How Critical is it to Build an Internal Mobility Strategy?

Thinking of fostering internal mobility in your organization? If yes, then you are not alone in this endeavor. IBM reports that 79 % of HR professionals believe that internal mobility is essential to their Talent Management Strategy as depicted in TMI’s latest infographic – Why & How Managers Can Promote Internal Mobility. So, if you are seeking ways to make internal mobility a common practice in your company, this infographic can be a great point of reference.

And, for those of you who are not familiar with the concept if internal mobility, this is the right place to be to widen your knowledge of this subject. So, let me start with explaining to you the meaning of it.

When your workers choose to change their role and engage in some other activity within the company, it is referred to as internal mobility. In other words, it’s a practice of moving from one division of the organizations to the other to perform a different set of duties.

HR leaders of today have a deep aspiration of promoting internal mobility, but unfortunately, it isn’t working well for many organizations. Do you want to know why? If you look closely at the TMI infographic, you will find out that as unemployment starts to reduce, voluntary turnover begins to grow.

Deloitte reports that 50% of the HR professionals at the C-suite level say that it is becoming simpler for employees to land a job outside their company. However, internal mobility is a critical exercise that managers must focus on to keep the workforce satisfied and motivated.

Managers should realize how beneficial it can be for the business to allow their staff to shift from one department to the other. This is an effective way of sharing knowledge and boosting diversity as a result of which the productivity of the firm is ought to go up. Also, by not giving due importance to internal mobility, a company risks wasting the potential of its employees and losing them to competitors.

The TMI infographic suggests a few steps that you should follow to build a bankable strategy for internal mobility.

Step 1: Do not just pay attention to the high performers. Everybody deserves a chance to show potential.

Step 2: Contrive Learning resources to help your employees expand their skills set.

Step 3: Use contemporary technology to boost the productivity of the employees.

Step 4: Educate as well as empower you managers to enable them to act as solid support to their subordinates.

Step 5: Make internal mobility a crucial part of your culture.

HR practitioners who wish to gain prowess in this theme can always go for a Talent Management certification and learn the art of constructing effective talent strategies to help companies streamline their talent acquisition process and identify desirable candidates. So, now you know the route to enforcing internal mobility in your company. Get certified today!