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Doug McMillion used to load trucks at the Walmart distribution center, and today he’s the company's CEO. Mary Barra, the CEO at General Motors, used to work on the assembly line when she was 18. Whereas, Bob Iger began his career as a weatherman on a local ABC news station (owned by Walt Disney Company), and guess who’s the CEO of Walt Disney? Yup, it’s Bob. All these talented individuals might not have reached their current position if their companies lacked talent mobility. Let’s dive deeper into talent mobility and understand why it is so crucial.

What is talent mobility?

Talent mobility is the practice of moving your existing talent to new roles and departments within your organization when needed. Higher talent mobility is an indicator of more opportunities for your existing employees to flourish in their careers. Whereas it also helps in faster fulfillment of vacancies internally whenever they arise.

Talent mobility helps in aligning the skills of your workforce with the requirements of your organization. A talent mobility program can not only help your workforce in polishing their skills and save your hiring costs.

Difference between talent mobility and internal mobility?

People often use talent mobility and internal mobility (aka internal talent mobility) interchangeably. They are not entirely incorrect, as both involve shifting the talent internally. However, there is a very fine line of difference.

While internal mobility deals with an organization’s ability to transfer its talent internally, talent mobility is an organization’s ability to internally transfer the talent when the need arises (i.e., during a vacancy).

Types of talent mobility

Talent mobility can be of 2 types, namely:

Vertical talent mobility

People often use talent mobility and internal mobility (aka internal talent mobility) interchangeably. They are not entirely incorrect, as both involve shifting the talent internally. However, there is a very fine line of difference.

While internal mobility deals with an organization’s ability to transfer its talent internally, talent mobility is an organization’s ability to internally transfer the talent when the need arises (i.e., during a vacancy).

Horizontal talent mobility

People often use talent mobility and internal mobility (aka internal talent mobility) interchangeably. They are not entirely incorrect, as both involve shifting the talent internally. However, there is a very fine line of difference.

While internal mobility deals with an organization’s ability to transfer its talent internally, talent mobility is an organization’s ability to internally transfer the talent when the need arises (i.e., during a vacancy).

Horizontal talent mobility 1

People often use talent mobility and internal mobility (aka internal talent mobility) interchangeably. They are not entirely incorrect, as both involve shifting the talent internally. However, there is a very fine line of difference.

While internal mobility deals with an organization’s ability to transfer its talent internally, talent mobility is an organization’s ability to internally transfer the talent when the need arises (i.e., during a vacancy).

Horizontal talent mobility 2

People often use talent mobility and internal mobility (aka internal talent mobility) interchangeably. They are not entirely incorrect, as both involve shifting the talent internally. However, there is a very fine line of difference.

While internal mobility deals with an organization’s ability to transfer its talent internally, talent mobility is an organization’s ability to internally transfer the talent when the need arises (i.e., during a vacancy).

Horizontal talent mobility 3

People often use talent mobility and internal mobility (aka internal talent mobility) interchangeably. They are not entirely incorrect, as both involve shifting the talent internally. However, there is a very fine line of difference.

While internal mobility deals with an organization’s ability to transfer its talent internally, talent mobility is an organization’s ability to internally transfer the talent when the need arises (i.e., during a vacancy).

How talent mobility is beneficial for your business?

Let’s check the benefits of talent mobility for enterprises..

Horizontal talent mobility

While vertical mobility deals with promoting talent to a higher position, horizontal mobility involves shifting the talent to a new position at the functional level.

Suppose you are about to launch a new product, and you relocate your existing product’s UI/UX designer to the new product’s team. This is an example of horizontal mobility, as, despite the transition, the role remains the same (UI/UX designer.) Horizontal mobility is also known as lateral mobility.

Horizontal talent mobility

While vertical mobility deals with promoting talent to a higher position, horizontal mobility involves shifting the talent to a new position at the functional level.

Suppose you are about to launch a new product, and you relocate your existing product’s UI/UX designer to the new product’s team. This is an example of horizontal mobility, as, despite the transition, the role remains the same (UI/UX designer.) Horizontal mobility is also known as lateral mobility.

Leading through the amguish and unknown

React primitives render to native platform UI, meaning your app uses the same native platform APIs other apps do.

• Leading through the amguish and unknown 1
• product, and you relocate your existing produc 2
• UI/UX designer to the new product’s team.
• the transition, the role remains the same (UI/UX designer.)

1. Leading through the amguish and unknown 1
2. product, and you relocate your existing produc 2
3. UI/UX designer to the new product’s team.
4. the transition, the role remains the same (UI/UX designer.)