IMPORTANCE OF INTERNAL MOBILITY

  INTERNAL MOBILITY

WHAT IS INTERNAL MOBILITY

Internal mobility refers to the movement of employees within an organization to different roles or positions, rather than hiring externally. It allows employees to explore new opportunities, learn new skills, and grow within the company while also allowing the organization to retain and develop talent from within.

Internal mobility can take many forms, such as promotions to higher positions, transfers to different departments or locations, or lateral moves within the same team. It can be facilitated by formal programs or policies that encourage internal career development, or it can occur informally through networking and personal connections.

Internal mobility has many benefits for both employees and organizations. For employees, it provides opportunities for career growth and development, allows them to explore new roles and functions, and can increase job satisfaction and engagement. For organizations, it can lead to higher retention rates, improved productivity, and better alignment of skills and experience with business needs.

Overall, internal mobility is an important aspect of talent management and organizational development, and can contribute to a more engaged and productive workforce.

TYPES OF INTERNAL MOBILITY

There are several different types of internal mobility, including:

1. Vertical Mobility: This type of internal mobility refers to movement within a company from a lower-level position to a higher-level position. Vertical mobility can occur through promotions, where an employee is given more responsibility and a higher job title, or through a lateral move to a different department or business unit.

2. Horizontal Mobility: This type of internal mobility refers to movement within a company to a role or position with similar rank or pay grade as the employee's current position. This type of mobility can occur when an employee desires a change in their job responsibilities, wants to gain exposure to different parts of the organization or to broaden their skill set.

3. Geographic Mobility: This type of internal mobility refers to movement within the company to a different location, either within the same country or globally. It provides an opportunity for employees to experience different cultures and work environments, while also meeting the organization's talent needs in different regions.

4. Skills Mobility: This type of internal mobility refers to movement within the company to a position that requires a different skill set than the employee's current position. This type of mobility provides employees with the opportunity to learn new skills and take on new challenges, while also supporting the organization's strategic goals by developing employees with new and relevant skills.

5. Leadership Development Mobility: This type of internal mobility is aimed at developing employees for leadership roles within the organization. It can involve targeted training and mentoring programs, and may also include exposure to different areas of the company to gain a broad understanding of the organization and develop leadership skills.

Overall, internal mobility programs that offer these different types of opportunities can help organizations to retain and develop top talent, while also promoting a culture of continuous learning and development.

BENIFITS OF INTERNAL MOBILITY

There is substantial research to support the benefits of internal mobility for both employees and organizations. Here are a few examples:

1. A study by the Society for Human Resource Management (SHRM) found that internal mobility programs can lead to improved employee engagement, satisfaction, and retention. Employees who participate in such programs are more likely to feel valued by their organization and more committed to their jobs. (Society for Human Resource Management -2019)

2. Research by Bersin by Deloitte found that organizations with strong internal mobility programs have higher productivity, lower turnover rates, and faster time-to-fill for open positions. They also reported that companies with such programs are more likely to be innovative and have a stronger employer brand. (Bersin by Deloitte -2019)

3. A study by LinkedIn found that employees who are encouraged to pursue internal mobility opportunities are more likely to stay with their employer long-term. In fact, employees who stay at the same company for more than 5 years are 70% more likely to have had an internal mobility opportunity. (LinkedIn -2018)

4. According to a report by McKinsey & Company, internal mobility can help organizations to build a more agile and flexible workforce. It can enable companies to quickly respond to changing business needs by leveraging the skills and expertise of their existing employees. (McKinsey & Company -2019)

Overall, these studies and others provide strong evidence that internal mobility can have significant benefits for both employees and organizations. By promoting internal mobility, organizations can foster a culture of continuous learning and development, while also improving productivity, engagement, and retention.

CONCLUSION

In conclusion, internal mobility is an important strategy for both employees and organizations. By providing opportunities for career growth and development, internal mobility allows employees to explore new roles and functions, learn new skills, and ultimately improve their job satisfaction and engagement. For organizations, internal mobility can lead to higher retention rates, improved productivity, and a more agile and flexible workforce.

The benefits of internal mobility are supported by a growing body of research and studies, which demonstrate the positive impact of internal mobility programs on employee engagement, satisfaction, and retention. Additionally, companies with strong internal mobility programs are more likely to be innovative and have a strong employer brand.

In today's competitive job market, offering internal mobility opportunities can also be an important tool for attracting and retaining top talent. Organizations that prioritize internal mobility can create a culture of continuous learning and development, which can ultimately benefit both employees and the organization as a whole.

REFERENCES

1. Society for Human Resource Management (2019). Internal talent mobility: A win-win for employees and organizations. Available at: https://www.shrm.org/hr-today/trends-and-forecasting/research-and-surveys/Documents/Internal-Talent-Mobility-A-Win-Win-for-Employees-and-Organizations.pdf

2. Bersin by Deloitte (2019). The rise of the social enterprise: 2019 Deloitte Global Human Capital Trends. Available at: https://www2.deloitte.com/content/dam/insights/us/articles/HC-Trends-2019/DI_HC-Trends-2019.pdf

3. LinkedIn (2018). The evolving role of internal mobility in talent strategy. Available at: https://business.linkedin.com/talent-solutions/blog/talent-on-tap/2018/the-evolving-role-of-internal-mobility-in-talent-strategy

4. McKinsey & Company (2019). Organizing for the future: Nine keys to becoming a future-ready company. Available at: https://www.mckinsey.com/business-functions/organization/our-insights/organizing-for-the-future-nine-keys-to-becoming-a-future-ready-company

5. WorldatWork (2018). Talent mobility: A strategic approach to talent management. Available at: https://www.worldatwork.org/WorkArea/DownloadAsset.aspx?id=16338