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• #FRONT MISSION 2 MOBILITY FULL#

Organizations have many reasons for starting to explore internal mobility in earnest.

#FRONT MISSION 2 MOBILITY FULL#

Watch the related company story videos for this trend: Allergan and Shawmutĭownload the Deloitte Insights and Dow Jones appĭownload the full report or create a custom PDFĭeloitte’s 10th annual Global Human Capital Trends Report is coming soon. 1 In this year’s Global Human Capital Trends survey, more than 50 percent of respondents told us that it was easier for employees to find a job outside their organization than inside (figure 1), a situation that leaders would do well to address.

The sad and maddening reality is that employees generally find it easier to find new-and more attractive-opportunities in another organization than to explore and move to new roles at their current employers. Surprisingly, however, that market is often undervalued and even overlooked, and many organizations find it amazingly difficult to access. For many organizations, their biggest potential source of talent is to access the enterprise’s own workforce and internal talent market. This year, internal talent mobility has become a C-suite-level topic, with 76 percent of our survey respondents rating it important and 20 percent rating it one of their organization’s three most urgent issues. Creating better programs to facilitate internal mobility can pay off in multiple areas: growth, employee engagement, and business performance.Īs talent markets get tighter and the world becomes more connected, a major new trend has emerged from our research: the need to improve internal talent mobility to more effectively move people among jobs, projects, and geographies. To fuel growth, organizations need to more effectively tap their current workforce to identify and deploy people with the required skills, capabilities, motivation, and knowledge of the organization, its infrastructure, and its culture. Organizations have historically focused on external recruiting to find people for new roles, but with growing skill shortages and low unemployment rates, they are now finding that acquisition alone isn’t enough to access the capabilities they need.