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사내 모빌리티를 위한 스킬 기반 인력 계획 수립
An organization’s hiring strategy is arguably the most important tool for keeping its operations running smoothly. But the focus shouldn’t solely be on recruiting new talent. L&D teams should also strengthen their organizational skills inventory by equipping existing employees with new capabilities to enable internal mobility.
Numerous studies have concluded that it is cheaper to upskill and reskill internal employees than to find new ones. That's not all. External hires usually receive higher pay but perform worse.
Replacing a mid-level employee, for example, can cost 20 percent of their annual salary. Meanwhile, replacing a high-level employee can cost up to 213 percent of their annual salary. This means a C-suite executive making $100,000 can cost up to $213,000 to replace.
Despite this, many employees say it’s easier to find new roles externally rather than internally. This is bad news at a time when employee attrition rates are surging. As organizations face digital skill gaps, talent teams should recognize and promote opportunities for internal mobility.
내부 모빌리티란 무엇인가요?
Internal mobility is the movement of employees within an organization to different roles, departments, projects, or locations. Instead of hiring outside the company, internal mobility uses the talent already within the organization. It focuses on reskilling and upskilling current employees to fill positions and close skill gaps.
While there are different types of internal mobility, we're primarily concerned with skills-based mobility at SkyHive by Cornerstone. This focuses on developing employees' skills and competencies to enable them to take on more diverse responsibilities across roles.
사내 모빌리티가 중요한 이유는 무엇인가요?
Providing opportunities for career advancement and growth within a skills-based organization can significantly enhance employee retention rates. This is because employees tend to be happier and more loyal when they see a clear path for growth and development.
하지만 이것이 왜 중요한가요?
It all comes down to the rapid pace of digital change. This is continuing to accelerate and transform the world of work as we know it.
By 2030, more than 85 million jobs could go unfilled because there aren’t enough skilled workers to take them. This has employers worried. Fifty five percent say that a lack of key skills hinders innovation, and estimates say that 50 percent of jobs will require new skills by 2027.
The good news is that talent teams can champion internal mobility by equipping employees with the skills they need for the future. This helps to foster an agile workforce that's prepared to bridge skills gaps and address digital transformation challenges.
기술 기반 사내 모빌리티 촉진
Human resources (HR) and learning and development (L&D) teams often look externally when skills gaps arise. What many fail to realize is that upskilling and reskilling go hand in hand with internal mobility. Finding the right talent and skill sets can be difficult when the underlying challenge is digital transformation.
With this in mind, talent teams should stop searching for the right skill sets and instead prioritize skills-based internal mobility. This offers two advantages: It naturally encourages mobility while also ensuring that everyone has the skills needed to keep things moving.
다음은 기술 기반의 사내 이동성을 장려하기 위해 취할 수 있는 네 가지 실행 가능한 단계입니다.
1. 인력의 기술 및 역량 파악하기
To successfully promote skills-based internal mobility, you need to determine the skills and competencies your workforce possesses. You can’t act on information you don’t have. Most talent teams will utilize a range of assessment methods to do this, such as:
- 기술 능력과 지식을 평가하는 직접 기술 평가.
- 직무별 역량과 성과를 평가하는 성과 리뷰.
- 동료, 관리자, 부하 직원으로부터 피드백을 수집합니다.
- Enabling employees to assess their skills based on predefined criteria.
- 기술, 경험, 포부를 평가하기 위해 일대일 토론을 진행합니다.
2. 스킬 인벤토리 만들기
A skills inventory is a catalog of the skills and competencies of employees within an organization. It’s a valuable resource that shows talent teams what skills exist within the organization. This enables them to assess what’s available and plan for the future. It also helps talent teams conduct succession planning, and plan training and development initiatives.
Building a skills inventory begins with identifying the skills that your organization needs. You'll also need to know who within the organization has them. Map these skills to the various roles and functions that exist within. This creates a solid foundation for developing internal mobility.
3. 기술 스택 내에서 AI 구현
The emergence of artificial intelligence (AI) technology has been a game-changer for skills intelligence. The right solution has the potential to streamline long-term planning while simultaneously improving the visibility of career development opportunities. It also helps to eliminate many of the unconscious human biases that unfairly impact selection.
Implementing a tool like SkyHive into your tech stack can help you efficiently match talent and skills demand to available supply by integrating organizational, employee, and external data. Our AI does all the heavy lifting for you by analyzing skills gaps and creating reskilling pathways for employees.
4. 기술 개발을 기업 문화의 일부로 만들기
기술 기반 이동성을 활성화하고자 하는 조직은 기술 개발을 기업 문화의 핵심 요소로 삼아야 합니다. 실무 교육, 워크샵, 멘토링, 기술 향상 기회는 이러한 문화를 발전시키고 내부 이동의 장벽을 제거하는 데 도움이 될 수 있습니다.
Skills development simplifies the process of skill discovery and career pathway planning. Employees can see where they fit in any role across the organization and see a clear pathway to get there. Paired with targeted training, this can help employees acquire the skills they need for the future.
This transforms how employees perceive and understand career progression within the agile organization, allowing for more internal mobility and increased employee engagement and retention.
내부 모빌리티가 목표가 되어야 합니다.
Digital transformation is displacing occupations and creating new opportunities in equal measure. The biggest challenge for talent teams is equipping their workforce with the skills required to meet their demands and challenges.
Instead of looking outside the organization, HR and talent teams should look to identify employees who can be reskilled internally. This will not only bridge skills gaps and save costs but also empower people to fulfill their career goals. The result? Employees feel fulfilled and stick around in the long term.
