Mobility
I) Purpose Clarity
Clearly articulate the goals of
the overall structure, policy, and
process of a talent management
initiative and tie them directly
to business targets and financial
impacts. To improve employee
engagement, provide growth
opportunities for employees
(to help increase their
satisfaction and engagement),
lower costs with faster fills,
improve the retention rates
of top performers, and build
organisational readiness with
leadership capability to fill
positions internally.
II) Policy Guidelines
Organisations need to translate
the business purpose of talent
management initiatives (such
as talent mobility) into business
policies to establish consistent
and simple guidelines for hiring
managers and employees. These
policies can then determine
how departments are organised
to deliver the services, how and
when the initiatives can apply,
and any connection between
internal mobility and other
HR initiatives. Having such a
policy in place can go far toward
alleviating the concerns of the
greatest source of resistance
to internal talent mobility
programmes, such as alleviating
hiring managers’ worries about
losing top people.
III) Process Design
Business policies concerning
internal mobility are put into
practice through processes
that inform employees of
internal opportunities, provide
managers with visibility into
the talent profiles of suitable
candidates, and manage the
internal talent acquisition
processes.
Many organisations use intranet
sites to post opportunities
and receive applications from
employees. With intranet
sites, a communications plan
should promote the selfservice process of accessing
opportunities for employees.
Hiring managers and recruiters
should also have the selfservice capability to proactively
search for candidates internally,
tapping the internal talent
community to source highquality candidates.
IV) Platform Capability
In addition to building
extensive bench strength for
the organisation, visibility
into succession planning and
promotion opportunities
creates another impetus for
talent to stay. As a strategic
component of talent strategy,
In addition to building extensive
bench strength for the organisation,
visibility into succession planning
and promotion opportunities creates
another impetus for talent to stay.
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talent management technology
can provide a platform for
linking internal mobility with
both performance management
and succession planning.
The platform also consists
of a database of employee
talent profiles, and includes
job posting functions, a skills
library and workforce planning
modules.
V) Performance Measures
The policies and procedures
that an organisation employs
to fulfil its talent mobility
goals produce data that can be
captured to track performance
and reveal how well internal
mobility initiatives are actually
performing. Tracking the
percentage of internally filled
positions is typical. Data on
total turnover and turnover
costs also serve as important
indicators of a talent mobility
programme’s performance for
continuous improvement.
Results from Talent Mobility
Based on well-optimised
technology and processes, a
clearly communicated talent
mobility initiative should
receive strong enterprise-wide
support that bestows a number
of distinct advantages for an
organisation.
• Cost avoidance
Internal mobility initiatives help
corporations avoid costs by
increasing retention. Offering
employees the opportunity for
growth within the company can
cut down on one of the leading
causes of turnover.