Success Factors for an Internal Mobility Initiative
A look at what makes for a successful program, from the design of the initiative to the metrics used to measure its return on investment.
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The following are the success factors for an internal mobility initiative.
Purpose Clarity
Clearly articulate the
purpose of your internal mobility program prior to its design and
implementation, focusing especially on the value that can be derived from
increased employee satisfaction and higher retention rates.
Calculate the potential
financial impact of your program. For example, estimate the bottom-line
effect of a reduction in turnover of one or two percent.
Policy Guidelines
Put a formal policy in
place that covers the internal mobility business rules, including conditions
for internal posting (is there a requirement to post all jobs internally?),
the manager’s role, and the approval process.
Communicate the policy and
process clearly and frequently, especially with senior managers.
Identify top performers as candidates for internal
mobility; do not provide opportunities to average or under-performers.
Process Design
Have a communications plan
in place to promote to employees the process of accessing opportunities.
Use an Intranet site to
post opportunities and receive applications from employees.
Look at your rate of
internal fills and modify the way you post jobs in such a way that you will
increase or decrease the rate--whichever is your goal. Post positions
internally and externally simultaneously if your goal is to draw from the
widest candidate pool, or delay posting positions externally to encourage
internal mobility initiatives.
Platform Capability
Use the automation of
staffing-management technology to streamline the processes of informing
employees about opportunities and managing employee responses.
Create a skills inventory
database from employee profiles.
Link
internal skills and performance to training and employee development. This
will facilitate "just-in-time" workforce allocation.
Performance Measures
Metrics used to measure
whether the internal mobility initiative has met its objectives must also be
aligned with the overall goals of the company.
Define how you will
measure the performance of your internal mobility program; see example below.
Purpose
Metrics
Improve retention
Turnover rate
Cost of turnover
Impact on profit margin
Employee satisfaction
Employee satisfaction survey
Retention rate over the past year
Lower staffing costs
Cost per hire
Sourcing cost per hire
Fill positions faster
Time to hire
Time to contribution
SOURCE: Copyright 2003 iLogos Research, a division of
Recruitsoft Inc. Reprinted with permission.
Workforce Management Online, March 2004
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