The transition from an individual contributor to a managerial role is a common aspiration for many early-career workers. According to this article, about two-thirds of those starting out in their careers hope to move into management. Interestingly, one in five managers eventually come to regret their choice of pursuing a managerial position. Given the evolving and increasingly …
An organization’s ability to redeploy its internal talent quickly—where and when needed—can provide a competitive advantage. As firms build this capability, many are developing their internal talent marketplace (ITM). An ITM is a technology-enabled platform that uses AI to match employees (and their skills and interests) to opportunities (e.g., full-time roles, part-time jobs, projects, etc.). And while technology …
This article discusses the importance of addressing situational factors, beyond bias and discrimination, that contribute to or hinder the career progression of women and people of color. The article analyzes multiple years of promotion, retention, performance, and pay data from 20 large and midsize companies, employing over 700,000 individuals. The findings reveal that four factors …
As organizations find ways to deploy internal talent more effectively, this one-page PDF includes a playlist of five resources to enable an organization’s internal talent marketplace (ITM) and internal mobility. A few of the resources include: Building and Sustaining a Thriving Talent Marketplace | Mercer. This 16-page paper offers suggestions for thinking through various ITM components, such …
If you want the latest insights about work, the workplace, and workforce—sign-up to receive my Talent Edge Weekly newsletter by entering your email below. Published every Sunday, 6PM EST. Career development is a critical component of an organization’s employee value proposition. This fact is one reason HR leaders and their teams continue to reimagine ways …
If you want the latest insights about work, the workplace, and workforce—sign-up to receive my Talent Edge Weekly newsletter by entering your email below. Published every Sunday, 6PM EST. This latest LinkedIn global talent trends report explores labor-market trends and their implications for candidates, employees, and the workplace. The trends are organized into four areas: 1) Hiring, 2) Internal Mobility, 3) Employee …
Internal mobility is a critical component of a talent strategy. And according to an Extraordinary Women on Boards and i4cp survey, corporate boards of directors are increasingly interested in understanding the internal mobility rate of their organizations. The survey found that internal mobility rate — the degree to which employees move throughout an organization (lateral moves, promotions, transfers, etc.)— ranked …
This 52-page LinkedIn Learning report overviews various learning and development topics, including internal mobility, upskilling/reskilling, and career development. Regarding internal mobility, only 15% of surveyed workers report that their employer actively encourages them to seek new opportunities within the company. (p.27). My Take: While many organizations are introducing tech platforms to enable internal mobility, organizations often approach …
Internal mobility (IM)— the movement of employees across different roles and opportunities within the same organization — is a critical component of effective talent management. And while technology (e.g., internal talent marketplace platforms, etc.) is an enabler of IM, organizations often approach IM as a technology initiative and give less attention to the non-technological components …
If you want the latest insights about work, the workplace, and workforce—sign-up to receive my Talent Edge Weekly newsletter by entering your email below. Published every Sunday, 6PM EST. Career development and internal mobility are critical enablers of an organization’s talent strategy. Here are nine resources that address these topics from different angles. What Outperformers …
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