From “rigid” career paths to specific experiences in the future skills

Current employees see how quickly changes in business take place like artificial intelligence, robotics or new business models and want to acquire new skills in a short time. On the other hand, companies are now looking for employees not only with technical skills, but also with higher skills in analytical thinking, problem solving, innovation, creativity and social skills.

What trends show

Looking at the results of the Deloitte survey on Global Human Capital Trends 2018, 72% of respondents see an increase in the importance of non-traditional forms of career paths.

The most important is an employee and his experiences

Actually the most important thing in a career is a person and his / her experience. Instead of steady progress in the work path, leading organizations are moving to a model that enables employees to gain valuable experience, discover new roles, and constantly reinvent themselves. Instead of an orderly, sequential career path, professional development is now seen as a series of developmental experiences, each of which offers the opportunity to acquire new skills, perspectives and judgments. In addition, employees want to gain specific experience in a quick and practical way in accordance with their free time.

Expectations of Employee vs Employer

So how to efficiently combine the expectations of employees of getting new experiences with the expectations of companies about employees with higher analytical skills, problem-solving, creative and working effectively in the group. First of all, employers have to change their thinking about talent management and rigid career paths by proposing flexible and modern forms of development. Some of them, like IBM, use a data-driven career development tool to identify the best “next move” for employees. IBM has created AI self-assessment tools to help employees find training, job offers, and career paths that best suit their personal needs. The effective programs of this type will allow employees to find, realize and achieve success in the experience they need for development. Companies such as Shell transform their careers and learning opportunities into interactive digital experiences as development tools.

Practical and social experiences

The use of digital tools is just one of the elements of faster employee development, and the second very important area is the employee’s practical experience. The simplest and safe solution for maintaining operations in a company is giving employees the opportunity to participate in projects between departments or functions, i.e. in so-called interdisciplinary projects. Key talents can be offered to move to another area, so that thanks to their “freshness” in the area and talent they take part in inspiring improvements, innovations that is what companies are currently looking for.

There are a lot of solutions that depend on the situation of a particular company, but the key element is the change of thinking in the company that the employee does not belong to one team only is the company’s resource and you must offer him actual experience in a practical and quick way. 

Only focusing on experience, new career models, data-driven tools and training and development department offers will enable companies to develop, retain and re-create the right talent at the right time.

What is your experience?