EDITORIAL THOUGHT LEADERSHIP
Ladder to lattice
Career progression is changing under economic and digital pressure. HR analytics offers a practical response.
By Client Executive Mandisi Dube & Executive Director Jaén Beelders of 21 st Century
South Africa’ s world of work is evolving at a rapid pace, shaped by digital disruption, economic challenges, demographic shifts, and the growing demand for more flexible and meaningful career experiences. Traditional career paths – linear, hierarchical, and often defined by tenure – no longer align with how people want to work, or how organisations need to operate.
As organisations adapt to this changing environment, HR analytics is emerging as a strategic tool to help rethink and redesign career growth frameworks. It enables a more agile, inclusive, and data-informed approach to career development, one that responds to the realities of a dynamic South African labour market.
The shift from ladder to lattice
For decades, the conventional model of career advancement followed a predictable route: starting in an entry-level role and moving upward through a defined set of titles and responsibilities. However, this model is becoming less relevant, particularly among younger professionals who seek autonomy, learning opportunities, and purpose-driven work.
careers in content creation, data science, and green technology are becoming increasingly attractive, especially to a generation raised in a connected, fast-moving world.
An article by the Sowetan explored the growing tension between traditional and new-age careers. While professions such as law, teaching, and nursing remain respected, they are being reimagined in the digital era. At the same time, emerging
This shift calls for a move away from the traditional“ ladder” and towards a more fluid“ career lattice”, where employees can move laterally, diagonally, or vertically based on their skills, aspirations, and the organisation’ s evolving needs.
126 SA PROFILE www. saprofilemagazine. co. za