Three steps to achieve organisational success with Talent Mobility

In partnership with the Human Capital Institute (HCI), Lee Hecht Harrison (LHH) recently conducted a research on the challenges of today’s workplace. According to 435 survey responses from industry-leading organisations world-wide, many challenges of today’s workplaces hinge on providing employees with the necessary information and tools to develop their skills, insight into organisational talent needs, and opportunities to gain new and richer career experience.

To address these challenges and position companies for financial success, LHH and HCI suggested that firms embrace Talent Mobility, an integrated talent management process that supports talent movement in response to business needs within and outside of an organisation.

The research found that to achieve success in Talent Mobility, organisations leaders must plan and implement three distinct processes. Firstly, managers should understand their firm’s current available talent and needs. Then they should strategically develop that talent and, as a third step, efficiently deploy the talent.

“When an organisation achieves each of these three milestones, they can expect to adopt a more proactive approach to Talent Mobility, and most importantly, experience increased revenue growth as a result,” researchers from LHH and HCI noted.

Researchers elaborated that an effective Talent Mobility programme does more than simply trackmovement within a firm. Instead, it is a strategic endeavour that assigns workers to wherever their skills can be leveraged best.

“This practice enhances business productivity, contributes to higher levels of engagement, and builds a stronger talent pipeline. Moreover, focusing on the development of in-house talent can help lower recruitment and acquisition costs and increase the leadership development skills of managers,” the study read.

In addition, researchers recommended that every organisation should conduct a thorough assessment of its prioritisation of Talent Mobility and performance on these three behavioural components. Through the assessment, leaders can recognise where they stand in the process and determine the next steps.

The study went on to mention theareas that require the strongest attention of today’s organisations. The list includes greater transparency regarding internal opportunities, prioritising and funding the development of employees, cross-functioning work and collaboration between different departments.

LHH, a unit of world-leading employment services firm Adecco, provides career and leadership consultancy through more than 350 offices in 60 countries around the globe.