Free Movement of Professional Roles as a Way of Management Career - Polish Journal of Management Studies

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Free Movement of Professional Roles as a Way of Management Career

Abstracts > Vol 9

FREE MOVEMENT OF PROFESSIONAL ROLES AS A WAY OF MANAGEMENT CAREER
Olton I., Głowacki T.

Abstract:Technological advances, challenges and economic change, in particular changes of the structure of industry and market, demography, values​​, moreover, increasingly shorter economic cycles, resulting in a consequent increase of unemployment - make many people being forced to seek work in the industry other than that in which they are. The free movement of professional roles, inter alia, understood as retraining, may be a way to maintain the continuity of work. What is more the function of the free movement of roles is flexibility, seen as a key competence, a condition for survival in the new economic reality, functioning on the basis of the Knowledge Based Economy (KBE).

Key words:
knowledge-based economy, free movement of professional roles, flexibility, human capital

Introduction


Dreams of a career model - one profession and one job during whole life - is nowadays the past. In today's turbulent and uncertain times, people entering the labor market, are increasingly being forced to frequently take new professional challenges, including multiple change of jobs and professions. For Polish people it is a relatively new trend, whereas in the U.S., statistics have been showing for many years, that Americans reclassify on average every 5 years (several times during their careers). Currently in Europe, it is estimated that today's thirty year old people will have to get used to the fact, that in the course of their career they will change their profession seven or eight times. The labor market situation makes it necessary to be more and more mobile, flexible, and as a result willing to change [1]. The labor market situation makes it necessary to be more and more mobile, flexible, and consequently ready to change. There is no chance for a young man to work like his grandparents or even parents, for 30 years in one place.

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Summary

Career management, should be strictly related to the business environment and its conditions. With the transformation of the socio-economic growth and development of the knowledge-based economy, building human capital quality is increasingly important for business. It is also essential due to the demographic problems and the related extension of time activity. In this context the pressure to increase labor productivity and the acquisition of new skills by employees will be more noticeable. The fact is that there is lack of system solutions that would meet the above-mentioned challenges of reconciling the interests of both business and labor market in the field of human capital management. However, this type of system solutions can be developed only on the basis of the education system, as it is a plane connecting the two areas. System solutions should support the free movement of professional roles, because this process is in the interest of the employers and the workers themselves. In conclusion:
participation of workers in modern technological processes at Industrial Plants requires competence supplemented and developed in shorter time,
it would be desirable to prepare young people for future employees within the school giving a well-established universal knowledge at a basic level in a few selected fields of study,
acquisition of new competencies in fast-changing environment should be given to the industry with the support of a well-developed post-graduate education (training modules).

References

M. Urbanowicz, Nowe życie z nowym zawodem, http://www.kariera.pl/czytaj/2200 /nowe-zycie-z-nowym-zawodem/ [01.04.2014].
M. Morawski., Zarządzanie wiedzą. Organizacja
system pracownik, Wyd. Akademii Ekonomicznej, Wrocław 2008, s. 6873.
D. Hubner, Koniunktura gospodarcza, Państwowe Wydawnictwo Ekonomiczne, Warszawa 1994.
M. Buckingham, C. Coffman, Po pierwsze: złam wszelkie zasady. Co najwięksi menedżerowie na świecie robią najlepiej, Wyd. MT Biznes, Łódź 2004,
A.F. Costina Entrepreneurship
unessential competence in the European education, Revista de Management si Inginerie Economica, 2009, Vol. 8, No. 1.
Wizja zrównoważonego rozwoju dla polskiego biznesu 2050, dokument Ministerstwa Gospodarki.

SWOBODNY PRZEPŁYW RÓL  ZAWODOWYCH SPOSOBEM
NA EFEKTYWNE ZARZĄDZANIE KARIERĄ

Streszczenie: Postęp technologiczny, wyzwania i przemiany gospodarcze, w szczególności zmiany w strukturze przemysłu i rynku, demografii, wartościach, ponadto coraz krótsze cykle koniunkturalne, powodujące w konsekwencji wzrost bezrobocia sprawiają, że wiele osób jest zmuszonych do poszukiwania pracy w branży innej, niż tej w której dotychczas się znajdują. Swobodny przepływ ról zawodowych rozumiany jako przekwalifikowywanie się, może być sposobem na utrzymanie ciągłości pracy. Co więcej funkcją swobodnego przepływu ról jest elastyczność, postrzegana jako kluczowa kompetencja, warunkująca przetrwanie w nowej rzeczywistości gospodarczej, funkcjonującej na zasadach Gospodarki Opartej na Wiedzy (GOW) .

Słowa kluczowe:
gospodarka oparta na wiedzy, swobodny przepływ ról, elastyczność, kapitał ludzki

自由流动的专业角色作为管理职业生涯的一种方式

摘要:技术进步、挑战和经济变化,在结构的行业和市场,人口统计学,值的特定更改,此外,经济周期越来越短,造成的失业问题 使许多人被迫寻求激增的工作以外,他们在行业中。除其他外的自由流动的专业角色,理解为再培训,可能是一种维护工作的连续性。什么是更多的自由流动的角色功能是灵活性,视为关键的能力,在新的经济现实,运作的基础上的知识基础经济 (KBE) 生存的条件。

关键词: 知识为基础的经济的专业角色、 灵活性、 人力资本的自由流动

 
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