How
an employee’s performance is influenced by talent mobility in country
Blogpost
No. 3: By Tilak Karunaratne (E201471)
Introduction
According to Nishad Nawaz (2013), talent mobility helps the employees to understand their hidden leadership qualities and managerial skills, enhances employee engagement and interpersonal and decision-making skills. It also helps in the effective utilization of human resources for the development of employee’s performance and to achieve organizational effectiveness and development.
Talent mobility is ‘the process of moving existing employees to new roles or departments within the same company’, the website Gloat says. “Talent mobility is the ability of the organization to move people from role to role, function to function and business to business rapidly and transparently to tackle critical business challenges”, says Mishra (2017). The Cambridge Dictionary meanwhile defines performance as ‘how well a person or a machine does a piece of work or an activity’. Based on these definitions this blog post discusses how an employee’s performance gets influenced by the phenomenon ‘talent mobility’ effected in country.
What influences an employee’s performance?
It shows that the increasingly global economy and the changing global workforce requires new modalities to engage and retain talent. Big salary and benefits are no longer enough and the high performers want opportunities also, for growth. This is particularly true of Millennials, who will account for 75 percent of the global workforce by 2025. The PwC (2020) noted: “Mobility opportunities are now recognized as a key element in attracting retaining, developing and engaging talent.”
It is known that the performance of an employee is influenced by multiple factors. These include – but not limited to – the employee’s education and skill level, the work environment and the benefits the employee receives. If these are improved, the employee’s performance too may possibly rise. One such factor influencing the performance is the shifting of an employee to a new role within the company.
How talent mobility influences an employee’s performance
“Talent mobility is very useful in maintaining performance skills inventory, while leading to the overall development of the organization and the employee’s performance. Effective talent mobility is an important lever for organizations to improve employee-retention, engagement and productivity. Greater the effectiveness and productivity of the talent process, more will be the effectiveness of the organization. Hence, usefulness of talented human resources is now globally recognized as the basic job of management. Talent mobility helps address talent shortages and closes skills gaps. Talent mobility also has potential to fuel economic growth, while enhancing employees work lives”, Nawaz further argues.
During a research done in five reputed IT companies in Bangalore by Nawaz, a majority of the respondents opined that talent mobility generates interconnectivity and the long term commitment of work force. Most respondents agreed that talent mobility creates new leadership and it helps for high performance of the employees as well as the organization and generates internal mobility role to role.
Majority of the respondents agreed that talent mobility provided clear picture about employee‟s career, aspirations and development and played an important role in talent management strategy. The research showed that talent mobility helped in talent acquisition by creating a talented workforce that met the organization’s business needs. Talent mobility helped the decision makers to place right talent in the right roles at the right time in the organization (Brynne, Herbert).
Furthermore, the respondents agreed that talent mobility has built better leadership qualities for the organization and enhanced the transparency. That in turn changed the organizational culture and developed the employees and the organization.
Other learnings
In a study titled ‘Talent Mobility Good Practices: Collaboration at the Core of Driving Economic Growth’, conducted with the World Economic Forum in Geneva, Mercer (2011-12) concluded that the collaborative approaches to talent mobility are the most effective in addressing labour market failures and creating jobs.
Brynne Herbert, a leading company’s Chief Executive Officer (CEO) observed how companies have leveraged talent mobility to engage employees. Through his studies he found that manual processes are obsolete for global organizations wanting to streamline and explored how companies can use technology to optimize its talent mobility work. The companies that move the fastest – and the most strategically – to get the right talent to the right place at the right time will have the competitive edge, he noted.
Generally the employees’ relocations overseas is a complicated matter for it will involve several agencies and systems and vendors from two or more countries. Research has shown that many companies often don’t even know how much their global mobility workforce’s cost.
Talent mobility can result employees' knowledge, skills and attitudes. This may result new goals and performance management plans (linked to Goal Theory of Armstrong, 2014) followed by achieving them increasing self esteem (linked to Henderson's motivation theory), due to increased motivation.
Conclusion
It shows that the increasingly global economy and the changing global workforce requires new modalities to engage and retain talent / employees. Big salary and benefits are no longer enough and the high performers want also opportunities for growth. This is particularly true of Millennials (i.e. those born between the early 1980’s and the late 1990’s) who are projected to account for 75 percent of the global workforce by 2025.
As PwC noted in its Talent Mobility 2020 and Beyond report, “Mobility opportunities are now recognized as a key element in attracting retaining, developing and engaging talent.”
