Here's how technology can support talent mobility
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With the increasing trend of talent mobility and the growth of the remote or virtual workforce, a global workforce model is evolving. 68% of leaders agreed that a global workforce is an enabler of business and talent strategies according to research by Deloitte. And 87% of participating employers in a KornFerry research agreed that talent mobility is crucial to attraction, engagement, and retention. However, a merely 33% have a talent mobility program in place. In this article, we will look at how technology can bridge this gap.
The importance of talent mobility
In the context of changing workforce models, business leaders are being forced to think about talent differently and to devise an agile and global career model. They are looking at mobility as an internal branding opportunity favoring career growth and also to foster employee engagement and retention. The use of talent mobility programs provides a cost advantage of saving hiring and onboarding costs, setting a business case for talent mobility.
HR professionals working in talent acquisition and succession planning need to work collaboratively to make the most of internal talent. HR must go one step ahead to engage mobile talent effectively, addressing myriad personal and professional concerns that come along with a location move. Long-term immigration, tax filings, frequent business travel logistics, social security, etc. This complex mix of operational and consultative elements in the mobility process poses a challenge to the efficiency and effectiveness. That is where technology can step in, to create an “intelligent” and “optimized” talent mobility model to meet the expectations of both employees and employers.
The role of technology
Business agility is critical to the success of talent mobility programs. Hence it is imperative to adopt technological systems and processes in the talent mobility arena. Here’s how technology can be used to enhance mobility:
• Globally consistent systems and processes create a compelling employee experience: A great employee experience drives employee engagement. Using a global HR system with integrated applications and tools can create a high quality, consistent and uniform experience for different employee groups. It is useful to support and maintain a globally consistent system in a much easier and less expensive way than custom applications.
• Identify blend of assisted service vs. self-service: The modern-age employee wants to be empowered and equipped. At the same time, he or she must not feel alone and unsupported on the mobility journey. Technology systems can be customized to create an optimum blend of assisted-service and self-service modules. This will help add a human touch, at the same time driving efficiency through automation.
• Support employee with access to resources: With a technologically enabled mobility system, an employee has access to resources to help bring him or her up to speed in the new location. Whether it is process-briefs, cultural guidelines, policy guidelines, or new workflows, information is merely a click away and accessible from anywhere, thanks to today’s cloud-based mobility systems.
• Simplified analytics to aid fact-based decisions: As talent assessments are becoming more real-time, continuous check-in-based performance management systems are starting to gain ground. While many HR professionals believe in the power of people analytics, there exists a wide gap (54%) on analytics used in workforce planning2 (Deloitte). Having access to pointed analytics tools helps track the employee productivity across locations and identify or bridge gaps based on the data.
• Data to understand the efficacy of the program: The decision whether to hire or move talent within must depend on the organization’s needs and the status of the overall talent pool. It is important to have a view of the talent landscape for internal competencies; HR must track internal vs. external fills, bench strength, talent readiness, performance data, comparison of the number of internal moves previously versus today. Using a technology tool can help talent acquisition professionals, HR and business take an informed, collaborative decision.
Technology can help integrate various elements into a global, customized talent mobility portal for business, HR, and employees. Using tech tools, HR can link talent mobility to performance management, succession planning, learning & development other relevant processes and integrate the business needs. The outcomes must then be measured using the right metrics- quality, costs, employee satisfaction levels, support response, etc., Using the right tools will be the first step in easing the process for all stakeholders.