Talent Mobility How Influence In Modern HRM

Interdiction

Talent mobility refers to the movement of employees within an organization, encompassing both vertical and lateral career progression, as well as geographical relocation. Embracing talent mobility is essential for organizations seeking to leverage the skills, knowledge, and experiences of their workforce to drive innovation, foster collaboration, and achieve strategic objectives.

Impact on Employee Development and Engagement

Research by Cascio (2018) highlights that talent mobility programs can significantly enhance employee development and engagement. By providing employees with opportunities to take on new challenges, learn new skills, and gain exposure to different areas of the organization, talent mobility programs foster a culture of continuous learning and growth. This, in turn, leads to higher levels of employee engagement, job satisfaction, and retention.

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Strategic Alignment and Organizational Agility

A study by Guest (2017) emphasizes that talent mobility facilitates strategic alignment and organizational agility. By aligning talent mobility initiatives with organizational goals and priorities, organizations can ensure that they have the right people in the right roles at the right time. This flexibility enables organizations to quickly respond to changing market conditions, seize emerging opportunities, and address critical business challenges.

Knowledge Sharing and Collaboration

Talent mobility also promotes knowledge sharing and collaboration across different parts of the organization. Luthans and Peterson (2002) argue that employees who have experience working in multiple roles or departments are better equipped to understand the broader organizational context, identify synergies between different functions, and collaborate effectively with colleagues from diverse backgrounds. This cross-pollination of ideas and expertise drives innovation and enhances organizational performance.

Global Talent Acquisition and Retention

In an increasingly globalized world, talent mobility is essential for organizations looking to attract and retain top talent. Armstrong (2014) suggests that offering international assignment opportunities can help organizations attract high-potential employees who are seeking career advancement and international experience. Moreover, talent mobility programs demonstrate a commitment to employee development and career progression, enhancing employer branding and increasing employee loyalty and commitment.

References

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2.Jackson, S. E., & Ruderman, M. (1999). Diversity in work teams: Research paradigms for a changing workplace. Washington, DC: American Psychological Association.

3.Shore, L. M., Chung-Herrera, B. G., Dean, M. A., Ehrhart, K. H., Jung, D. I., Randel, A. E., & Singh, G. (2009). Diversity in organizations: Where are we now and where are we going? Human Resource Management Review, 19(2), 117-133.

4.Triandis, H. C. (1995). Individualism & collectivism. Boulder, CO: Westview Press.

5.Armstrong, M. (2014). Armstrong's handbook of human resource management practice. Kogan Page Publishers.

6.Cascio, W. F. (2018). Managing human resources: Productivity, quality of work life, profits. McGraw-Hill Education.