The Impact of Changing Workforce Demographics and Dependency on Technology on Employers’ Need for Expert Skills

Germain, Marie‐Line

doi:10.1007/978-3-030-64371-3_9

Cited by 4 publications

(2 citation statements)

References 4 publications

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“…Although workers are expected to fulfill new expertise needs to an increasing extent (Germain, 2021;WEF, 2023), doing so is not an easy process and not necessarily something every worker aspires to do or masters . Research has shown that workers could become inflexible in their thinking and acting and experience a more limited motivation to adapt because of ingrained routines, habits or beliefs, which may lower their expert performance .…”

Section: 1 Introductionmentioning

confidence: 99%

From expert to flexpert. How workers meet new expertise needs throughout their careers

Frie

2024

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This PhD dissertation focuses on the need for workers to adapt to evolving expertise requirements in the midst of complex societal and organizational changes. The global labor market is witnessing a surge in the demand for upskilling, reskilling, and multidisciplinary expertise as workers navigate transitions. As such, scholars shifted their perspective from understanding how one becomes an expert to safeguarding a worker's future position in the labor market. This dissertation increased our understanding regarding the concept of ‘flexpertise’, which describes individual workers' adaptive abilities to meet expertise demands in their careers. We captured this adaptive ability into dynamic process models which describe the mechanisms by which workers can deal with ongoing changes in their working environment. This enables them to stay employable and to meet the needs of their surrounding stakeholders at the same time. The dissertation furthermore outlines what the focus on flexpertise development implies for leaders and HR/D functions, advocating for bundles of ‘renewal practices’ alongside expertise development practices. In conclusion, our research underlines the importance of continuous adaptation in the evolving labor market and raises ethical considerations about the feasibility of everyone becoming a flexpert.

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Section: 1 Introductionmentioning

confidence: 99%

From expert to flexpert. How workers meet new expertise needs throughout their careers

Frie

2024

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“…The current issue and full text archive of this journal is available on Emerald Insight at: https://www.emerald.com/insight/1362-0436.htm employees are expected to continuously renew their skills and expertise to adapt to ongoing changes (Germain, 2021). The need for developing skills proactively is intensified by the fact that labor markets increasingly embody volatility, uncertainty, complexity and ambiguitycoined in the acronym -VUCA (Baran and Woznyj, 2020).…”

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confidence: 99%

Proactive behaviors matter for my job! The roles of career decidedness and career stress in face of VUCA

Le,

Lee,

Gopalan

et al. 2024

CDI

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PurposeDrawing on the conservation of resources theory, this study examines how proactive skill development (PSD) influences job performance and mediating and moderating mechanisms underlying the above relationship.Design/methodology/approachData were collected from a sample of 261 full-time workers in three waves, spaced by a six-week interval (Time 1, N = 360; Time 2, N = 320; Time 3, N = 261).FindingsThe results confirmed that career stress mediated the relationship between PSD and job performance. Additionally, high career decidedness strengthened this negative relationship between stress and performance. Furthermore, career decidedness significantly moderated the indirect PSD–performance relationship via career stress, accentuating the indirect effect when decidedness is higher.Originality/valueThis study sheds light on the important role of proactive skills development in influencing job performance and what factors can affect this relationship. It offers practical implications by highlighting how targeted training can boost employees' proactivity and performance.

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Meeting new expertise needs throughout careers: A group model building approach in the field of HR/D

Frie,

Korzilius,

Dobbinga

et al. 2024

Human Resource Dev Quarterly

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Organizational and societal transitions require workers to upskill and reskill their expertise within and across the boundaries of their current domain(s). This may also require them to materialize their renewed expertise in novel settings in interaction with stakeholders who hold different expectations regarding their know‐how and contributions. To stay employable, workers need to deal with shifting expertise needs by creating beneficial outcomes for themselves and their stakeholders, as captured by the so‐called flexpertise concept. Thus far, expertise research left largely unaddressed how workers adapt through intra‐individual changes over time and social interactions in naturalistic settings in which they encounter various new expertise needs. To increase our understanding of the dynamic nature of workers' adaptation processes, we conducted a Group Model Building study with HR/D practitioners. Through this structured group facilitation method, these practitioners cocreated a dynamic process model, based upon their varied experiences in practice regarding the flexpertise phenomenon. The newly developed model portrays how workers make balanced decisions to adapt, go through loops of learning‐by‐mistakes and ‐successes, and ultimately turn their new know‐how into outcomes, with or without impact, leading to new adaptation cycles. Furthermore, the practitioners defined leverage points where HR/D practices can stimulate individual adaptivity. This GMB study may set the agenda for future expertise and employability research and provides the foundation for designing bundles of HR/D practices to foster flexpertise.

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The Impact of Changing Workforce Demographics and Dependency on Technology on Employers’ Need for Expert Skills

Cited by 4 publications

References 4 publications

From expert to flexpert. How workers meet new expertise needs throughout their careers

From expert to flexpert. How workers meet new expertise needs throughout their careers

Proactive behaviors matter for my job! The roles of career decidedness and career stress in face of VUCA

Meeting new expertise needs throughout careers: A group model building approach in the field of HR/D

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