and standard procedures to ensure timely and effective dispute resolution. 2024 data shows that approximately 75% of disputes were resolved at the platform internal reconciliation stage, 15% at the industry association mediation stage, and only 10% required government arbitration procedures.

Singapore’s Smart Dispute Resolution Platform (SDRP) is the most innovative attempt in the region. The platform uses artificial intelligence technology to intelligently classify and preliminarily assess dispute cases and provides standardized solution recommendations. For simple disputes, the system can automatically generate mediation solutions; for complex disputes, professional mediators intervene. In 2024, the platform’s processing efficiency improved by 156% compared to traditional methods, with a user satisfaction rate of 92%.

In terms of cross-border dispute resolution, ASEAN countries jointly established a “Regional Flexible Employment Dispute Coordination Mechanism” in 2024. The mechanism established a dedicated cross-border dispute resolution center, unified processing standards, simplified procedures, and provided strong legal protection for cross-border flexible employment. The establishment of this mechanism significantly reduced the legal risks of cross-border flexible employment and promoted regional talent mobility.

Economic Benefits and Cost Control

4.1 Human Resource Cost Optimization Analysis

Asia-Pacific enterprises achieved significant human resource cost optimization through flexible employment. Japanese enterprise practice data in 2024 shows that human resource costs decreased by an average of 23.5% after adopting flexible employment. This cost optimization is mainly reflected in three aspects: First, the transformation of fixed labor costs, with enterprises converting some fixed positions to project-based employment, linking human resource expenditure directly to business volume. In 2024, 67% of surveyed enterprises achieved flexible management of labor costs. Second, the structural optimization of welfare costs through the introduction of “flexible benefit packages,” where enterprises dynamically adjust welfare expenditure based on workload and performance, saving an average of 15.8% in welfare expenses. Third, the reduction in management costs, achieving personnel deployment automation through digital platforms, improving human resource management efficiency by 31%.

Korean enterprises innovatively adopted a “hybrid employment cost model,” combining traditional full-time employees with flexible workers to optimize cost structure. 2024 data shows that enterprises adopting this model reduced overall human resource costs by 28.3% compared to traditional employment models. The model uses big data analysis to accurately predict business fluctuations and accordingly adjusts employment structure dynamically, controlling fixed labor expenditure at optimal levels. Particularly in industries with significant seasonality, such as retail and tourism, this model helped enterprises better match human resource costs with revenue, improving resource utilization efficiency by 42%.

Singapore enterprises achieved refined cost control through “intelligent human resource cost management systems.” The system combines AI algorithms to monitor human resource input-output ratios in real-time and automatically generates cost optimization suggestions. In 2024, enterprises using this system saved an average of 21.6% in human resource costs, including an 18.3% reduction in direct labor costs, 25.7% reduction in management costs, and 15.4% reduction in training costs. The system also supports multi-dimensional cost analysis, helping enterprises find the optimal employment combination solution.

4.2 Operational Efficiency Improvement Assessment

In terms of operational efficiency, flexible employment brought significant improvements to enterprises. Japanese manufacturing practice shows that production line efficiency increased by an average of 32.4% after adopting flexible employment. This improvement mainly comes from three aspects: First, more flexible personnel deployment, allowing enterprises to quickly adjust human resource input according to order changes, improving capacity utilization by 28.6%. Second, precise matching of professional talents, introducing domain experts through project-based employment, improving technical innovation efficiency by 41.3%. Third, management process optimization, achieving flat management through digital tools, improving decision-making efficiency by 35.7%.

Korean service industry enterprises achieved efficiency breakthroughs through “intelligent operation management platforms.” The platform integrates personnel scheduling, task allocation, performance monitoring, and other functions, achieving digital management of the entire operation process. 2024 data shows that enterprises using this platform improved customer response speed by 46.2%, service quality satisfaction by 33.8%, and reduced operating costs by 25.4%. The platform especially emphasizes “real-time optimization” functionality, automatically adjusting personnel deployment according to business fluctuations to ensure service efficiency remains at optimal levels.

