Is your organisation prioritising agility and adaptability in today's rapidly changing business landscape?
Talent mobility is increasingly vital to meet evolving needs and cultivate a workforce that can swiftly adapt to changing market conditions. However, talent mobility presents challenges, such as identifying high-potential talent, aligning learning with mobility goals and maintaining productivity during transitions.
Online learning is a valuable resource that can help you overcome these challenges. in overcoming these challenges. How?
Explore practical strategies and actions you can take to maximise the value of your online learning solutions and empower talent mobility in your organisation.
Reading time: 5 minutes
Is your organisation prioritising agility and adaptability in today's rapidly changing business landscape?
One key to achieving this is talent mobility, the ability to transition employees within an organisation to meet evolving needs. Increasingly vital in today's dynamic workplace, it's not just about relocating employees; it's about cultivating a workforce that can swiftly adapt to changing market conditions. For employees, talent mobility means more opportunities for career growth and advancement within the company, leading to lower turnover rates and higher levels of engagement.
However, talent mobility does come with its own set of challenges. From identifying high-potential talent to aligning learning with mobility goals and maintaining productivity during role transitions, there's much to consider.
Fortunately, online learning proves to be a valuable resource in overcoming these challenges. Cathy Engelbert, former CEO of Deloitte, attests to this, ‘Our online learning initiatives have been instrumental in supporting talent mobility within Deloitte. By offering flexible, on-demand learning options, we’ve enabled our professionals to acquire new skills and take on new challenges with confidence.’
In Deloitte’s case, its innovative ‘Deloitte University’ programme – available to employees around the world – has created a workforce who are more satisfied in their roles, deliver exceptional service, and stay with the organisation for longer.
Keen to learn more? Explore practical strategies and actions you can take to maximise the value of your online learning solutions and empower talent mobility in your organisation.
Strategy #1: Identify high-potential talent through online learning data
Identifying high-potential talent is essential for effective talent pipeline planning. This ensures your organisation’s sustained growth and competitive edge. But how can online learning solutions help you? Here are three tips to get you started.
1. Mine performance metrics
To truly understand individual strengths, look beyond basic completion rates and analyse detailed performance data from online learning. Track scores from various assessments – formal tests, quizzes, self and peer evaluations, and trainer feedback – to get a comprehensive view.
Look for matches between individuals’ proficiency in certain skills and skills frameworks for specific roles. This data can help you spot potential high performers who might thrive in different career paths.
2. Use behavioural data
Behavioural data from online courses can be incredibly insightful. Look for employees who consistently engage and show curiosity – such as frequent participation in discussions, contributions to collaborative projects, and exploration of diverse learning modules. These behaviours often signal a keen learner with career growth potential.
3. Tap into the potential of predictive analytics
By analysing historical data and performance trends, predictive analytics can identify individuals who exhibit traits and behaviours linked to leadership and specialist roles. This forward-thinking approach helps you nurture the right talent for future success.
Strategy #1: Identify high-potential talent through online learning data
Identifying high-potential talent is essential for effective talent pipeline planning. This ensures your organisation’s sustained growth and competitive edge. But how can online learning solutions help you? Here are three tips to get you started.
1. Mine performance metrics
To truly understand individual strengths, look beyond basic completion rates and analyse detailed performance data from online learning. Track scores from various assessments – formal tests, quizzes, self and peer evaluations, and trainer feedback – to get a comprehensive view.
Look for matches between individuals’ proficiency in certain skills and skills frameworks for specific roles. This data can help you spot potential high performers who might thrive in different career paths.
2. Use behavioural data
Behavioural data from online courses can be incredibly insightful. Look for employees who consistently engage and show curiosity – such as frequent participation in discussions, contributions to collaborative projects, and exploration of diverse learning modules. These behaviours often signal a keen learner with career growth potential.
3. Tap into the potential of predictive analytics
By analysing historical data and performance trends, predictive analytics can identify individuals who exhibit traits and behaviours linked to leadership and specialist roles. This forward-thinking approach helps you nurture the right talent for future success.
Strategy #3: Guide teams through transitions with online learning
Helping teams navigate changes when during role transitions is essential for maintaining productivity and morale. These changes can be stressful and feel uncertain – and with online learning solutions, you can:
1. Organise flexible, bite-sized learning
Use micro or nano learning to break down complex topics into manageable chunks and reduce cognitive loads during role transitions. Offer online modules that fit into busy schedules, allowing employees to learn at their own pace without interfering with their transition responsibilities.
2. Boost resilience with stress management modules
Offer specific modules that help individuals develop resilience, manage stress, and navigate change effectively. From emotional intelligence to time management and stress management, provide tools and resources tailored for high-stress transitions.
3. Help individuals build a peer support network through social learning
Organise group sessions for employees undergoing role transitions to connect with others in similar situations. This shared experience fosters camaraderie and support, easing the stress and uncertainty of change. These sessions also create opportunities for building new professional relationships and networks within the organisation, providing valuable support and facilitating knowledge sharing as employees adapt to their new roles.
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Talent mobility is not just a buzzword; it's a strategic imperative in today's rapidly evolving business landscape. By harnessing the power of online learning, organisations can build skilled, resilient, agile workforces that can thrive in an ever-changing environment.
Review your strategies, assess existing online solutions, and consider revamping or investing in new ones.
Let’s take this opportunity to ensure our online learning initiatives are aligned with talent mobility goals, setting the stage for continued success and innovation.
British Council has 90 years’ experience of partnering with organisations and individuals in over 200 countries to upskill their workforce for success. Our four-step process supports you to implement initiatives that make a difference, whatever the career path your employees choose.
Our online courses offer personalised, scalable options to grow your employees’ skills.
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