Sir,
From what you say, it appears that these contract workers are working in your establishment. In such a case, and only in such a case, is Shri Saikumar correct: it does not matter if you call this outsourcing or contract labour. So long as such persons are working in your establishment, they come within the purview of Contract labour.
From a HR angle, it may make sense for you to do what you seek. It will reduce the burden on the HR staff to deal with the approvals (why would you take approvals if the exiting employee is a contract worker?), dealing with the exit of such employees and recruiting fresh ones on exit.
From what you say, it appears that these contract workers are working in your establishment. In such a case, and only in such a case, is Shri Saikumar correct: it does not matter if you call this outsourcing or contract labour. So long as such persons are working in your establishment, they come within the purview of Contract labour.
From a HR angle, it may make sense for you to do what you seek. It will reduce the burden on the HR staff to deal with the approvals (why would you take approvals if the exiting employee is a contract worker?), dealing with the exit of such employees and recruiting fresh ones on exit.