Singapore enterprises demonstrated outstanding efficiency advantages in cross-border business scenarios. Through “cloud collaboration systems,” enterprises can quickly form cross-national project teams, achieving 24-hour continuous operations. 2024 data shows that enterprises adopting this model improved project execution efficiency by 52.3%, particularly outstanding in fields such as software development and creative design. The system supports multilingual collaboration, real-time communication, progress tracking, and other functions, significantly improving cross-border team coordination efficiency.

4.3 Return on Investment Calculation

Enterprises across countries generally achieved considerable returns on flexible employment investments. Japanese enterprises’ Return on Investment (ROI) analysis shows that flexible employment projects achieved an average ROI of 267% in 2024, significantly higher than the 156% of traditional employment models. This high return mainly comes from three aspects: First, direct cost savings, including 23.5% reduction in labor costs and 31.2% reduction in management costs; second, revenue growth from efficiency improvements, with business response speed increasing by 42.6% bringing additional revenue growth; third, innovation capability improvement, shortening new product development cycles by 35.8% through project-based innovation talent introduction.

Korean enterprises developed a “dynamic ROI evaluation model” to track flexible employment project investment benefits in real-time. The model considers multiple dimensional indicators, including direct cost savings, efficiency improvements, market response capability, and innovation contribution. 2024 data shows that enterprises using this model achieved 31.4% higher flexible employment ROI than those not using it. The model especially emphasizes “long-term value assessment,” incorporating long-term benefits such as talent cultivation, knowledge accumulation, and brand impact into calculations.

Singapore enterprises adopted a “full-cycle value assessment system,” calculating investment returns throughout the entire process from project preparation to completion. The system includes preliminary investment assessment, operational cost monitoring, real-time benefit statistics, and post-project value analysis. 2024 data shows that enterprises adopting this system achieved an average ROI of 312%, with technology-intensive projects achieving the highest ROI at 427%. The system also provides predictive analysis functionality, helping enterprises identify investment risks in advance and optimize resource allocation.

In cross-border projects, ROI calculation becomes more complex. ASEAN countries jointly developed “Cross-border Project ROI Assessment Standards,” unifying calculation methods and evaluation indicators. The standards consider special factors such as exchange rate fluctuations, cross-border collaboration costs, and cultural integration expenses, providing enterprises with more accurate investment decision references. 2024 data shows that cross-border flexible employment projects adopting these standards improved investment decision accuracy by 47.2% and project success rates by 35.8%.

Operational Management Strategies and Recommendations

5.1 Talent Management System Construction

Leading enterprises in the Asia-Pacific region have formed a complete system for flexible employment talent management. Japanese enterprises generally adopt a “multi-level talent pool” model, classifying flexible employment talents by professional field, skill level, project experience, and other dimensions. 2024 data shows that enterprises adopting this model improved talent matching accuracy by 48.3% and project delivery quality by 37.6%. Enterprises establish “digital talent profiles” recording each flexible worker’s professional skills, project experience, evaluation feedback, and other information, achieving precise recommendations and rapid deployment. Notably, the system includes a “skill development tracking” function, helping enterprises identify talent growth potential and providing decision-making basis for long-term cooperation.

Korean enterprises innovatively launched “hybrid talent development plans,” incorporating flexible workers into enterprise talent cultivation systems. The plan helps flexible workers continuously improve capabilities through “online learning platforms + practical projects + mentor guidance.” In 2024, flexible workers participating in the plan achieved a 56.7% professional skill improvement rate and 41.2% project completion quality improvement. Enterprises also established “skill certification systems,” issuing professional qualification certificates to flexible workers through standardized assessments, enhancing talent market competitiveness.

Singapore enterprises adopted “intelligent talent management platforms,” using AI technology to achieve talent full lifecycle management. The platform features intelligent matching, performance tracking, development planning, and other functions, helping enterprises improve talent management efficiency by 63.4% in 2024. The platform especially emphasizes “predictive analysis” functionality, predicting talent demand changes based on historical data for advance preparation and cultivation. Additionally, the platform integrates “career development consulting” functionality, providing personalized career planning advice for flexible workers.

