Talent Mobility Blog
Our thoughts on the future of work and resources to help you get there
Why the Talent Marketplace Is a Key Part of a Complete Internal Mobility Strategy
The future of work is already upon us. Adopting a talent marketplace along with the right supporting tools to encourage internal mobility and provide career growth opportunities for your employees can help you keep your organization agile, innovative, and competitive.
HR Innovators: Tracey Waters on Elevating the Employee Experience with Agile HR
Tracey Waters is an advocate of Agile — a concept more at home in the world of software development. The former Director of People Experience at Sky first adapted Agile to the world of human resources about five years ago, an approach that strips back legacy HR programs and processes, and instead prioritizes simple solutions and human-centred design. With a master’s degree in clinical psychology, Waters is drawn to corporate culture, with a particular interest in unlocking the full potential of the people who work in those organizations.
HR Innovators: Dr. Beverly Kaye on Why You Can’t Ignore Talent Mobility Anymore
Talent Mobility is your secret weapon for employee development, engagement, and retention. Dr. Beverly Kaye is an internationally renowned author, speaker and thought leader in the talent mobility and career development fields. She is dedicated to helping individuals, managers and organizations understand the practical “how-to” principles of employee development, engagement and retention.
The Complete Guide to Internal Mobility
Internal mobility, talent mobility, or career mobility, refers to the movement of employees across roles or to a complete change in occupation within the same company. The acquisition of key talent is a top priority for any large enterprise. According to the latest Conference Board Annual Survey, attracting and retaining talent consistently ranks as the number-one internal stressor for CEOs and other C-Suite executives globally. PwC’s 2017 CEO survey states that chief executives view the unavailability of talent and skills as the biggest threat to their business. A company is only as good as its people, so it’s not surprising that the recruiting and retention of talent has become one of the most mission-critical issues for all large organizations. At Paddle, we believe that companies too often overlook their greatest source of talent: their own workforce.
How To Mobilize and Develop Your Workforce During Uncertain Times
Over the past two weeks, we’ve been in close contact with our clients, trying our best to understand how they’re coping during these uncertain times. We’ve found that our clients and partners in HR have swiftly responded to challenges including the need to manage an increasingly displaced workforce. Throughout our conversations, we’ve been looking to answer the following question: How can HR leaders continue to help deliver on their organizational goals?
Infographic: 3 Popular Internal Mobility Myths Debunked
We already know why internal mobility is important. However, at large companies, there are often cultural barriers and biases towards embracing internal mobility. The lies and confusions told about internal mobility are many. We could go on, and on. But instead of talking about it, we’d rather show you in our latest graphic below, outlining a Fact Vs. Fiction case about internal mobility.
Infographic: Job Hopping - Why It Happens and How You Can Prevent It
For younger workers (millennials), job-hopping, or the practice of changing jobs frequently to advance one’s career path…is no longer a death sentence. In fact, frequently jumping career is now seen as the norm, not the exception. It’s seen as an essential practice to advance one’s career. Below is an easy-to-understand guide on how you can create a better employee experience for your people from the start…resulting in less employee turnover and reduced recruiting costs.
How Managers Can Become Better Career Coaches
For the best managers, taking feedback is also a part of their game. The best managers work in tandem with their reports rather than talking down to them. Good managers recognize that employees with specialized skills are subject matter experts. It's a team effort to create organizations with engaged and motivated workforces. That's why we can't overstate how valuable it is when managers step in as career coaches. They're the leaders that uphold your internal standards of career and leadership development. As an organization, you should never stop reminding them of that.
The Internal Mobility Metrics You Should Be Tracking (HR Zone)
Talent teams worldwide are starting to realise that their greatest source of talent is already inside their organisations. In today’s competitive talent market, internal mobility opportunities within companies are becoming more of an expectation than a perk for employees. Unfortunately, many HR professionals don’t know if what they’re doing is working. In fact, just 30% of HR professionals feel that their organisation has the ability to meet their talent mobility goals.
3 Takeaways From David Green's "Analytics has moved from the periphery towards the centre of HR" in People Matters
69% of large organizations now have a “people analytics” team. Green also predicts that the fascination with people analytics will continue to grow given its ability to positively impact a businesses’ bottom line. We agree - we think that people analytics is the foundation for all modern talent teams. We believe that all HR professionals should be leveraging data to drive organizational strategy.