5 tips to manage careers and mobility in your company
For a company to develop, it is necessary to look at the mobility and careers of its employees. Good career and mobility management results in an increase in the company’s performance and know-how. In addition, employees express more and more wishes for change. Career management is a permanent compromise between the needs of the company, the available potentials and the desires of the employees. Building on these findings, companies must now focus on innovative and effective career management policies.
Two types of mobility management policy can be distinguished: piecemeal mobility and organized mobility. Mobility on a piecemeal basis is decided whenever there is a job to be filled or when a need for staff for a mission is felt while organized mobility is based on a policy of Job Forecasting. It is part of elaborate and developed human resources management policy. The second option is most appropriate so companies do not handle demands in an emergency and can retain their employees through good career management.
What is mobility?
Mobility within a company can be of three forms : Geographic mobility, functional mobility and on-off mobility.
Geographical mobility: During his career, an employee may have to relocate, either through an obligation to find a job or simply to change his or her lifestyle. Geographic mobility is an asset for young graduates in the development of their careers. Showing that they are willing to move implies an open-mindedness on their part. In addition, geographical mobility can occur as a result of family requirements and the implementation of changes leads to better coordination between family and work life.
Functional mobility: It is part of good career management. Employees increasingly want to have opportunities to evolve on their jobs. It is necessary to establish links between positions in companies so that employees can flourish at work. Moreover, the functional evolution of the employees gives the company certain advantages. For example, internal recruitment will cost them much less than external recruitment. The observation today is that companies are less and less for too frequent mobility. Indeed, changing an employee’s position too often can lead to a lack of productivity on his part when he arrives on a new position and during the time of his training. It is necessary to find a compromise between mobility that is too frequent and lack of mobility. It is considered that the functional mobility of an employee leads to his loyalty only if it is planned and supervised.
One-off organizational mobility which can be assimilated in some way to staff delegation. It is characterised by movements of employees from one organization to another for a fixed period. It begins to be developed between certain SMEs that wish to pool their skills. An employee of a company may have to undertake a mission in another company, which offers new skills to the company and increase efficiency. It benefits also to the employee who develops his skills and diversifies his activities.
Career management and mobility: what tools?
Career and mobility management is essential for companies. In order to have an optimal career management, it is necessary to know the wishes of each one, the skills of the company’s employees as well as the possible links between the posts. It is, therefore, imperative that companies acquire tools enabling them to identify the career wishes of employees, their skills and the positions on which they can apply in the company. A tool such as the Skills Module available on the free HR software PeopleSpheres allows employees to prepare their mobility requests and the Human Resources Department to identify the internal skills of the employees.
While functional mobility is part of a career path, individual mobility is more in keeping with the development of technical skills. The fact of carrying out a mission our of his comfort zone allows the employee to develop his adaptive capacities and reinforces the agility of the company. This type of mobility helps to reinforce the company’s confidence in its employees.
It is essential in the interests of “quality control” and capitalization to set up journals at the end of each mission.