Key Components of a Talent Mobility Framework

To thrive in the rising competition, there are two crucial things every organization must do. Retaining top talent and adapting to the changing business environment. In such a scenario, a strong talent mobility framework can help. 

Since a lack of growth opportunities leads to increased employee turnover, implementing internal mobility strategies has become more important than ever. Also, companies demonstrating high scores of agility maturity have approval ratings from CEOs and employee satisfaction. 

This talks volumes about the advantages of workforce agility. Organizations can efficiently address challenges, decrease attrition, and foster employee engagement with an adequately integrated mobility framework. In this article, let's look at the seven key components required for building an appropriate mobility framework. 

What is a talent mobility framework?

A talent mobility framework is an organized strategy that streamlines employees' movement across a company's locations, departments, and roles. It involves international assignments, cross-functional projects, lateral transfers, and internal promotions. These aspects help ensure career growth and align individual aims with business objectives. 

Importance of Talent Mobility

Here are a few reasons stating the importance of talent mobility:

• Cost Savings: Internal mobility helps decrease the costs of hiring and onboarding candidates externally. 
• Employee Retention: 44% of companies offering internal mobility programs admit it is one of the most common career-building practices, resulting in higher employee retention.  
• Employee Engagement: Offering career development opportunities by implementing fair internal mobility enhances employee productivity and engagement. 
• Skill Use: Using existing competencies for new roles addresses skill gaps more efficiently. ​
• Workforce Agility: This practice improves business agility, helping employees swiftly adapt to market changes. 

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7 Key Components of a Talent Mobility Framework

A handful of structured strategies to develop, align, and retain employees are required to build a successful mobility framework. Here are the seven key components driving this framework. 

1. Skills Assessment & Growth

This aspect is about discovering skill gaps in employees and providing personalized training programs to bridge them. With this assessment, employees get equipped with the skills required to achieve goals and stay competitive. 

For instance, Infosys has introduced Lex, an AI-driven online educational platform. It helps evaluate employees' skills and recommends courses based on their career goals. This makes the processes of upskilling, cross-skilling, and reskilling efficient. 

Here is how companies can conduct skill assessments:

• Conducting skills evaluations to assess employees' strengths and weaknesses
• Implementing tailored learning paths
• Using AI-driven skills analytics to gauge progress

2. Skills-Based Job Matching

Skills-based matching is one of the crucial components that makes internal mobility easier. By using AI-driven skills intelligence platforms, such as iMocha, companies can match employees with internal opportunities based on their skills and competencies.   

For instance, IBM created Watson AI that helps scan employees' competencies and skills to recommend suitable internal job opportunities. This helps increase internal hiring rates and decrease turnover. 

Here's how companies can work it out:

• Evaluate employee skillsets
• Recommend appropriate internal roles based on aspirations and competencies
• Enhance retention by providing valuable career transitions

3. Succession Planning

Succession planning is when organizations prepare their high-potential employees for crucial roles and leadership positions. For this, companies must:

• Use performance analytics to discover employees with leadership potential
• Offer leadership and mentorship development programs
• Fill key roles internally to ensure business consistency

4. Cross-functional Mobility

With cross-functional mobility, companies transition employees across different roles and departments to build multiple skill sets. For instance, Google has adopted a 20% time policy allowing its employees to dedicate 20% of work hours to projects outside their primary roles. This effectively promotes innovation and cross-functional learning. 

Companies can:

• Implement job rotation programs
• Allow short-term cross-functional projects 
• Encourage employees to explore roles that are beyond their primary function

5. Career Pathing

Career pathing is about creating transparent, structured career progression paths in the company. For this, organizations must define career ladders for varying job roles. Once done, skill-building resources should be provided to align with employees' career goals. Also, organizations should concentrate on delivering tailored mentorship and coaching. 

6. Internal Talent Marketplaces

This marketplace is an AI-driven internal job platform that streamlines internal mobility. For instance, the U-Work platform assists employees in accessing gig work, internal jobs, and short-term assignments, promoting career growth and flexibility.

For this, companies can:

• Allow employees to navigate through and apply for internal opportunities
• Use AI to suggest roles based on career goals and skills 
• Promote internal shifting and decrease external hiring costs

7. Upskilling & Reskilling Programs

Lastly, upskilling and reskilling programs are highly effective when training employees to develop new skills or move to higher roles. Many companies are using AI-powered upskilling and reskilling initiatives to help their workforce move into high-demand roles.

For this, organizations can:

• Provide AI-driven learning modules
• Offer hands-on experience with real-world projects
• Motivate employees to participate in certification programs

Steps to Develop a Talent Mobility Framework

• Define Talent Mobility Goals: Establish Key Performance Indicators (KPIs) like employee engagement, skill development, and internal hiring to evaluate success. 
• Assess Workforce Skills and Capabilities: Conduct skills assessments to learn about existing competencies, discover skill gaps, and comprehend future workforce needs. 
• Establish Clear Career Pathways: Define transparent, structured career pathways for employees to ensure internal growth opportunities. 
• Implement Learning and Development Programs: Create tailored upskilling and reskilling programs based on skill gaps and career paths. 
• Define Policies and Guidelines: Draft clear internal mobility policies to ensure fair lateral movements, promotions and transitions. 
• Measure and Optimize: Consistently monitor KPIs, collect feedback, and use workforce analytics to improve mobility strategies and workforce planning. 

Conclusion

A comprehensive talent mobility framework is crucial for retaining high-potential employees, closing skill gaps, and ensuring future preparedness. iMocha, with AI-powered job-role matching, skills assessments, and upskilling recommendations, allows companies to integrate effective mobility strategies. It offers 3,000+ skill assessments, gap analysis, and skills taxonomy to help businesses discover internal talent and ensure adequate career growth. 

FAQs

What are the benefits of a talent mobility framework?

It boosts workforce agility, decreases hiring costs, and enhances employee retention by providing internal career growth opportunities. 

What are some examples of talent mobility initiatives?

Some examples include leadership development programs, internal job marketplaces, upskilling and reskilling programs, and cross-functional rotations.

How does a talent mobility framework differ from career pathing?

Talent mobility concentrates on adaptable movement across locations, departments, or roles. On the other hand, a career pathing is a roadmap that specifies upward growth in a specific function.