La internal mobility is a major challenge for modern companies. It allows employees to change jobs within the same organisation, promoting talent retention and career development. In this article, we take an in-depth look at this concept, its benefits, its challenges and the best practices for implementing it effectively.
What is internal mobility?
Internal mobility refers to the process whereby an employee changes position or responsibility within the same company. Unlike external recruitment, where a new employee is recruited to fill a vacancy, internal mobility focuses on the human resources already present in the organisation.
The different types of internal mobility
There are two main types of internal mobility policy:
- Horizontal : The employee changes position without changing their level of responsibility or remuneration. For example, moving from the marketing department to the communications department.
- Vertical : The employee progresses to a position with greater responsibility, often accompanied by a pay rise. For example, moving from a junior position to manager.
The advantages of internal mobility
Joining an internal mobility programme has a number of advantages for both the employer and the employee.
Benefits for the company
Promoting internal mobility has a number of significant benefits for companies:
- Improving talent retention: Motivated employees who see opportunities for development stay with the company longer.
- Reducing recruitment costs : Less need to recruit externally reduces the costs associated with finding and integrating new employees.
- A stronger corporate culture : By making the most of internal resources, the company develops a strong culture based on trust and loyalty, and strengthens its employer brand.
Benefits for the employee
A good internal mobility strategy offers many advantages for employees:
- Career development : Employees can progress professionally while remaining in the same environment, for example through vertical mobility, horizontal mobility or geographical mobility.
- Skills development : Diversity of experience broadens an individual's range of skills.
- Stability and safety : The opportunity to change within the same organisation avoids the risks associated with a new external job.
The challenges of internal mobility
While there are many advantages to internal mobility, there are also challenges that need to be managed if it is to be effective.
Resistance to change
Although change is a source of new opportunities, it can also provoke resistance from some employees and managers who prefer to maintain the status quo. It is essential to communicate clearly about the benefits for all concerned.
Training and development
One of the major challenges is to ensure that employees have the skills they need to succeed in their new roles. This requires appropriate training programmes and ongoing support.
How to set up an internal mobility programme
Implementing an effective internal mobility programme requires careful planning and rigorous execution. Here are some key steps to follow.
Needs assessment
Before launching a programme, it is necessary to assess the company's needs, as well as employees' wishes for mobility and aspirations in terms of career paths and professional retraining. This can be done through annual interviews, performance appraisals and satisfaction surveys.
Encouraging transparency
Transparency is crucial to building trust. Regularly informing employees about the possibilities for internal mobility (as opposed to external recruitment via job offers) and the selection criteria contributes to a climate of respect and fairness.
Personalised support
Each employee should benefit from personalised support. Whether through mentoring, coaching or specific training, it is crucial to support each stage of the career mobility path.
Practical examples of successful internal mobility
Many companies have successfully integrated internal mobility. Take the example of a major technology company that has introduced a job rotation programme for its engineers. This initiative not only reduced staff turnover, but also created a versatile and agile team capable of responding quickly to changes in the market.
Industry comparisons
Some industries, such as technology and finance, put a lot of emphasis on their internal mobility policy because of the speed of innovation and frequent changes requiring new skills. Other sectors such as manufacturing or transport may face more challenges due to the specific nature of the skills required.
The role of human resources in internal mobility
Human resources departments play a central role in implementing and monitoring internal mobility programmes and charters.
Ongoing assessment
HR must regularly evaluate the effectiveness of internal mobility initiatives through feedback, data analysis and ongoing adjustments.
Communication and awareness-raising
Good communication helps to make employees aware of the opportunities available and to motivate them to take an active part in the programmes on offer.
Tools and technologies to facilitate internal mobility
In today's digital age, a number of tools and technological solutions are available to facilitate the effective management of internal mobility.
Talent management platforms
These platforms provide an overview of existing skills within the company and make it easy to identify potential candidates for internal promotion.
Human Resources Management Systems (HRMS)
HRMS often include modules dedicated to internal mobility, making it easier to plan, monitor and evaluate staff transfers.
Implicit conclusion
By investing in an internal mobility process, companies not only optimise their human capital but also create an environment conducive to innovation and economically sustainable growth.
