Talent Mobility Blog
Our thoughts on the future of work and resources to help you get there
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.
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.
The Complete Guide to Diversity, Equity and Inclusion in the Workplace: How to Create More Inclusive Careers
There’s no other way to mince it: Discrimination and prejudice in the workplace regularly stop otherwise qualified candidates from advancing in their careers. But diversity and inclusion shouldn’t be viewed as a simple box you tick on the way to meeting quarterly goals. Nor can it be summed up in a two-day offsite workshop, or a 60-minute on-demand webinar training. Rather, your company should view having a diverse and inclusive culture as a proven strategy that positively impacts your business.
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.
Do Your Employees Not See Career Growth at Your Company? Let's Change That.
According to Jobvite’s annual Job Seeker Nation report, career opportunities topped the list of employee priorities with 61% of respondents saying career growth was their number one concern. Employees that don’t feel like they’re growing become dis-engaged...and ultimately leave. And even if they stay? The fact that they aren’t growing in their role (or worse yet, are in the wrong one, altogether), is costing you big time.
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.