The Future of Careers

There have been many changes in organizations in recent years. As the business landscape changed, it also changed careers. In particular, there are three key factors that have had a significant impact on jobs and careers.

Also Checkout: Careers in Demand for The Future

1. Technology

Technology has not only changed many roles, it has created new roles as intranet designers, but it has also eliminated common roles such as secretaries. Most managers are now very used to making their own correspondence, emails, and arrangements, such as meetings and trips.

Overall productivity has increased as we got used to the technological advances in electronic journals and mobile phones for embedded devices like iPhones.

As we get used to a more intelligent technology, certain roles will remain at risk, such as payment operators. While some people are quite happy to do those jobs, many jobs are not particularly interesting, even boring, like highway workers, processing transactions that are very repetitive.

As technology surrounds us, we see a shift to roles that require interaction with humans, such as call centers. The type of work that can not be easily automated includes complex communication, such as sales; identifying and solving new problems; and some physical work like waiting at the tables.

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2. Multiple Races

There would be few employees who are beginning their careers who would expect to work for a single employer, very different from those employees who are close to retirement, who have worked all their lives within an industry and for the same company.

Research indicates that new career starters will have five careers in their life. This means a shift in the focus from employment to employability. Employees must cover all learning, either formal learning and training or move to different roles to add to their skill set.

3. Roles not Jobs

There is a time bomb in a large number of organizations as they have an increasing number of employees who are approaching retirement age.

Companies that do not address this problem will put at risk the shortage of future skills, problems of succession planning and a loss of institutional knowledge that will only be recognized too late. If you ever wondered why the same problem seems to go wrong without being resolved, it is often due to the lack of shared knowledge. To deal with skill shortages, organizations are likely to hire skills, rather than having a permanent employee in a position.

We will see more and more employees in several and multiple roles, instead of in a permanent position. A group of roles with different employers can be built around the desirable skill set of an employee. There are many roles that simply are not feasible to create permanently. For example, a small business can hire a marketing manager to work only one or two days a week, since it is unlikely that the marketing budget is large enough to justify a six-figure manager. Working for three companies in different industries can be an excellent way to have a flexible career.

Strategy

The implications for companies are to redesign the roles, considering the advantages and benefits of technology, the impact of multiple careers; and that instead of focusing on employment, companies must invest seriously in the design of appropriate roles, to increase the participation and commitment of employees.

Via: Good Skills to Have