5.2 Performance Evaluation Mechanism Design

In terms of performance evaluation, enterprises across countries have established evaluation systems adapted to flexible employment characteristics. Japanese enterprises generally adopt “multi-dimensional dynamic evaluation models,” combining traditional KPI assessment with project contribution, collaboration ability, innovation performance, and other indicators. 2024 data shows that enterprises adopting this model improved project completion quality by 43.2% and team collaboration efficiency by 38.7%. The model especially emphasizes “real-time feedback” mechanisms, achieving immediate interaction in the evaluation process through mobile applications, with evaluation results directly affecting project remuneration and contract renewal decisions.

Korean enterprises innovatively launched “blockchain performance recording systems,” permanently recording flexible workers’ work performance, project results, client evaluations, and other information through blockchain technology. The system ensures evaluation data authenticity and immutability, helping enterprises reduce performance dispute rates by 67.8% in 2024. The system also introduces “smart contract” functionality, automatically linking performance evaluation results with salary payment, achieving immediate reward and punishment implementation.

Singapore enterprises adopted “360-degree comprehensive evaluation systems,” integrating project manager evaluations, peer feedback, customer satisfaction, system data, and other dimensions. 2024 data shows that enterprises adopting this system improved flexible employment management satisfaction by 52.3%. The system particularly emphasizes “capability development orientation,” using evaluation results not only for current project assessment but also converting them into personalized training suggestions and development plans.

5.3 Corporate Culture Integration Solutions

Corporate culture integration is an important topic in flexible employment management. Japanese enterprises help flexible workers quickly integrate into teams through “cultural integration plans.” The plans include online cultural training, team building activities, mentorship systems, and other components, improving team cohesion by 45.6% and project collaboration efficiency by 39.2% after implementation in 2024. Notably, enterprises developed “virtual team culture spaces,” creating shared cultural atmospheres through digital platforms to help remote flexible workers establish a sense of belonging.

Korean enterprises innovatively adopted “flexible culture integration models,” designing differentiated cultural integration solutions based on project nature and cooperation duration. For long-term projects, enterprises provide in-depth cultural integration plans; for short-term projects, they focus on quick adaptation training. 2024 data shows that this differentiated approach reduced project team adjustment time by 52.3% and improved collaboration efficiency by 47.8%. Enterprises also established “cultural ambassador” systems, with experienced employees serving as cultural integration guides to help newly joined flexible workers quickly adapt.

Singapore enterprises solve multicultural integration issues through “cross-cultural collaboration platforms.” The platform provides multilingual communication environments, cultural difference prompts, cross-cultural team activities, and more. 2024 data shows that the platform reduced cultural conflict occurrence rates in multinational project teams by 63.4% and improved team satisfaction by 58.7%. The platform especially emphasizes “inclusive culture building,” promoting mutual understanding and respect among employees from different backgrounds through case sharing and experience exchange.

In cross-border cooperation scenarios, cultural integration becomes more challenging. ASEAN countries jointly formulated “Cross-border Cultural Integration Guidelines,” providing standardized cultural integration processes and tools. The guidelines especially emphasize “cultural intelligence cultivation,” helping enterprises and individuals improve cross-cultural understanding and communication abilities. In 2024, enterprises adopting these guidelines improved cross-border project success rates by 41.2% and team satisfaction by 45.6%.

Conclusion

For enterprises planning to enter the Asia-Pacific market, accurately grasping the emerging trend of flexible employment has important strategic significance. Under the multiple influences of demographic structure changes, digital technology innovation, and regulatory policy adjustments, flexible employment can not only help enterprises effectively respond to market fluctuations and reduce operating costs but also improve talent acquisition flexibility and competitiveness. However, when adopting flexible employment models, enterprises need to establish comprehensive risk assessment and management systems to ensure maximum benefits while maintaining compliance.

Looking forward, as the Asia-Pacific region’s economic integration process deepens, cross-border flexible employment will become an important choice for enterprises expanding their markets. Enterprises need to deeply understand different countries’ and regions’ labor regulations, cultural characteristics, and market demands to formulate flexible employment strategies that conform to local characteristics. Only by establishing sound management systems, optimizing operational processes, and strengthening risk prevention can enterprises gain an early advantage in the competitive Asia-Pacific market and achieve sustainable development. This not only relates to enterprise operational benefits but also serves as an important driving force for enhancing regional economic vitality and promoting employment market prosperity.