While companies have long praised internal internal mobilityIf companies have long praised internal mobility, it is clear that the internal need for ever greater agility has led to the emergence of a new concept that is more flexible than the traditional evolution in silos: the internal loan of personnel… Mobility within a company should not only be considered as a shift for shift, but also as a loan of skills for a limited period of time. Why and how is this solution gaining ground? Focus on this new approach to internal mobility…
What are the advantages of the "Internal Loan of skills"?
The advantages of the internal loan of skills are to give the chance to the manager as well as to the collaborator to test their adequacy during a defined duration. Contrary to an internal mobility which engages the whole position, the internal loan concerns specific skills gathered around a common project. Also the employees participate in an internal mission which will offer them the possibility to test a different activity, to learn. For the manager, the advantage is to quickly have the required qualification and to use it for a defined objective in time.
“This quotation, which circulates within HR functions, is of course not an absolute truth, but it does illustrate some of the drawbacks that can be linked to traditional internal mobility. It implies that sometimes, it is not the most competent profiles that are promoted, but those who have used the right levers…
Furthermore, just because an employee is efficient in a given position does not mean that he or she will be as efficient in the position to which he or she has been promoted, even if the company does everything possible to ensure that the employee fulfills his or her mission (training, support, etc.). Traditional internal mobility can also show its limits when it is orchestrated without the approval of the hierarchy (both the old and the new); of the person promoted.
To avoid all these pitfalls, the internal loan of personnel, which is the subject of a consensus of all the stakeholders, is a solution which, because it is iterative and not necessarily long term, can prove to be a very relevant solution. It should also be noted that rather than placing this approach in opposition to internal mobility, it should be considered as one of the building blocks of the company’s internal mobility policy…
Internal Talent Marketplace & Staffing: Boosting the internal supply and demand of skills
The internal loan of personnel consists in abandoning the traditional system of evolution in silo in the company. Instead, this approach consists of associating skills to a project or a mission, at a given moment. This can be the time of the implementation of the mission, as well as in the long term. What always prevails is the identification of the most qualified expert for each project.
Some IT tools facilitate this matching by offering HR departments a ” talent marketplace ” or internal assignment exchange. With just a few clicks, you can identify and mobilize the best profiles for each of the projects deployed within the company. Semantic analysis engines allow you to analyze the available data sources related to your employees. To do this, you must of course have carefully mapped skills and kept it up to date.
These applications provide a real-time, cross-functional view of all internal skills . They thus represent an obvious aid to staffing and, for employees, opportunities to boost their careers and prospects for cross-functional development.
Meet the aspirations and improve the satisfaction of employees
This employee-centric approach offers them suggestions for assignments – even if they are one-offs – that will be completely aligned with their skills and skills.
Offering employees the right project at the right time, thanks to the talent marketplace, not only ensures the right resources for an assignment or project, but also offers employees opportunities for personal development.
These “internal loans” make them much more involved in their own development, while giving management better visibility of their adaptability, their motivations, their agility and their assets… As a result, as projects are entrusted to them, these “loaned talents” become more and more responsive to the proposals made to them. The HR department continuously adapts the professional projects of these employees, and perceives their needs and wishes more accurately. The skills marketplace is thus becoming increasingly intelligent, dynamic and agile, providing an effective link between talent aspirations and business challenges!
