A new study titled 'Talent Mobility Programs 2025' by the HR Research Institute, in collaboration with SHL, underscores the importance of structured skills frameworks for the success of internal mobility initiatives. Despite 54% of HR professionals noting improvements in retention and business outcomes from such programs, the absence of a concise and user-friendly skills framework significantly limits their effectiveness. Currently, only 8% of organizations possess these frameworks, with many struggling with overly complex skill libraries and vague role descriptions.
The research further indicates that organizations which evaluate both employee skills and job requirements are more successful in efficiently aligning individuals with appropriate roles. However, the challenge of translating and measuring skills within existing frameworks is a hurdle for over half of the respondents. Additional obstacles include a managerial preference for external hires, constrained budgets, and reliance on outdated technological solutions.
Debbie McGrath, CEO of HR.com, highlights the integral connection between reskilling efforts and internal mobility, stressing the importance of a transparent understanding of employee capabilities and job demands for effective implementation. The study advocates for several strategic actions to overcome these challenges: integrating mobility into core talent strategies, educating managers on the benefits of internal progression, adopting scalable technology solutions, and improving skills frameworks.
These findings call on HR leaders to focus on developing structured skills frameworks to fully leverage talent mobility as a means to enhance retention, foster employee development, and increase workforce agility. For those interested in delving deeper, the complete report is available for free download, providing valuable guidance for HR professionals looking to refine their internal mobility approaches.
