Sourcing talent internally is not without its difficulties. Organizations are struggling to inform their current employees of their talent needs and also struggling to keep up to date records of their employees’ skills. Fifty-one percent of business leaders say they need to increase awareness of internal opportunities, and 38 percent say they need to update their employees’ information in order to get a better scope of their internal talent. Should organizations fail to improve their internal mobility, they may risk losing internal talent needed for effective organizational performance.
This signature research, conducted in partnership between Oracle and the Human Capital Institute, will examine the current state of internal mobility.
You will learn:
The strategies effective organizations use to redeploy talent internally
How recruiting, L&D, and talent planning can work together to fill positions
What tools are used to manage talent including comprehensive talent profiles on employees
If organizations with a robust internal mobility program report less struggle to fill critical positions
An effective method for internal talent mobility is becoming more important to ensure that individual skillsets and talent development are aligned with the business needs in order to sustain high performance.
Faced with disengaged employees and a low internal hiring rate, this Solution Suite explains how McGraw Hill Financial's new Global Talent Acquisition Center of Excellence (CoE) designed and implemented an Internal Mobility program. ...
January 7, 2015 | Jenna Filipkowski | Human Capital Institute
Sourcing talent internally is not without its difficulties. Organizations are struggling to inform their current employees of their talent needs and also struggling to keep up to date records of their employees’ skills. Fifty-one ...