9 Best Practices for Maximizing Internal Mobility - American Society of Employers - Heather Nezich

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9 Best Practices for Maximizing Internal Mobility

Internal mobility benefits both your company and your employees.  It helps boost retention by providing career growth within your organization and as a result drastically reduces recruiting costs. Younger generations seek a steady pace of career growth, and unlike older generations who stayed many years with one employer, will hop jobs to achieve that growth.  This can be prevented by providing those opportunities internally.

A new white paper "Maximizing Internal Mobility: 9 Best Practices for Success" by Harver explores the significance of internal mobility within organizations and outlines nine best practices to effectively implement and leverage internal mobility programs.

Let’s look at the nine best practices outlined in the Harver white paper:

  1. Establish a clear vision and strategy for internal mobility. Define goals, objectives, and desired outcomes for internal mobility initiatives, aligning them with the overall business strategy. By having a clear vision, companies can effectively communicate the value of internal mobility to employees and leaders alike.
  2. Create a supportive culture that values and encourages internal mobility. Foster an environment where employees feel empowered to explore new opportunities within the company, without fear of negative consequences. This includes promoting transparency, providing resources for career development, and recognizing and rewarding internal mobility.
  3. Leverage technology to facilitate internal mobility processes. By investing in tools and platforms that enable employees to discover internal opportunities, apply for positions, and track their career progress, organizations can streamline the internal mobility process and ensure equal access to opportunities for all employees.
  4. Utilize data-driven decision-making in internal mobility programs. Collect and analyze data on employee skills, performance, and career aspirations to identify potential candidates for internal opportunities and make informed decisions about talent placement and development.
  5. Provide robust training and development programs to support internal mobility. Invest in continuous learning initiatives that help employees acquire new skills, expand their knowledge base, and prepare for new roles within the company.
  6. Promote transparency and communication throughout the internal mobility process. Clearly communicate the availability of internal opportunities, eligibility criteria, and the application process to all employees. Additionally, regular updates and feedback should be provided to candidates throughout the selection and placement process.
  7. Offer personalized career development support to employees. Provide individualized guidance, coaching, and mentorship to help employees identify their career goals, assess their strengths and weaknesses, and create a roadmap for career advancement within the company.
  8. Build strong partnerships between HR and business leaders to drive internal mobility initiatives. By collaborating closely with business units, HR can gain insights into talent needs and strategic priorities, ensuring that internal mobility programs are aligned with organizational goals.
  9. Highlight the need for ongoing evaluation and refinement of internal mobility programs. Regularly assess the effectiveness of their initiatives, solicit feedback from employees, and make adjustments as needed to optimize outcomes and drive continuous improvement.

By following these best practices, companies can create a culture of mobility, unlock the full potential of their workforce, and achieve sustainable success in today's dynamic business environment.

The full white paper can be downloaded here.


Source: Harver.com


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