“2016 has flown” – that’s what we are hearing from so many HR professionals this year. With a year that exuded change on a macro level including a new Coalition government, to Brexit in the UK and a new President Elect in the US we can only expect that this change will increase into the New Year. On a more localised level significant changes are kicking in as the acquisition of numerous large organisations by international investors or companies ramps up the rate of organisational change and restructure. In addition, business investment and consumer confidence aren’t driving top line growth for many organisations, translating into more cost base management strategies including consolidation. All in all, this means that HR will have a busy year in 2017, with further change inevitable.
But what does “further change’ really mean for HR practitioners and at a personal level, is that going to satisfy you and your career goals, or at least support you to achieve them in the longer term?
Career satisfaction is important to both individuals and organisations. Research points to a clear link between career development, job and employer satisfaction and employee engagement, work performance and retention. At an individual level, you also owe it to yourself and those who rely on you to ensure that your career satisfaction is achieved.
Fortunately, effective strategic career planning is a key activity to take control of your career, not leaving your future up to chance, but enabling you to influence, manage and direct the controllable elements. Identifying:
- Objectives and milestones
- Target markets
- Key skillsets required
- Personal brand messages
- Education and other considerations
You can develop specific action plans to guide you. Importantly, flexibility and plan reviews need to be included to ensure your plan can adapt to changes, such as government changes, unforeseen market events, a change in boss, organisational restructuring and so on.
In 2017 the Human Resources organisation structure will continue to come under focus. Ulrich’s model will continue to be adopted, adapted and where possible, leaders who advocate the model, will continue to adapt their organisation’s HR structure to better achieve true business partnership and target employee experience measures as an HR metric. At an individual level this implies questions about specialisation verses generalisation and the implications on longer term career considerations
The summer break provides a great opportunity for many to reflect on their personal career plan and if you have this opportunity, document your thinking, discuss it with a respected peer and make the changes you see fit to better support the achievement of your career goals.
All the best for a safe and merry festive season to you, your families and your organisations. If you would like to share your 2017 career goals with us, feel free to connect with deliberatepractice.