Study Reveals Critical Skills Framework Gap in Internal Talent Mobility Programs
TL;DR
Organizations with structured skills frameworks gain a competitive edge by efficiently matching employee skills to job requirements, enhancing retention and performance.
The HR Research Institute report details how a concise skills framework enables effective talent mobility, addressing challenges like bloated skill libraries and unclear role profiles.
Implementing clear skills frameworks fosters a better workplace by improving internal mobility, thus enhancing employee satisfaction and contributing to societal progress through better job matching.
Discover how a simple skills framework can transform talent mobility, making it easier for employees to find their perfect role within an organization.
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A comprehensive study conducted by the HR Research Institute in partnership with SHL, titled 'Talent Mobility Programs 2025,' reveals significant challenges organizations face in implementing successful internal mobility programs due to inadequate skills frameworks. The research demonstrates that while 54% of HR professionals observe improvements in employee retention and business outcomes from internal mobility initiatives, the absence of concise, easy-to-use skills frameworks severely limits their potential impact. Only 8% of organizations report having such effective frameworks in place, with common obstacles including bloated skill libraries and unclear role profiles that complicate the matching process between employees and internal opportunities.
The study findings indicate that organizations conducting assessments of both employee skills and job requirements are significantly better positioned to match individuals to suitable roles efficiently. However, more than half of surveyed HR professionals struggle with translating and measuring skills using their current framework systems. Additional barriers to effective talent mobility identified in the research include managerial preference for external hires, limited budget allocations for internal development programs, and reliance on outdated technology infrastructure that cannot support modern talent mobility needs. Debbie McGrath, CEO of HR.com, emphasized the critical connection between reskilling initiatives and internal mobility success, noting that organizations require a clear understanding of both employee capabilities and job requirements to execute effective mobility strategies.
The report provides actionable recommendations for organizations seeking to bridge the execution gap in talent mobility programs. Key strategies include embedding mobility considerations into core talent management strategies, providing comprehensive training for managers on the value of internal career advancement, investing in scalable technology solutions that support talent mobility, and continuously refining skills frameworks to ensure they remain relevant and practical. The complete research report is available for free download and offers detailed insights for HR professionals looking to enhance their internal mobility approaches. These findings underscore the urgent need for HR leaders to prioritize the development of structured skills frameworks as essential components for unlocking the full potential of talent mobility as drivers for employee retention, professional development, and organizational workforce agility in competitive labor markets.
Curated from Newsworthy.ai
