Re-write of case studies - Blueprint - Australian Blueprint for Career ...

PD Kit
2.1 Equipping Workers for the 21st Century World of Work
Over the past few decades, there have been significant and irreversible changes in the
world of work. Globalisation, economic restructuring, technological advances and social
trends have dramatically altered the work environment.
As a result, Australia’s labour market has undergone considerable change, becoming a
flexible and versatile extension of the globalised workplace – or the ‘21st century’ world of
work. This dynamic and uncertain workplace represents many challenges to the employees
of today and the future.
Arguably, the most significant workplace change is the concept that a ‘job for life’ is no
longer a reality. Most individuals will likely change jobs, if not careers, numerous times
throughout their working life. Most individuals can no longer rely on one-off vocational
training gained early in their working life; they will need to constantly learn and update
their knowledge and skill set to meet changing demands.
Job changing is further influenced by the fact that permanent jobs are being replaced by
more flexible working arrangements such as casual, contract and project work. Similarly,
the desire for the best work–life balance has resulted in more flexible work opportunities
with more part-time work, home-based employment and self-employment. Such changing
workplace dynamics have also affected the way individuals seek work. The traditional
method of securing employment via advertised job vacancies is increasingly being replaced
by more proactive and creative job search methods.
Advances in technology have created new occupations and made others obsolete. These
developments have further influenced work practices and introduced new demands on
workers.
These changes in the world of work require workers to continually develop skills beyond
those traditionally associated with their chosen occupation. Transferable skills such as
communication, critical thinking and teamwork, and personal attributes such as
adaptability, resilience, resourcefulness, creativity and enterprise will increase an
individual’s employability in this changing work environment.
And, significantly, it is recognised that employees of today and the future need to engage in
lifelong learning and to develop specific career management skills which will assist them to
continually and effectively transition between work, learning and other life roles.
However, recent Organisation for Economic Development and Co-operation (OECD)
research indicates that career development services for adults in Australia are currently
limited. The research found that existing services are primarily focused on initial transitions
to work and services for the long-term unemployed. Few services are available for those
individuals in jobs or those re-entering the labour market (OECD, 2002, p 14 and p 19).
Furthermore, a recent standing committee inquiry into issues specific to mature-age
workers found that many such workers have never had access to career counselling, but
are just as much in need of it as young people (House of Representatives Standing
10 AUSTRALIAN BLUEPRINT FOR CAREER DEVELOPMENT – ADULTS PD KIT