References
Herbert, Brynne. Moving employee talent key to competitive edge. Strategic Review. https://www.emerald.com/insight/content/doi/10.1108/SHR-01-2016-0005/full/html
Nawaz, Nishad. Impact of talent mobility on employee performance in software companies, Bangalore
Sheth, Mitesh; How to achieve a win/win for both employees and corporates (2016)
Sovanjeet Mishra. Integration of talent and mobility function: Strategy for HR to manage business, Strategic HR Review, https://doi.org/10.1108/SHR-07-2017-0043).
Agreed, Strömberg & Engzell (2023) states that Global economic changes and evolving workforce dynamics require new ways to engage and retain talent. Employees, especially Millennials, seek opportunities for growth and development beyond just salary and benefits. Mobility opportunities have become crucial in attracting, retaining, and engaging high-performing talent.
ReplyDeleteGood Article Thilak. Talent mobility is the ability of the organization to move people from role to role, function to function and business to business rapidly and transparently to tackle critical business challenges.
ReplyDeleteThe global economy and workforce are evolving, necessitating new strategies to engage and retain employees.
ReplyDeleteThe focus has shifted from substantial salary and benefits to growth and development opportunities, particularly for high-performing individuals. Millennials, who make up a significant portion of the workforce, prioritize personal and professional growth.
PwC's Talent Mobility report highlights the importance of mobility opportunities in attracting, retaining, and engaging talent. Companies must actively cultivate an environment where employees can explore various roles, projects, and geographical locations for continuous learning and growth.
A good article to read!!
Agreed, Talent mobility shifts employees to new roles, boosting skills. Performance hinges on tasks, environment, and benefits. Millennials seek meaning and growth. Engagement magic aligns ambition and goals. Global mobility involves overseas relocations (Bard Marder - 2012). Retaining talent transcends pay, crucial for millennials.
ReplyDeleteagreed, as per Strömberg & Engzell (2023), shifting global economic landscapes and evolving workforce trends necessitate novel methods to captivate and retain skilled personnel. Particularly, Millennials prioritize avenues for advancement and enrichment beyond mere remuneration and perks. Mobility prospects have emerged as pivotal in enticing, retaining, and engrossing top-tier talent.
ReplyDeleteI agree with you The blog post you shared discusses the impact of talent mobility on employee performance. It cites a number of studies that have found that talent mobility can lead to improved employee performance, engagement, and retention.
ReplyDeleteOne study cited in the blog post is by Nishad Nawaz, which found that talent mobility can help employees to develop their leadership skills, enhance their engagement, and improve their decision-making skills. The study also found that talent mobility can help organizations to attract, retain, and develop talent.
Another study cited in the blog post is by PwC, which found that talent mobility is now recognized as a key element in attracting, retaining, developing, and engaging talent. The study found that millennials, in particular, are looking for opportunities for growth and development, and that talent mobility can help to meet this need.
it is very interesting.
Excellent job! Your blog post on how talent mobility influences an employee's performance is well-researched and comprehensive. Your introduction effectively sets the stage for discussing talent mobility's impact on employee performance. Your use of quotes, references, and statistics adds credibility and depth to your points. You've outlined the factors that influence employee performance and how talent mobility plays a crucial role in enhancing it. The inclusion of research findings and examples from real-world organizations strengthens your arguments. Your conclusion effectively summarizes the key takeaways and reinforces the importance of talent mobility in the changing global workforce. Overall, your analysis is well-structured and provides valuable insights into the topic. Keep up the excellent work!
ReplyDeleteWell-done article, Thilak. Talent mobility refers to swiftly and transparently shifting individuals across roles, functions, and businesses to address vital business challenges.
ReplyDeleteDescribed well with effective information. Talent mobility is the movement of talented individuals between different organizations or countries. It can be a positive force for employee performance. According to Nishad(2013) ,talent is a major profitable resource and a source of ingenious supremacy in all the important fields that are existent in today's competitive environment. Talent mobility has increased with globalization and multiplication of new information technologies. It enhances the retention rate by increasing the employee's commitment level and by creating challenging work that acts as a motivating factor for the employees to contribute more.
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ReplyDeleteWell written Tilak.Talent mobility is the opportunity to develop and build career paths for employees and build workforce capacity for the future.When employees are given opportunities to build and develop their professional growth they are more likely to stay with the organization for longer .Organizations should also set clear policies and have a vision for its employees.This will help in employee retention and also from a broader perspective there will be less talent migration.
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