Create an Internal Talent Mobility Playbook

Prepare for hiring from within to effectively meet the needs of both the organization and your workforce.

Onsite Workshop

Having an internal talent mobility that does not keep up with business needs leads to:

  • Increased skill shortages due to shifting demographics, new technologies, and evolving industries.
  • Additional costs from turnover, time to productivity, and external recruitment from failure to prioritize “build over buy.”
  • Reduced employee engagement due to a lack of career development and advancement opportunities.

Emphasis on internal talent mobility creates:

  • Competitive advantage for the organization by building current talent versus buying external talent.
  • A commitment to the organization by internal candidates who understand the business and culture.
  • Increased retention and significant cost savings through leveraging the strengths and abilities of internal candidates.

Module 1: Evaluate Current State of Internal Talent Mobility

The Purpose

  • Understand current practices that promote and support internal talent mobility (ITM).

Key Benefits Achieved

  • Awareness of current practices and any gaps or weaknesses that may be present.
  • Comprehensive understanding of organizational goals in terms of ITM program implementation.

Activities: Outputs:
1.1 Identify your current practices that support ITM.
  • Inventoried current ITM-related practices.
1.2 Perform a SWOT analysis based on your current ITM efforts.
  • Identified internal and external strengths, weaknesses, opportunities, and threats.
1.3 Set high-level program objectives and update your HR scorecard based on what you hope to achieve.
  • Documented high-level program objectives.

Module 2: Create ITM Playbook

The Purpose

  • Gain a clear understanding of the needs of the workforce.
  • Creation of L&D and talent selection to propel ITM.
  • Gathering information to create the ITM playbook.

Key Benefits Achieved

  • Modifications required within each relevant internal process are clarified.
  • Clear understanding of current talent selection and hiring practices.
  • Creation of ITM playbook to support implementation of the ITM program.

Activities: Outputs:
2.1 Identify employees’ needs.
  • Identified the needs of both the organization and its workforce.
2.2 Optimize learning and development (L&D) practices to support ITM.
  • Expanded L&D practices to better connect to the ITM program.
2.3 Design talent selection practices that support optimization of ITM.
  • Creation of talent selection practices.
2.4 Review hiring practices to support deployment of internal talent.
  • Updated hiring practices.

Module 3: Prepare to Execute ITM Program

The Purpose

  • Interpret current communication standards and tactics within the company.
  • Set metrics and initiatives to drive the ITM program.

Key Benefits Achieved

  • Awareness of communication needs for ITM on an organizational level.
  • Establishment of metrics that are essential for proper execution of the ITM program.
  • Development of follow-up procedures for effective advancement of the ITM program.

Activities: Outputs:
3.1 Brainstorm communication messages and tactics.
  • Developed communication tactics; you are ready for implementation.
3.2 Define metrics for your ITM program.
  • Identified relevant program metrics.
3.3 Customize follow-up initiatives.
  • Prepared for launch of the program.

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