Major changes have been seen in the workplace during the last several decades that have transformed the nature of work in many organizations. In recent years, we have seen the globalization of numerous companies and industries, organizational downsizing and restructuring, greater use of information technology at work, changes in work contracts,
and the use of various alternative work strategies and schedules. As a result, career pathways have also become more dynamic and variable. People must make career decisions within an increasingly uncertain organizational, societal, and global environment. e speci c job and career movements of individuals have also become more di cult for
the organization to anticipate, let alone control.
In combination, these forces have changed the traditional career model, reducing its value as a universal standard for career growth. A dramatically di erent career landscape has emerged; the reality of today’s organizational life is characterized by more dynamic and interactive models of career development.
Workers must make career decisions within an increasingly uncertain organizational, societal, and global environment. Businesses face the same evolving landscape, making it difficult for them to anticipate their employees’ needs, desires, and likely career directions. Career pathways systems can provide the structure that is vital for career progression, helping people develop competencies designed to increase employability while helping organizations develop employees strategically, build engagement, and improve retention. In our focus on the workplace, we underscore the need for more holistic, data-driven individual and organizational perspectives on career growth and success; we describe how a career pathways framework can contribute to these goals. We offer directions for future research to promote career growth and success for individuals, and to help employers create or strengthen career pathways systems that will reduce bias and enhance organizational performance by supporting the advancement of their employees.
VET in Sweden – Declining popularity may be related to the weak pathways from VET to higher education
Over recent years, Sweden has made great strides in the development of its vocational education and training (VET) system. Work-based learning is better integrated, social partners are more engaged and the VET offer for adults has been developed. Opportunity exists however, for better co-ordination among stakeholders and changes in delivery to ensure the attractiveness of … Continue reading
In 2017, 15.7% of low-qualified young Europeans aged 15 to 29 were not in education, employment or training (NEET), compared to 9.6% of their better educated peers. In the same year, the unemployment rate of low-qualified adults of working age (25 to 64) stood at 13.9% in the EU-28 while that of their highly qualified … Continue reading
Apprenticeships in Advanced Manufacturing – Dual apprenticeship competes increasingly with academic pathways
Building on the analysis of national apprenticeship systems in the 2018 Eurofound report Adaptation of national apprenticeship systems to advanced manufacturing, this report summarises the results of 14 case studies of good practice in the manufacturing sector in five EU Member States (Denmark, France, Germany, Ireland and Italy) and two countries outside Europe (Australia and … Continue reading
High School Diploma or Less in the US – Some occupations offer clearer pathways to additional training and skills development
Many workers are likely leaving less desirable jobs to pursue better-paying opportunities, to gain additional education, or are simply dropping out of the labor force. Yet there are several notable exceptions, particularly among the skilled trades and many infrastructure-related jobs, which have lower educational barriers to entry and offer more competitive wages. As shown in … Continue reading
Reading, writing, making simple calculations and using a computer: these are things we do every day, putting in practice our basic skills, mostly without even noticing. This is not straight forward for everyone though. For almost 70 million in Europe, such tasks can pose problems. Whether in employment, unemployed or economically inactive, the new “Upskilling … Continue reading
Employment is down among everyone between the ages of 16 and 64—particularly among teens, but with a great deal of variation by geography, race, and education. The disparity between blacks and whites is especially stark. For example, unemployment among white young adults peaked at 14% in 2010—still considerably lower than unemployment rates for black young … Continue reading
Career pathways are an effective strategy to help workers acquire marketable skills and industry recognized credentials by encouraging greater collaboration across adult education, post-secondary education, and other workforce partners. The model can be adapted for youth and adults, individuals with disabilities as well as a range of individuals facing unique circumstances, such as New Americans, … Continue reading
Last year, in response to a need expressed by the Delaware Manufacturing Association for a pipeline of skilled workers to help the industry thrive in this new era, leaders from across the state came together to create a dual enrollment program for Delaware high school juniors and seniors. The two-year program kicked off in the … Continue reading