Enhance Internal Talent Mobility to Boost Your Organization’s Competitive Advantage

More than 90% of organizations believe a lack of talent mobility is a significant risk to the business, according to Brandon Hall Group Talent Management Maturity research. Organizations are under tremendous pressure to develop agile employees with skills and competencies to be more productive and efficient. Employers must adapt to new styles of work. Talent mobility is required for rapid transformation.

Ensure the Effectiveness of Your HR Strategy

Many organizations can quickly determine whether a specific HR initiative is efficient or effective. However, when it is a longer-term goal or a strategic objective that involves different processes over a long period, most organizations struggle to evaluate the effectiveness of their HR plans based on their overall business strategy. Most of this struggle is due to an over-reliance on short-term metrics and an inability to overcome common challenges.

How to Retain Diverse Talent

Only 31% of organizations believe they have a diverse talent pipeline, according to Brandon Hall Group research, partly due to the lack of recruiting focused on diverse candidates. But another challenge is monitoring inclusion and ensuring that diverse employees have a sense of belonging, feel valued and believe they have equal opportunity for career advancement. Driving inclusion is the key to retaining diverse talent.

How to Identify and Fix Ineffective HR Processes

In Talent Management, annual performance reviews are considered archaic and on their way out. In Learning & Development, hardly anyone still relies solely on in-person, instructor-led classrooms. However, in core HR, there aren’t many processes most organizations can point to as outdatedor ineffective, although research shows that there are some HR processes that, for one reason or another, are no longer effective.

Using Onboarding to Drive Company Culture For New Hires

For many organizations, onboarding programs are siloed affairs. New employees come in, fill out the necessary paperwork, meet who they need to meet, have their technology set up through IT and they are finished with “onboarding.” Top-performing organizations, though, provide role-specific technology and training to be role-proficient quickly, which requires more than just paperwork. It means connections to other employees and to the learning and development resources available to them.

Connecting Onboarding to Learning and Development

For many organizations, onboarding programs are siloed affairs. New employees come in, fill out the necessary paperwork, meet who they need to meet, have their technology set up through IT and they are finished with “onboarding.” Top-performing organizations, though, provide role-specific technology and training to be role-proficient quickly, which requires more than just paperwork. It means connections to other employees and to the learning and development resources available to them.

Get The Most From Employee Check-In Meetings

Brandon Hall Group research shows most employers understand that managers and employees need to connect more frequently and effectively to improve performance. Regularly scheduled check-ins have the potential to be a great vehicle for coaching, feedback and career conversations. But that’s not the current case. Four in 10 organizations say managers and their team members have check-ins quarterly or less. Fewer than one-quarter meet at least weekly, which should be closer to the norm.