Topics In Demand
Notification
New

No notification found.

Blog
Rethinking career paths in the digital age: Career Ladder to Lattice

March 12, 2020

1822

0


Listen to this article



The changing nature of jobs and evolving skills landscape with focus on building ‘Composite’ capabilities, a combination of technical skills, professional skills and domain knowledge, has resulted in the transformation of career pathways in the digital age. The focus on building skills and competencies vis-à-vis job roles is resulting in the evolution of shape of career paths from ladders to lattices.

Career ladder’s one-size-fits-all approach assumes that employees are more alike than different, and want as well as need similar things to deliver business outcomes. However, organisations are shifting towards flexible, open career models that offer enriching experiences rather than time-bound, role-based career progression. The career lattice model is an adaptive one and therefore, better suited to align organisations with the changing needs, norms, and expectations of today’s workplace. This helps both organisations and employees identify their progression through the lattice with changing skill requirements. As per the NASSCOM Future Skills survey 2019, 62% organisations mentioned that career paths exist and are visible to employees.

Due to the hyper-dynamic nature of skills associated with the emerging digital technologies, organisations no longer look to restrict the development of people with a specific skill set. There is a greater acceptance of horizontal career movements based on acquisition of skills that are not directly related to the individuals existing job role. The key to a career lattice approach is to provide visibility to growth opportunities available to employees and shifting much of onus of career growth to employees, once the resources have been provided.

Organisations are working towards mapping skills to employees’ career lattices where skills and their applications are mapped to identify employees’ proficiency. This is further linked to their career paths. They also use this model to motivate their employees, which is almost a necessity given the shorter shelf lives of skills and constantly changing business needs.

Read the full report: Future Skilling for the Digital Economy


That the contents of third-party articles/blogs published here on the website, and the interpretation of all information in the article/blogs such as data, maps, numbers, opinions etc. displayed in the article/blogs and views or the opinions expressed within the content are solely of the author's; and do not reflect the opinions and beliefs of NASSCOM or its affiliates in any manner. NASSCOM does not take any liability w.r.t. content in any manner and will not be liable in any manner whatsoever for any kind of liability arising out of any act, error or omission. The contents of third-party article/blogs published, are provided solely as convenience; and the presence of these articles/blogs should not, under any circumstances, be considered as an endorsement of the contents by NASSCOM in any manner; and if you chose to access these articles/blogs , you do so at your own risk.


Research Lead, FutureSkills

© Copyright nasscom. All Rights Reserved.