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Whitepaper

Talent mobility for federal government

While a talent management strategy that unifies every phase of the employee lifecycle is critical to building a resilient, engaged workforce, it’s only the beginning. Getting the most from your people—while keeping them engaged and committed—takes not just talent management, but talent mobility. Think of your existing talent management strategy as the engine of your organization. It provides the infrastructure crucial to managing the employee lifecycle. Yet without some kind of fuel, it’s still a static piece of machinery. Robust, yes, but stuck in one place. To be effective, your talent management strategy—and thereby your organization—needs power, which comes in the form of enabling talent to move up and through the organization, improving, learning, and contributing. When your talent—and their skills—can travel through the organization with fewer barriers and land where necessary when necessary, you can get where you need to go faster and more efficiently.While a talent management strategy that unifies every phase of the employee lifecycle is critical to building a resilient, engaged workforce, it’s only the beginning. Getting the most from your people—while keeping them engaged and committed—takes not just talent management, but talent mobility. Think of your existing talent management strategy as the engine of your organization. It provides the infrastructure crucial to managing the employee lifecycle. Yet without some kind of fuel, it’s still a static piece of machinery. Robust, yes, but stuck in one place. To be effective, your talent management strategy—and thereby your organization—needs power, which comes in the form of enabling talent to move up and through the organization, improving, learning, and contributing. When your talent—and their skills—can travel through the organization with fewer barriers and land where necessary when necessary, you can get where you need to go faster and more efficiently.

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