Why not consider breaking occupations into more of a collection of projects or mini-projects than job roles? By approaching it this way, we start allowing people to work on strengths matched to specific company needs. Outsourcing becomes more routine and reward gains are matched more closely to value of skills provided.
Benefits might include;that the company can selectively choose the skill/maturity mix; the worker becomes more honed in skills that they like to exercise (strengths); the effectiveness "slack" is tightened up and perhaps the workplace becomes much more interesting with more variety built into self defined roles rather than ones defined by school or corporate resource people.
The dynamics of technology are changing processes at a pace that are driving a constant need to refresh skills which may or may not be a fit when mapped against an existing career role at a company. Also, when you consider that smaller business and startups need some expertise in certain areas but cannot afford a full time hire, this could be a good blend of experience delivered in a bite size amount.
This already exists in some consulting models but more would choose this path if the marketing was more uniformly available. This is where the govenrment or economic development regions could step in.
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Why not ebolish the social role of occupation all together.People should be judged that is hired by the sums of their acquired knowledge, skills and experience. No titles neccesary.
I really, really like this idea. Does anyone know if there are companies out there who actually DO hire people in this manner (other than the counsulting firms mentioned)?
Great idea... for organizations that can handle it. I work for A 40,000 person organization, and we do exactly what you describe. Computer technology really makes this possible... matching job requirements with people skills.
The problem is that smaller workgroups cannot effectively deal with this granularity in their job design. A workgroup of only a few people needs to wrap so many skills into their personnel, that you end up back with the basic job designs.
Thank you all for the comments! This is why I like this site, the ability to synthesize ideas is awesome.
I currently am working with opportunities that involve proposals to government for ideas that work through the Small Business Investigative Research (SBIR) program. This is a potential model structure that can be further developed to support this program for smaller companies to follow for external work. Again the government support is needed to encourage this transformation possibly licensing and monitoring recruiting firms.
While I agree that a small business requires more tasks under one hat (anti-granularity), it is still a small business that moves much faster than a larger corporation. The federal government recognizes this through the SBIR program. Congress has recently extended this program for just that reason.
As we move more towards a future of independence ("own something") then more ownership of a career plan and execution seems a natural outcome.
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I think GE makes have a kind of a similar approach. The jobs have contracts with some terms. Since the term is defined, major objectives turn out to be like projects. During the start you make deal etc. One of my freinds in Netherland GE City had told me the system.
On the other hand I think taht for white collars it is a great idea. But life will be difficult for most of the people. But I agree will be much productive.
Porject management and problem solvingi planning skills will be key than ...
Probably makes the most sense in employee owned enterprises.