Talent Management and internal talent mobility  

3 revealing statistics you must know  

Talent management includes the processes you may have for administering, handling, developing and maintaining your employees. These are the processes and initiatives, which will ensure that your employees can add much value as possible, to the company.  

Besides delivering central data and document management, which ensures compliance and internal transparency, facilitating the right processes and tools for employee development and internal mobility is one of the key elements in talent management.  

Why internal mobility? 

Internal mobility is very important, since it allows you and your company to utilize your employees’ competences optimally. It will also allow you to accommodate your employees’ wishes regarding development and advancement. Internal mobility includes, among other things, that you invest in developing competences within your current staff, rather than recruiting new talents, creating mutual value for you and your employees!  

Need-to-know statistic #1  

Internal mobility will be noticeable on the bottom line:  

Development of competences within the existing staff, costs 1/6 in comparison to recruiting new talents.  

This statistic speaks for itself. If it costs EUR 30k to recruit a new employee, in comparison it will cost EUR 5k to develop an existing employee’s competences.  

A talent management system that facilitates great processes for identifying, developing and mobilizing talents, can hence easily be economically justified.  

Tip

Having a talent management system will give you useful and relevant tools for continuously facilitating the development of talent, and can be a help to actively work with internal talent mobilization.  

The tools that help you create effective processes can e.g. be within:  

• Development interviews and plans 
• Ranking, searching for and creating goals for competences 
• Courses and certificates  

Bonus info:  
The strongest growing companies have double the probability of having successful processes within internal mobility.  

Need-to-know statistic #2  

Companies know that talent management and internal mobility is important, but do not know how to act on it.  

76% think internal talent mobility is important, but only 6% thinks that they are mobilizing employees properly from one position to another.  

This statistic clearly illustrates that companies are aware of the importance of talent mobility. It is even clearer that it is very few, who actually succeed with internal mobility – at least to a degree they are satisfied with.  

This means that there is a huge unexploited potential for many companies. This is regarding lowering costs and regarding strengthening the employer branding, for your company, by putting development options and internal talent mobility on the agenda!  

Tip 

To ensure HR and leaders can create and maintain a good overview of their skillful talents, it is crucial to have a system that provides the necessary insight and supports great processes. This is partly regarding the tools above, but also tools that helps you identify, optimize and retain skillful employees. With a talent management system that gives you the right tools for structuring your talent database, you can really begin executing. These two tools can help you do just that:  

• Succession Planning  
• Talent Matrix   

With succession planning, you can register continuously and locate the talents within your company, both on company and department level. This allows you to work targeted with your talents and follow their future potential.  

With Talent Matrix, individual employees can be identified based on your own definitions of e.g. performance and behavior. An example could be the ability to spot employees regarding certain development areas. 

Need-to-know statistic #3  

The largest barriers within internal mobility are missing tools and technology.  

49% thinks missing tools and processes for identifying and mobilizing talent is among the 3 largest barriers for internal talent mobility.    

This means that for many companies, it is a question of missing tools, technology and systems to support the internal talent mobility. Actually, the same 49% of respondents stated that they have few or no tools to identify and mobilize employees from one position to another.  

Tip 

All the previously mentioned tools will help you identify, develop, and in the end, mobilize your employees internally. To summarize, these are: 

• Development interviews and plans 
• Competence searching, ranking and targeting 
• Courses and Certificates 
• Succession Planning  
• Talent Matrix  

With a good talent management system, you can gather, analyze, and create useful reports, and export your data. Your dashboard provides you with an overview of all of your talent in one intuitive overview, and allows you to zoom in by clicking on data points.  

This overview and analytical insight offers great value for HR, the individual leaders and the management team. HR analytics is therefore a contributing factor to giving insight in the organization’s and employees’ development, which can help the management team in decision-making. In fact, a survey shows that 77% of the top management considers HR analytics to be a top priority.  

Would you like to know more about talent management?  

>>> READ 5 reasons to work systematically with competence management.

Experience it all  

Would you like to see how the different talent management tools can help your company with becoming skillful within internal talent mobility?  

Then contact us here or BOOK YOUR DEMO right away.