Fostering internal talent mobility

Novnish Ramesh

Content Marketing Manager, EMEA

In today's constantly changing world of talent management, organisations need to be agile and equip their workforce with the adaptability to meet evolving challenges. In a recent episode of the HR Grapevine Podcast, Luke Hicks, the Regional Sales Director at Cornerstone, sat down with the podcast host, Kieran Howells, in a captivating conversation about the importance of internal talent mobility and its profound impact on the future of businesses.

Talent management program

To unleash your employees' full potential, having a robust talent management program is a must. Luke introduced Cornerstone's 2023 Talent Health Index report. The report takes a deep dive into your organisation's talent program and its maturity. It is a comprehensive report that assesses four maturity levels: Foundational, Administrative, Sophisticated and Transformative. It reveals that organisations actively embrace talent mobility, with an average score close to the transition between administrative and sophisticated indicating a significant shift towards agile talent management.

The evolution of the corporate landscape

The world of business has been rapidly transforming, especially in recent years. With the advent of the pandemic, remote work gained momentum, opening doors for organisations to tap into talent from diverse geographic locations. This acceleration has led to a fundamental shift in how companies perceive talent mobility and employee development. The traditional "business as usual" mindset has given way to a new, more flexible norm, providing employees greater control over their career paths.

A shift in power dynamics

A significant change in power dynamics within organisations has emerged. Historically, strict hierarchies dictated employees' career advancement based on conventional performance reviews and competencies. But today's workforce desires more than simply climbing the corporate ladder; they value work-life balance, personal satisfaction and personal growth. Organisations are responding by shifting from a top-down approach to a bottom-up model, empowering employees to mold their career paths. It's all about embracing a more employee-centered approach!

The legal sector embraces change

The legal sector, typically seen as quite traditional, has adapted to changing workforce dynamics with the rise of remote work, flexibility and an increased focus on employee engagement. Luke mentioned that even in such conservative industries, talent mobility has become crucial. For those who've reached career peaks and are looking for a better work-life balance, transitioning into advisory or consulting roles within the same organisation has become feasible and attractive. This adaptability showcases how even the most traditional sectors can flourish by embracing talent mobility.

Small and mid-sized organisations

As the conversation delved into the journeys of small and mid-sized organisations in crafting effective talent mobility strategies, Luke believed these companies had an edge in fostering agility as they could adapt swiftly. Small organisations often require employees to wear multiple hats, encouraging skill development and flexibility. They have a unique opportunity to efficiently utilise their workforce and establish a culture of knowledge sharing and mentorship.

For organisations looking to embrace a talent mobility mindset, Luke offered a valuable piece of advice. He advocated for creating a culture that valued knowledge sharing and mentorship. When employees feel responsible for sharing their knowledge and mentoring their peers, it fosters a culture of continuous learning and development.

Embrace talent mobility

Talent mobility plays a crucial role in the adaptability and agility of talent management. The insights from the podcast episode provide a roadmap for organisations to navigate the evolving landscape, unlock their employees' potential and thrive in a dynamic and ever-changing business world. Listen to the full podcast episode and learn more about how you can harness the power of talent mobility to foster growth, create a more flexible work environment and ensure the continued success of your organisation.

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Gestión de la cadena de suministro de talento: el nuevo imperativo empresarial para los RR. HH.

Publicación de blog

Gestión de la cadena de suministro de talento: el nuevo imperativo empresarial para los RR. HH.

Por lo general, el término "gestión del capital humano" se usa para referirse a funciones o departamentos que gestionan a las personas y los procesos de una empresa. Lo que me gusta de este término es que pone en un mismo nivel la percepción que tiene la empresa de los activos de su capital (edificios y equipos) y los activos de su personal (habilidades y experiencias de los empleados). La mayoría de los líderes empresariales entienden la gestión de la cadena de suministro, que se encarga de gestionar y supervisar el flujo de bienes y servicios en una empresa. En esta disciplina, es fundamental conocer el inventario exacto de todos los activos físicos. Pero aquí es donde este tema se pone interesante. Son pocas las veces que la función de gestión del capital humano (es decir, RR. HH.) piensa en la gestión de la cadena de suministro de talento, por lo que carece de una estimación precisa de las habilidades existentes dentro de la empresa.

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