In the past 20 years, hierarchies are blurred, promotions are becoming more horizontal and the number of high-potential available is smaller. In this context, it is essential to structure career plans within the particularities of officials and age, is one of them.
Besides the managerial current context (technological summit, multiculturalidad, globalization, etc.), we are also witnesses of the trend that we have come experimenting for several decades on the labor force like it it is, between others, the change of the familiar structure, the increase of the number of hard-working women out of the home and the convergence of up to four generations in the same place of work: veterans (1923-1954), baby boomers (1955 1969), generation X (1970 1980) and generation Y (1981 2000).
The figure of Saratoga 2012 PWC study shows that in Latin American organizations dominated by X (61%) generation, followed by Gen Y (27%). Every generation has a profile, expectations and needs, and the implementation of personalization career plans represents countless benefits for both employees and the company in contrast to the limitations of vertical ascent in business.
While each individual has their own personality, shared stocks, special events of the time, molded a generation and influences their work styles. HR leaders are called to recognize such generational characteristics, particularly those of Generation X and Y, which are the largest proportion of organizations to respond effectively with career plans to fit your needs as a strategy for attracting and retaining:
The approach to align current and future career employees with current and future goals of the organization is sustainable standard for both parties. Although officials are happy with your current job, if they find a career plan tailored to your needs at different stages of their working lives, they instinctively seek other opportunities where you can be reached.
¡Indeed, it is a matter of customizing! Just as we have been used to identify all kinds of items such as public transport cards on our behalf, the lid of the computer with our favorite color, shirts marked with our initials, is advisable known and profitable move this concept to the center of gravity company officials generation ‘X’ and ‘Y’:
And finally, two things: first, that the entry is approaching the working world of digital natives with their respective challenges, and second, five strategies (Valcour Monique, HBR, 2013) so that you, as a leader of human resources, ensure the development of your own career plan:
- Understand that you are the pilot of your own future.
- Develop the discipline to identify and document the ways in which you add value to your management.
- Connect the results to reach their career goals.
- Pay special attention to developments in the economic sector that is already the strategic direction of the organization to which it belongs.
- Look for opportunities to work with people who give good energy.
Martha Ruiz
mruiz@strategos.com.co
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