The process of talent mobility within an organization to an in-house lateral position where they can better leverage their competencies, experience, and skills toward your organization’s goals is known as a talent mobility program. What does this all entail?
This indicates that an employer has an idea to move their employees from their current job role (Point A) to a better job role (Point B), where they will be of greater value to the organization.
As a business leader, you have a goal in mind—the correct migration of your in-house talent. However, how exactly do you move your in-house talent from one location to another? Going somewhere you’ve never been can be difficult, especially if you don’t have a map or GPS to help you along. Similarly, while making a talent mobility plan, talent development software might come in handy, helping you track employee competencies.
Over the past year, businesses in all industries have faced unimaginable difficulties. Many have had to make the difficult choice of implementing furloughs, layoffs, or force reductions. Thus, it is crucial for employers to use the best of their employees’ abilities with the help of a talent mobility plan.
Here are a few reasons why you must invest your time and effort in creating a talent mobility plan:
Career Pathing
Career pathing or visual maps can help managers or HR professionals discover new things in their companies, like the talent that is hidden or not used.
Utilizing competencies and career pathing makes it simpler to compare an employee’s qualifications to a position and demonstrate talent mobility to prospective employees, showing them that your business is committed to supporting and developing its workforce.
Old is New!
Your business can save a lot of money and time by hiring internally instead of hiring new employees. This will also free up time that would have been spent reviewing many resumes and scheduling multiple rounds of interviews.
Suppose an employee has performed well in one position at your company. In that case, they will already be familiar with the company’s culture and mission, which will ease the transition to a new position. Although there may be a learning curve as they adapt their skills or acquire new ones to meet the requirements of a new role or project, the total amount of time and money spent on training will likely be significantly less than what it takes to get a new hire up to speed.
Hints of Change
Top employees in any company have a growth mindset and know how important it is to keep learning new skills and taking on new responsibilities as the workplace changes. Managers who have a talent mobility plan in place can avoid unexpectedly filling roles with employees who may not have received adequate training and are forced to deal with a short learning curve on the part of their new hires.
If these employees notice their careers stagnate, they won’t hesitate to look for job opportunities elsewhere. Therefore, a talent mobility plan turns out to be both vital and beneficial for companies these days.
Conversation is the Key
With the right solution, you will have a detailed map showing your employees’ competencies and qualifications for advanced positions. You can also talk to employees regularly to find out who would like to change jobs and how you, as a manager or HR professional, can help them do so through skill assessment.
This also demonstrates to employees that you are considering their long-term employment with your company, resulting in increased engagement and retention.
Build your talent mobility plan and save time, cost, and resources for the betterment of the organization.
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