Issues Related to Dual-Career Couples in HRM

 

A career is a professional journey of a person or the sequence of jobs, roles, and experiences they undertake over their working life. It typically involves the pursuit of a field and the development of skills, knowledge, and expertise in that area. A career often includes a series of employment opportunities and advancements, perfectly leading to personal and professional growth, job satisfaction, and financial stability.

Women's employment in modern days has seen significant progress, although challenges still persist. Over the past decades, women's participation in labor has significantly increased. At the same time, there is a downfall in women's employment during the COVID-19 pandemic situation. According to the World Bank, it says there was a downfall from 47.5 to 46 in the years 2019 and 2020 respectively.

Source - World Bank Data

Dual-career couples are couples in which each companion has their very own career and expert aspirations, which may once in a while create particular HR-demanding situations. at the same time for couples, there are many advantages like, they can get an extra income, equality or be happy spouses, etc. and disadvantages as well.

For couples with two professional careers, juggling work and home responsibilities has never been easy. However, in today’s global economy, where local job opportunities may be harder to find, new challenges are emerging. Is it possible to have a successful career without sacrificing personal satisfaction, life balance, or relationships? A literature review and exploratory conversations with dual-career couples revealed numerous challenges that impact work, home and family, and personal well-being. Success strategies reported by several dual-career couples are presented. Counselling interventions that address role conflict, relationship strengthening, financial concerns, time management, stress management, and work-life balance are recommended. (Roberta A. Neault Deirdre A. Pickerell – 2005)

In the modern world, both men's and women's employment is developing equally dual career issues also being a demanding situation in this modern business environment. Almost every organization that employs both men and women to their organization facing this situation at different rates.  Dual career problems arise when dealing with employees who are part of twin-profession couples.

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Main issues related to dual-career couples in HRM:

Recruitment and Retention

Attracting and maintaining proficient employees who are part of dual-profession couples can be difficult. HR departments want to recollect the professional possibilities and process options for each partner when recruiting.

Work-life stability

Balancing the demands of two careers, especially when each companion works lengthy hours or has worrying jobs, can be a risk. HR may additionally need to recollect flexible painting arrangements and guide programs to help personnel manage work-lifestyle stability successfully.

Transfers

When there is a need for a transfer it brings many additional impacts. For example, if a husband gets a transfer to a new location wife’s job gets impacted. She also needs to search for a job near her husband's workplace or should live apart.

Profession development

Dual-career couples can also require distinctive professional development paths, which HR should put up. This could include

• Developing opportunities for promotions,
• Transfers,
• Abilities development 

Conversation and Transparency

HR needs to sell open verbal exchange and transparency within the company. This can assist employees in speaking about their dual career needs and concerns with their supervisors and HR, ensuring that the organization can be supportive.

Relatives related needs

Dual-career couples regularly have extra circles of relatives-related needs, such as infant care or eldercare guidance.

Supporting Decision

Arguments among partners in a dual-career couple can arise so often spill over into the place of work. HR may additionally need to facilitate conflict decisions and offer assistance when such conditions arise.

Skills Flexibility

HR needs to manage skills mobility inside the employer, ensuring that each partner can get admission to suitable opportunities in the corporation without sacrificing their personal or professional desires.

Conclusion

Failure of organizations to respond to dual-career issues results in costs, not only to the couple but also to their employing organizations. Predictions for the continued growth of the dual-career phenomenon mean that an organization's willingness to address dual-career issues may become an important element in achieving and retaining a competitive advantage. (Jennifer Pierce & Brain L. Delahaye – 2006)

Coping with dual career issues in HRM requires a strategic and supportive method. Corporations that efficiently address those challenges can appeal to and maintain highpoint skills at the same time as nurturing a more comprehensive and supportive administrative center for all employees, such as those in dual-career couples.

References

1. Andrea E. Abele. (2011) Dual - career Couples: Specific Challenges for Work-Life Integration Available at : https://www.researchgate.net/publication/226134388_Dual-Career_Couples_Specific_Challenges_for_Work-Life_Integration (Accessed 07 November 2023) 
2. The International Journal of Human Resource Management (1996) Human resource management implications of dual-career couples Available at: https://www.tandfonline.com/doi/abs/10.1080/09585199600000163 (Accessed 06th November 2023)
3. https://data.worldbank.org/indicator/SL.TLF.CACT.FE.ZS
4. Roberta A. Neault Deirdre A. Pickerell(2003)Dual-Career Couples: The Juggling Act. Available at: https://files.eric.ed.gov/fulltext/EJ719927.pdf. (Accessed 07 November 2023)