The talent marketplace needs for HR leaders to focus on talent mobility as a key element of workplace planning and in their retention strategies. Talent mobility is essentially about understanding how a company can be positioned in terms of human capital for growth, productivity, and success while engaging employees in the company’s current and future careers.
At its basic level, talent mobility involves three pillars of internal success programs to develop careers, redeployment and outplacement.
Why Talent Mobility is Important
Due to the competitive nature of the talent market, it is crucial for organizations to be more strategic in retaining their workplace.
A relatively flat organizational structure where key employees leave the company and you replace them is different from a dynamic environment that provides opportunities in the company for training, development and mobility. The ability to provide movement in the company has the power to keep employees within the business because there’s growth opportunities. A structure that focuses on developing employees and provides continuous learning safeguards retention.
This dynamism also broadens the talent pool because now the recruiting efforts can focus on filling entry-level vacancies and give senior and management positions the chance to be filled by experienced and employees with specific skill sets within the company. HR leaders and companies that work with human resource services understand that training and developing employees improves engagement and by extension, retention. Due to growing demands, more resources and results in talent costs, the need for real solutions will help realise greater returns on talent investment.
How HR Management Can Drive Talent Mobility
HR is a key component in creating and playing the change agent role in the workplace. As an employer who wants to retain experienced and productive staff, you need to find ways to engage them and provide support in personal and professional aspiration to give leadership opportunities.
In many cases, employees have no idea about existing opportunities in other departments besides their own. Only when an opening get posted do they know and by then there’s almost no time for them to understand the job requirements in order to apply. Including a career mapping in your company’s HR development program will help solidify talent mobility strategies in the company and further inform employees and give them a chance to encouraging career roles in the business.
Offering development resources can give your employees the chance to discover their own career aspirations. It will also help them learn new skills, experiences and competencies needed for them to grow. The great thing about this is that it instills trust and loyalty. These insights also assist managers guide employees and teams in those career paths. With the help of an expert company, you can get data on skills and interests from your workforce, your training and development programs to hyper-focus on the needs of your employees – you’ll be prepared to help them move into areas they best fit in.
Establish a Mobile Work Environment
Career development and redevelopment is crucial to the succession plan of any business. As talent acquisition professionals, we believe that the best thing to do is look down the talent barrel to fill skill gaps that need to be addressed.
Talent mobility is key to the succession plan of organizations and allow top-tier management positions to be filled. Once you’ve identified great potential in an employee, you’ll need to ensure that they’re career goals and path align with the organizational goals for the future. When you start working together, the company and individuals can plan out training, equip them with skills and other experiences to prepare employees for new roles.
Beyond Talent Hoarding
It’s essential to bring every employee, team leaders and hiring staff are on the same page about the conversation of talent mobility. When team leaders and hiring managers have a great employee on the lookout, speaking about the growth track and transitioning employees into other areas in the company.
Give employees the opportunity to broaden their horizons especially after or during performance reviews or during one-on-one’s.
Avoid hoarding employees and see things through a different light so that you can influence and impact your company’s bottom line. It will also help in contributing to more than the individual employee but also the team’s goals.
At Randstad Risesmart Brisbane, we’re in the business of helping organizations leverage their business through the development of their employees. If you’re looking for a talent mobility company, get in touch with us today.
About the Author
