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SVP, Chief Human Resources Officer - Kelly Services
Nina M. Ramsey is SVP, Chief Human Resources Officer, for Kelly Services. She holds a Master’s of Education in instructional technology from Wayne State University in Detroit and a bachelor’s degree in human resource management from Oakland University in Rochester, Michigan. She is a member of the HR Planning Society and the Society of Human Resources Management (SHRM).
I don´t know about you, but most people not only accept, but actively seek, career change as a way of amassing skills and remaining competitive. And in fast-growing, emerging markets it seems people do this more.
Thanks to large-scale investment and development in Asia, particularly over the past decade, people are seeking new opportunities and different career choices at a much greater rate. Around two-thirds of people in APAC (63%) believe they will change careers in the next five years—significantly higher than the 48% in the Americas, according to the latest Kelly Services white paper, What Really Shapes Careers.
When we examine why people consider career changes, we can clearly see the knock-on effect of economic development and economic health on worker attitudes. In the Americas, the main reason for considering a new career is to increase income. And here, we also find the largest portion of people concerned that their industries waning.
Conversely, in APAC, where the job market is more buoyant, career change decisions are driven mainly by the desire to improve work-life balance. In EMEA, the prospect of a different career is driven by changing personal interests.
The other major indicator that people are changing their career approach and planning for ongoing change, and perhaps decreased job security, is the strong focus across the globe on continuously upgrading ones skills. Those in APAC and the Americas place the highest priority on skill development and are somewhat more likely to believe it is necessary for career advancement than those in EMEA.
It seems that people are now approaching their careers with ongoing change at the center, rather than focusing on loyalty and tenure. Key ingredients for success are seen as broad experience and a solid, current skill base.
Would you agree?