This line of research aims to translate insights derived from the other lines of research into research questions concerning the design and development of career systems and paths that meet both the needs of organizations and individuals. Organizations are forced to optimize their flexibility, speed, and continuous availability to assure superior performance and customer service. On the other hand, employees seek flexibility and greater availability for their family.
 
Central to this line of research is the concept of career success. We believe  both "objective" career success (wage, promotions, level in the organization) and "subjective" career success (career satisfaction, job satisfaction, work-family integration, health) need to be addressed in order to align individual and organizational needs.

More specifically we will examine:

1. The differences in definition of career success by organizations and managers, and corresponding expectations in terms of career paths within the firm.

2. The study of predictors of objective and subjective career success, in order to improve the preparation of future managers, and strengthen the alignment between firms' and managers' goals.

3. Different responses of firms to changes in the work force in the design and development of alternative career paths that can capture and retain talent in the firm.

4. The complementary support that firms, professional associations, and government can offer to support employees in the career development.

Help us conduct research by taking part in this survey:

Re-conceptualization of Professional Success and its Impact on Business
Participate (In Spanish) 
Preliminary results (In Spanish) 

The Generations of Talent Study  (PDF, 593 Kb)