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5 tips to manage careers and mobility in your company

promotion at work
Alexandre Diard
promotion at work

To help a company grow, it is important to look into the issue of the careers and mobility of its employees. Good careers and mobility management leads to an increase in the company's performance and know-how. Moreover, employees often express their desire for change. Careers management is a permanent compromise between the needs of the company, the available potential and the desires of the employees. On the strength of these findings, companies today need to focus on innovative and successful policies for the management of careers and mobility.

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There are two types of mobility management policy: case-by-case mobility and organized mobility. Mobility on a case-by-case basis is decided when there is a job vacancy or when staff are needed for a particular mission, while organized mobility is based on a forward-looking job management policy. The second option is the most suitable for ensuring that companies do not need to manage requests in a hurry and retain their employees through good careers management.

What is mobility?

Mobility within a company can take three forms: geographical mobility, functional mobility and temporary mobility.

Geographical mobility: An employee might have to move during his career, whether by obligation to find a job or to simply change his way of life. Geographical mobility is an asset for young graduates in their career development as showing that they are prepared to move implies an open mind on their part. Geographical mobility can also occur as a result of family obligations, so a transfer leads to better coordination between private and professional life.

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Functional mobility: This is part of good careers management. More and more employees nowadays seek career development. It is important to establish links between positions in companies so that employees can flourish at work. Furthermore, the functional development of employees provides the company with certain advantages. For example, internal recruitment will cost them much less than external recruitment. Companies today don't seem to appreciate frequent mobility, since moving an employee from job to job too frequently can lead to a lack of productivity on his part when he arrives in a new position and requires training. It is necessary to find a compromise between frequent mobility and a lack of mobility. It is believed that the functional mobility of an employee can only lead to loyalty if it is planned and supervised.

Temporary mobility can be compared to the secondment of staff. It is characterized by the transfer of employees from one company to another for a fixed period. This system is starting to develop between some SMEs that want to pool their skills. A company employee may be required to perform a mission in another company so as to provide the company with new skills, and this in turn increases his efficiency and skills development as he diversifies his activities.

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Careers and mobility management: which tools to use?

Career and mobility management is essential for businesses. For the best talent and career management possible, it is important to know the wishes of each employee, their skills and the possible links between positions. It is therefore imperative that companies equip themselves with tools to identify the career aspirations of their employees, their skills and the positions they can apply for in the company.

While functional mobility is a logical part of career development, temporary mobility is more in line with the development of technical skills. Carrying out a mission in another company allows the employee to develop his adaptability and further strengthens the flexibility of the company. This type of mobility contributes to building the company's trust in its employees.

It is essential for the sake of "quality control" to set up reviews at the end of each mission.

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