Talent Mobility Blog
Our thoughts on the future of work and resources to help you get there
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.
Career is Core to the Employee Experience
Our thoughts on the launch of Microsoft Viva and how Paddle’s integrations work seamlessly with Microsoft Teams and LinkedIn Learning to bring you a complete employee engagement experience. Today, Microsoft announced Viva, an Employee Experience platform built to help companies leap into the new world of hybrid working (and take on a $300B market).
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.
What is Career Pathing?
A successful relationship between an organization and its employees is a symbiotic one. The company needs loyal, engaged, motivated, and knowledgeable people in order to stay competitive. Employees need to feel secure in their careers and to see a favourable future for themselves. Career pathing can help organizations and their employees meet these needs.
Do Your Employees See a Future With Your Company?
For HR teams and business leaders, there are few things more concerning than your company being viewed as a place with no opportunity to grow. It’s the kiss of death when it comes to both employee retention and talent acquisition. Most people don’t think there’s a future at your company simply because they don’t see it. Here’s how you can help them.
Tackling Low Scores on Employee Engagement Surveys
Most enterprise companies measure employee engagement through employee engagement surveys. Despite being the “go-to” measurement tool for large companies, these surveys can still be a touchy subject for leadership and employees alike. Human resources professionals and business leaders often complain there’s not enough participation. Conversely, employees who participate often don’t feel that their feedback gets heard.