With rapid changes in technology, the business environment, and the dynamic nature of knowledge usability in the modern world, managing one\u2019s career becomes increasingly difficult. Necessity dictates that employees not only change careers more often as their interests change and their knowledge becomes obsolete, but they need to retrain and re-educate more often as well. The costs and barriers for doing this are potentially immense as we look to understand the future of the workforce.<\/p>\n
Consultants and project oriented types of employees have a relatively easier time transitioning from one thing to the next \u2013 in fact it\u2019s a built in part of their jobs. By continuously being involved in shorter term projects with ever changing project teams and project goals, their learning in ongoing. However, for the rest of the employee base, these transitions are significantly more difficult.<\/p>\n
As I wrote earlier in \u201cAbout Stretchwork and Career Management<\/a>\u201d most of your career training should be on-the-job and not cost significant amounts of investment. Your best employees will have you doing most of this work for them as a part of your workforce management and employee engagement strategies. However, many employees will also pursue external learning programs, or they may want career changes that you as an employer simply cannot accommodate. Paul Strassmann writes about the costs of education over a lifetime and has these assumptions:<\/p>\n It\u2019s quite apparent that most employees simply won\u2019t be able to afford the $\u00bdM dollars needed to re-equip themselves over their careers. As such, these employees will feel stuck in careers they may no longer want, are unfulfilled by, and are no longer engaged in. I\u2019m not so interested in the learning side (as Strassmann is) as the HR side.<\/p>\n I believe that HR and especially talent and learning organizations have a responsibility to the employee to assist them with career progressions wherever it may lead \u2013 even if it\u2019s to exit the organization eventually. There are always short term gains to supporting an employee\u2019s desire for career growth:<\/p>\n Our (HR\u2019s) commitment to career progression for our employees not only signifies our dedication to them, but it also gives us the opportunity to help shape it to our own advantage. Whether it\u2019s long term retention that we wouldn\u2019t otherwise have had, or influencing the employee\u2019s future by presenting the right \u201cinteresting\u201d opportunities that keep them around, talent is going to be at a shortage where these strategies become increasingly important. Making sure we have the technology, process and commitment to execute on it will be one of the ingredients that determine the success of future talent strategies within our organizations.<\/p>\n","protected":false},"excerpt":{"rendered":" With rapid changes in technology, the business environment, and the dynamic nature of knowledge usability in the modern world, managing one\u2019s career becomes increasingly difficult. Necessity dictates that employees not only change careers more often as their interests change and…<\/p>\n","protected":false},"author":1,"featured_media":0,"comment_status":"open","ping_status":"open","sticky":false,"template":"","format":"standard","meta":{"_coblocks_attr":"","_coblocks_dimensions":"","_coblocks_responsive_height":"","_coblocks_accordion_ie_support":"","footnotes":""},"categories":[8,13,12],"tags":[],"class_list":["post-580","post","type-post","status-publish","format-standard","hentry","category-strategies","category-knowledge-management","category-learning-management"],"_links":{"self":[{"href":"https:\/\/systematichr.com\/index.php?rest_route=\/wp\/v2\/posts\/580","targetHints":{"allow":["GET"]}}],"collection":[{"href":"https:\/\/systematichr.com\/index.php?rest_route=\/wp\/v2\/posts"}],"about":[{"href":"https:\/\/systematichr.com\/index.php?rest_route=\/wp\/v2\/types\/post"}],"author":[{"embeddable":true,"href":"https:\/\/systematichr.com\/index.php?rest_route=\/wp\/v2\/users\/1"}],"replies":[{"embeddable":true,"href":"https:\/\/systematichr.com\/index.php?rest_route=%2Fwp%2Fv2%2Fcomments&post=580"}],"version-history":[{"count":0,"href":"https:\/\/systematichr.com\/index.php?rest_route=\/wp\/v2\/posts\/580\/revisions"}],"wp:attachment":[{"href":"https:\/\/systematichr.com\/index.php?rest_route=%2Fwp%2Fv2%2Fmedia&parent=580"}],"wp:term":[{"taxonomy":"category","embeddable":true,"href":"https:\/\/systematichr.com\/index.php?rest_route=%2Fwp%2Fv2%2Fcategories&post=580"},{"taxonomy":"post_tag","embeddable":true,"href":"https:\/\/systematichr.com\/index.php?rest_route=%2Fwp%2Fv2%2Ftags&post=580"}],"curies":[{"name":"wp","href":"https:\/\/api.w.org\/{rel}","templated":true}]}}\n
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