Alternative career models refer to career paths that emphasize diverse, parallel career trajectories rather than a single linear progression, commonly seen in larger organizations with stable hierarchies. These models offer employees multiple avenues for career advancement, such as leadership, technical expertise, and project management, with each model representing distinct career focuses. The concept was particularly developed in literature to address the changing nature of career progression, especially in modern, dynamic work environments.
In larger organizations with a sufficient number of homogeneous roles in stable hierarchies, the simultaneous development of multiple career models seems feasible. However, smaller companies or those with a heterogeneous job structure may rarely present clear career patterns, and each vacant position, particularly leadership roles, often leads to individual succession considerations.
Leadership Career Path
A leadership career involves vertical progression within the organizational hierarchy, typically upward. The hierarchy serves as the structural principle, establishing systematic relationships between subordinate and superior roles. However, with economic stagnation and organizational restructuring, particularly the creation of flatter hierarchies, opportunities for advancement within the traditional leadership career have become more limited.
Technical Career Path
The technical career shares some similarities with the leadership career in terms of upward mobility. However, it typically involves a higher proportion of specialized tasks with minimal involvement in personnel management and administrative duties. Individuals following a technical career are motivated by their expertise in a specific field and may be unwilling to take on leadership roles due to the time and focus required, which would diminish their technical skills and knowledge. The primary goal of the technical career is to retain highly skilled professionals by offering them alternative advancement opportunities that allow them to focus on their area of expertise.
This model is particularly suited for industries that rely on specialized knowledge, such as research, development, IT, and marketing. Within the technical career path, a second branch of hierarchy is created, running parallel to the leadership structure. Key elements of this path include clear role distinctions, salary ranges, and specific criteria for promotion and performance evaluation.
Example of a Technical Career Path
In many organizational contexts, employees work increasingly in projects, which involve complex, multidisciplinary, and temporary tasks. These projects often introduce a third, horizontally-oriented career structure: the project career. This model is not just about employee involvement in project work but incorporates it into the broader human resources development strategy. The temporary nature of project work allows for real-time assessment of employee potential and provides opportunities for alternative career paths, based on the employee’s role and the importance of the project within the company.
A potential career progression could involve starting as a project team member, moving on to roles as a deputy project manager, and eventually leading projects of increasing complexity and significance. Unlike the traditional leadership or technical career paths, the project career does not always have a clear role designation compared to these paths. Many employees, however, see project career progression as an important stepping stone to leadership roles within the hierarchical structure.
International Career Models
Another direction for alternative career models is the international career, which is particularly relevant for employees in multinational organizations. These models provide opportunities for employees to take on roles abroad, allowing them to gain experience in different cultural and business environments, further enhancing their career progression.
The Changing Landscape of Career Patterns
With the structural changes in the economy and society, traditional career models are evolving. In the past, employees often spent many years with the same company, following a single career path. Today, most employees switch not only their job roles but also their employers throughout their careers. This career mobility often crosses industries, and professional careers no longer adhere strictly to a single company but rather consist of diverse roles across different organizations.
