Currently, 40% of employees are dissatisfied with the career path given by their supervisor and the lack of opportunities to grow in the desired path. Several studies have shown that the power to shape one's own career path affects mental health. Stress level and the overall well-being of the person.

A survey by LinkedIn suggests that 94% of employees want to stay at the same organization. If they feel that the organization cares and invested in their career progression, 34% of employees are instantly hap pier knowing that the knowledge they gained from the training can be applied immediately to their job. Deciding to resign the way leaders give them the opportunity to learn and grow plays an important role in increasing their job satisfaction and involvement in the organization.

Pulse of Talent surveys show that only 52% of high potential workers are willing to stay in the same role with the same supervisor for three to five years. will cost the organization 33% - 213% of the annual salary for that position in order to make the new employee able to work instead of the old one who resigned.

Encouraging employees to design their career growth according to their own needs. Therefore, it is an issue that organizations of the future need to focus on to maintain and develop high potential workers with good health in the organization knowledge of individual development plan management is applied. Give employees the opportunity to learn on the job and develop skills through a variety of methods, such as temporary job relocation Having a mentoring, coaching system, as well as giving employees the right to design their own growth path in a transparent and flexible corporate culture, etc.

Implications for the future:

- Organizational structures that enable employees to design and grow in their individual careers must be flexible enough to allow employees to experiment and explore themselves. At the same time, there must be an effective strategic human resources development system. So that employees can grow into the position they want. At the same time, it is in line with the vision and direction of the organization's growth.

- Operations by eliminating unnecessary intermediaries so that all employees have direct access to team members, supervisors and senior management. It will help to convey and exchange visions. Corporate culture and translating long-term policies into tangible practices. This helps employees know how to place themselves in the organization in the short, medium and long term.

- Using technology to detect a person's aptitude, such as a genetic code test more emphasis is placed on human resources.

Reference:

- The future of HR: From flux to flow https://assets.kpmg.com/content/dam/kpmg/xx/pdf/2022/11/the-future-of-hr-report.pdf

- This moment requires agility — and L&D can lead the way https://learning.linkedin.com/content/dam/me/learning/en-us/pdfs/workplace-learning-report/LinkedIn-Learning_Workplace-Learning-Report-2023-EN.pdf

- Accelerating Talent for Tomorrow https://www.kincentric.com/-/media/kincentric/2022/november/talent-intelligence/Kincentric_Talent_Insights_Report_FINAL.pdf

Read more articles about the future of the organization and work at https://web.facebook.com/FutureTalesLABbyMQDC/ and https://www.blockdit.com/futuretaleslab