The 7 Deadly Sins of the HRD: Sin #3, to see oneself as essential

The company is not solely responsible for the employability of employees

Let’s be clear, making a career within the same company is a concept that is now a thing of the past. And for good reason, today’s world, in constant change, where the economy is more and more competitive and the increasingly demanding job market is largely responsible. Faced with this, everyone must be aware that it is necessary to define their own professional trajectory and set the objectives that accompany it. A paradoxical situation when we know that many young graduates no longer imagine themselves doing the same job throughout their careers….

However, to meet market demands, the future employee must now, more than ever, work on his employability and take charge of his career. Being employable has become the big issue for all of us. To do this, it is a matter of cultivating your personal brand, developing skills by working on your potential, your different knowledge and your adaptability to different environments.

The objective of this work is to be able to be sustainable, to be able to plan for the future with the best chances of success here or elsewhere.

Making oneself indispensable is undoubtedly the greatest challenge for employees in companies.

The role of HRDs is to support them in taking this new situation into account. They must, with the support and involvement of the management teams, help them to understand that efficiency must be put back at the centre of the debate. It is a question of making newcomers understand that it is their involvement in carrying out their missions on a daily basis, their investment in new projects, that makes it possible to deploy their employability.

The company and HRDs no longer force people to train at all costs and outside their real aspirations, but are now working to restore the desire to train in order to give meaning to their careers and enable them to develop fully and usefully.

The Millenials : Generation in perpetual motion

This is the major consequence of today’s situation. All these transformations are now forcing companies to ensure the loyalty of Generation Y or risk losing a significant portion of their workforce. According to Deloitte, 44% of Millennials (people born after 1982) say they plan to leave their current employer within 2 years if there is an interesting offer. A figure that rises to 66% if the deadline is extended to 2020.

The risk for companies is to lose their best talents and the whole objective and to gain the loyalty of Generation Y. The Millennials are looking for an employer who shares their values and it is in this sense that the company must work to retain young professionals.

Another point is that the question of the position and missions is crucial to attracting and retaining the best talent. The focus is on improving everyone’s skills, income and quality of work life. These are challenges for companies more than ever under pressure. No, the company alone is more responsible for the employability of employees.