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Talent Mobility - Oracle

An Oracle White Paper June 2012 Talent Mobility Talent Mobility Executive Overview .. 1 Introduction .. 1 The Importance of internal Mobility Programs .. 3 The Five Ps of internal Mobility .. 4 Purpose Clarity .. 4 Policy Guidelines .. 5 Process Design .. 6 Platform Capability .. 7 Performance Measures .. 8 Tactics, Systems, and Strategies .. 10 Talent Mobility Maturity Stages .. 10 Results from Talent Mobility .. 12 Cost Avoidance .. 12 Time to Contribution .. 12 Direct Cost Savings .. 12 Labor Costs .. 12 Intellectual Property.

Talent Mobility 1 Executive Overview Does your organization have a strong internal mobility program in place? Without successful talent management tools, your company could see a …

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Transcription of Talent Mobility - Oracle

1 An Oracle White Paper June 2012 Talent Mobility Talent Mobility Executive Overview .. 1 Introduction .. 1 The Importance of internal Mobility Programs .. 3 The Five Ps of internal Mobility .. 4 Purpose Clarity .. 4 Policy Guidelines .. 5 Process Design .. 6 Platform Capability .. 7 Performance Measures .. 8 Tactics, Systems, and Strategies .. 10 Talent Mobility Maturity Stages .. 10 Results from Talent Mobility .. 12 Cost Avoidance .. 12 Time to Contribution .. 12 Direct Cost Savings .. 12 Labor Costs .. 12 Intellectual Property.

2 13 Employee Value .. 13 Talent Mobility 1 Executive Overview Does your organization have a strong internal Mobility program in place? Without successful Talent management tools, your company could see a lag in employee retention as well as employee engagement. Successful Talent Mobility programs yield substantial enterprisewide benefits, including lower Talent acquisition costs, stronger leadership teams, and better financial performance. Learn how internal Mobility programs can help drive your greatest asset your employees.

3 Introduction Talent Mobility the movement of employees from one position to another within an organization is an efficient and cost-effective method of Talent deployment that can become a key component of any organization s Talent management strategy. Over the years, studies have revealed a significant relationship between internal Mobility and corporate performance. Seminal research conducted over the course of a decade found that the top 10 percent of companies with high-performance work systems had four times the amount of sales per employee.

4 Remarkably, these companies filled more than 60 percent of jobs from within. In contrast, the bottom 10 percent of these companies filled just 35 percent of jobs In addition, research has shown that many great leaders have emerged from within organizations 1 The HR Scorecard, Becker, Huselid, Ulrich, Harvard Business School Press, 2001. 2 Good to Great, Jim Collins, Appendix 2A, Harper Business, 2001. Talent Mobility 2 With a strong internal Mobility program, companies can leverage their employee base to achieve corporate goals, shifting resources where they re most suited.

5 Best of all, they can do so without the costs and delays associated with a conventional external recruiting process. Without such a program in place, top Talent will be more likely to disengage or depart. After all, if they can t see a career path within the organization, or they realize that other employees are being promoted or recruited without the skills and competencies to do the job, your top Talent will likely go elsewhere. And if leadership pipelines are clogged with employees lacking the appropriate mix of skills and experience to step into pivotal roles, business growth will suffer.

6 Successful Talent Mobility programs yield substantial enterprisewide benefits, including: Shorter time to productivity Greater employee engagement and retention Lower Talent acquisition costs Streamlined information flow Limited competitive-intelligence leakage Stronger leadership teams Better financial performance Regardless of its goals, internal Talent redeployment requires access to Talent intelligence that is, information about the skills and aspirations of employee candidates matched with data on the skills and fit for open positions.

7 A comprehensive internal Mobility program supported by a holistic Talent management technology platform can provide that visibility for employees, managers, recruiters, and Talent managers. Talent Mobility 3 The Importance of internal Mobility Programs Today, internal Mobility programs are receiving more attention than ever before. The reasons for this are many, including the following: Employees are increasingly viewed as corporate assets. Driving the focus on internal Mobility is an understanding that a skilled workforce is a cash multiplier.

8 Leading organizations make the link between staff quality and shareholder value. Organizations are scaling back growth plans and reducing external hiring. Whether it s due to economic conditions, mergers, acquisitions, or reorganization, many organizations are scaling back. And to do so, they need to be able to identify and accommodate the top performers in their new, leaner organizations. In addition, as competition for top Talent heightens, corporations will be under additional pressure to establish programs that combat outside offers to key players.

9 Organizations are looking for agility in assigning and reassigning Talent . Corporations must be nimble if they re to meet rapid product development cycles, accomplish project-based work, and respond to a dynamic business environment. This means, for example, that employee teams assembled to accomplish clear, short-term objectives need to be disbanded upon completion so that team members can be efficiently redeployed. Existing labor shortages are forecast to spread. These labor shortages present another reason to retain existing employees through programs that fluidly meet their career goals and desires.

10 A global economy requires a global workforce. Labor migration trends also point to an increasingly mobile workforce all of which means that organizations need to be able to smoothly redeploy key employees to gain valuable international experience. Organizations are experiencing leadership gaps. Another benefit of internal Mobility is that it allows organizations to develop employees and increase leadership bench strength. Talent Mobility encompasses different initiatives, all of which lead to the same business objective: making the best match of existing employees with open positions to allow those employees to flourish.


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