Abstract:

In the post-modern era, it is more meaningful to identify individuals' careers in terms of the achievements relating to their work experiences - knowledge, skills, competences - rather than in terms of job titles or career progression. The most important guarantee of career security is employability, the enhancement of career potential - development of career capital and personal career management resources needed in the complex environment. Work tasks, roles, formal and informal training, and relationships with co-workers in organisations serve as career experiences in which the knowledge and skills acquired in the course of these experiences are used in current and future jobs. Dynamic learning is therefore a key process in the career potential development of employees. In the rapidly changing business environment, companies are increasingly confronted with completely new situations and problems where old solutions are not suitable and the situation has to be solved in the here and now, without having time to gather all the necessary information, or with insufficient information. As a result, learning process often becomes as not something that can be pre-planned, standardised and rationalised, but something that happens spontaneously, through experimentation with existing information, knowledge and experience. Learning and acting in today's complex context must be agile and integrated. It is therefore believed that a dynamic employee learning process, appropriately designed by the organisation, can meet the need for employee caree development on the one hand and organisational adaptability on the other.

The aim of the study was to establish the relationship between dynamic learning for career and employability in the population of employees working in high tech companies. The study involved 300 respondents. The average age of the respondents was 35 years. The average length of employment in the organisation was 5,4 years. The scales used for the study were dynamic learning process for career and employability. The dynamic learning process for career reflects respondents conceptions of the organisation's internal environment that is more or less conducive to employees' learning, providing employees with a variety of learning experiences that contribute to the development of career capital. The scale used in the study consists of statements measuring the following dimensions: diversity, productive tension, connectedness, experimentation, and tolerance of mistakes. The study calculates the internal consistency coefficient of the scale, Cronbach's α, as 0.823. Employability measures the perceived ability to enter and remain competitive in the labour market. Employability, understood as an individual's resources to sustain career continuity in a complex labour market, is measured in this study by assessing subjectively perceived career potential using Lodi et al.'s (2020) 10-item scale to measure perceived employability in the current workplace and in the external inter-organisational environment. The study calculated an overall scale internal consistency coefficient of Cronbach's α of 0.836. The findings of the study confirmed the existence of a positive relationship between a dynamic career learning process and overall employability.

Keywords:

Dynamic learning for career, employability.