JACK OF ALL TRADES?

The transition of an employee from one discipline to another can facilitate career growth

Growing as a professional entails gaining varied exposure and skill-sets. As a result, many employees look for opportunities to explore different departments and areas in their organisations. Not only do these bring variety in their job roles, but they also give them an edge in their career prospects.

Tina Vas, VP ¬ global HR, Brillio, elaborates, “Some professionals are focused on their discipline and believe in specialization, while others choose to explore multiple disciplines for different reasons like exposure, understanding of other disciplines and sometimes, a potential career change. When you analyse competencies required to succeed in a role, it is very much possible to offer such opportunities to employees internally. For example, core skills for a recruiter and a sales role are very much aligned; they are just serving two different ends of the spectrum.“

Sidharth Agarwal, director, Spectrum Talent Management, explains how experience in different disciplines of the organisation aid in the growth and promotion of an employee, “In today’s competitive times, a resource with multiple specialization could be an asset to organisations, predominantly from a cost leverage perspective. This increases the chances of growth at one’s employer organisation.“ Raghavendra K, VP and head human resource development,Infosys BPO, elaborates, “We provide an array of opportunities through channels like Internal Job Postings (IJPs), focused job rotations placements in specific functions, subsidiaries, locations, short-term assignments in international locations or functions, formal `career conversations’ for individuals with their managers, `internship at client location’ where clients sponsor the selected top performers to work with them for projects, etc. Such opportunities open door for the employees to build their careers.“ The mingling of different departments can also provide a valuable experience to employees. S J Raj, senior VP-HR, Newgen, explains, “We promote lateral as well as functional movements and have platforms through which we encourage interactions between departments. In our Experienced Pool-in Discussion Sessions (EPDS), people from marketing, HR, finance, sales and product teams are brought together to brainstorm to respond to challenges across functions.“

Mark Driscoll, human capital leader, PwC India, talks of ways to make this transition smoother, “Organisations must ensure that opportunities are showcased to everyone and there is full transparency in the selection process. Advance planning is critical; if the transition is planned with proper timelines, it becomes easier for all stakeholders to adapt to the change.“

R Anand, VP global rewards, people & leadership, HCL Technologies, describes their success story in this area, “We have envisaged an employee-driven process facilitated through an application called `Career Connect’, which is accessible on the online social networking platform MEME. This application enables employees to connect with their peers, colleagues and managers to get guidance and references for the growth of their career. Every employee begins his / her career journey here by identifying an aspired target role, which is different from his / her current role.“

Hence, organisations are equally upbeat about giving employees the exposure they need to other avenues.

Source: The Economic Times
Date: September 10, 2014

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