The concept of “career” is being shaken to its core, driving companies towards “always-on” learning experiences that allow employees to build skills quickly, easily, and on their own terms. This year, “Careers and learning” rose to second place in rated importance in Luxembourg, with respectively 74 percent of executives identifying these issues as important or very important. At leading companies, HR organisations are helping employees grow and thrive as they adopt the radical concept of a career described in Lynda Gratton and Andrew Scott’s The 100-Year Life. New learning models both challenge the idea of a static career and reflect the declining half-life of skills critical to the 21st-century organisation.
What does it mean to have a career today? More specifically, what does it mean in a world where careers span 60 years, even as the half-life of learned skills continues to fall to only about five years?
In the past, employees learned to acquire skills for a career; now, the career itself is a journey of learning. The impact of the fourth industrial revolution is fundamentally changing the nature of work and, as companies are building the organisation of the future, continuous learning is critical for business success. For today’s digital organisations, the new rules call for a learning and development organisation that can deliver learning that is always on and always available over a range of mobile platforms.
What are the best practices to tackle today’s careers and learning challenges?
- Evaluate internal mobility
- Review the organisation’s job architecture
- Build a culture of hiring from within
- Track learning metrics
- Refocus the L&D team
- Rethink the entire L&D technology infrastructure
- Rethink the corporate university
- Manage the employment brand
Unlike other of this year’s trends, in which the organisation is required to “push” things forward, when it comes to learning, the organisation’s role is to create the environment and systems to “pull” employees to constantly learn and relearn. The explosion of free content means that the learning organisation should find ways to seamlessly curate and integrate internal and external content into its platforms.
Look for our next article about “Talent acquisition” trends to understand the new challenges around talent sourcing and recruitment.
Should you wish to have more information on career and learning development, do not hesitate to contact Karine Pontet, Director Operations Excellence and Human Capital Advisory (email@example.com).
By Deloitte Luxembourg