Today’s organizations project a new look with renewed workplace culture. They have increased expectations from their workforce. Organizations are looking for the most dynamic, talented and productive personnel. At the same time, the employees are looking for organizations that offer them roles to exhibit their talent and allow them to put their skills to use. With the new demands that are emerging in the organizations today the need to move the right talent to the right role at the right time is the need of the hour. Simply put, this is ‘talent mobility’. Popular industry analysts define talent mobility as the process that promotes movement of talent from one role to another within the organization.
Why talent mobility?
The dynamic changes that are taking place in the organizations today are encouraging them to adopt the talent mobility strategy instead of opting out for expensive external hiring. When the business needs change, managers need to think of effective strategies to meet the new demands. Talent mobility is one such key and effective strategy that organizations are adopting today. It may be at various hierarchical levels.
Today, employees are not merely working for meeting their basic needs of living or making money. They are passionate about their work. If they are not given an opportunity to put their skills to use or are not properly rewarded or recognized, they move out in search of greener pastures.
There is hardly any doubt that organizations put in intense efforts to recruit highly talented people. Their challenge does not end with recruiting talented workforce. Talent retention is a bigger challenge that organizations face today. For talent retention, organizations need to design and effectively promote talent mobility programs.
An effectively implemented talent mobility program is highly cost-effective. Besides it promotes internal talent and enhances employee engagement. With all these benefits in one package, talent mobility results in faster productivity. Whether it is succession planning or filling the positions at any internal level, talent mobility is now recognized as a yielding solution.
How do you design talent mobility?
Having realized the business benefits organizations derive by effectively implementing talent mobility strategy, they are now focusing on designing talent mobility programs. Here, HR has to play a proactive role in identifying the internal talents. The internal recruitment unit should work in close quarters with the HR to rotate talent whenever possible and required.
Once the internal tracking of talent is through, the internal recruitment unit and HR should extend all the support to the employees who possess such talents. The management should motivate and encourage these employees to take up bigger roles and the challenges that invariably follow. This not only promotes talent retention but also doubles employee loyalty toward the organization.
Thus, it can be said that talent mobility, which is an initiative of talent management is an ‘all-in-one’ solution to talent retention, succession planning and enhancing productivity. It integrates organizational and individual needs and enables organizations to achieve the core objectives.
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