In the competitive environment of today's recruits, it is becoming very difficult to maintain the best talent in the organization for a lifetime career. The reorganization and merger of organizations have given the employee a golden opportunity to change and achieve the goals of their career.
Variable career
Nowadays organizations have abandoned themselves as a one-stop solution provider for their employees. They have evolved in a business house that provides opportunities for learning for the induced people who makes them more valuable.
These careers were named as changing career because the candidates now keep changing their career from time to time due to their personal need. Major features of these variable careers are portable skills, multi-cultural work experience, learning at work, and continuous networking. Variable careers consider reciprocal learning and changes in an organizational structure as major factors in careers.
Generally, when referring to career building, people gradually move towards a more personalized approach. It requires subjective nouns such as designation, salary, and longevity. In order to require better work-life balance in the life of the employees, these factors have entered into business life. They now want to balance their professional life and fulfill their personal needs. They have now understood the value of spending time with their family.
Dynamic career:
Today, employees' careers are changing due to many personal and environmental standards. Different behaviors and career goals are the main reasons for a career change. For example, the person who is highly creative would always want to develop his personal skills; he would be more interested to see cross-functional career options.
Similarly, those who are motivated by power and achievement will look forward to achieving hierarchy progress. Until recently, it was a major model of career development. But now, the changes in the external environment of the business have also made changes in the structure of the internal activities of the organizations.
This is the reason why people are not paying attention to changes in linear careers, which have been observed in a stable and highly structured work environment, but this is a more organic and adaptive, spiral careers pattern.
What do the industry experts say?
Industry experts like Alred, Snay, and Miles have long observed and linked the engagement between personal growth and career changes. They say that organizations have started adopting a more network-oriented approach than earlier Sylhet-like work-practices.
This is the result of making a strong relationship with any work and meeting the intense pressure of global trading competition.
These scholars strongly say that for a person to succeed in his career, a group of skills which is needed depends on the structure of the organizations. If the organizational structure increases the entry of new markets, it will definitely be successful in learning new things.
Occasional career:
Organizations hope their employees are equipped with all the necessary technical skills to compete with everyone else. But at the same time, the changes that have come in today's workforce allow employees to be satisfied. Those employees, who have strong interpersonal skills and collaborative tendencies, are able to make their existence easily in any interdepartmental style.
When there are adequate technical skills in a functionally organized organization, those who have to be successful in tomorrow's cellular companies should also be capable of professional associate and self-governance skills. Career planners are friendly to the new business model in organizations so that they can learn from different platforms and improve an overall career.
While working for organizational development, the idea of personal development is not basically different from each other. They are completely persistent and can be run together. First, if an employee of the organization used to learn new things, then their employers felt uncomfortable thinking that they could leave the job. But in today's business scenario, companies want their employees to work on new skills and are prepared to face any sudden change. It has changed the way people manage their careers nowadays.
Earlier, he was happy to try to develop his abilities in a special skill field, but now he has started working in another broad peripheral development framework, which includes the skills that complement his primary skills.
