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What is internal mobility?
Internal mobility is an opportunity for employees to move to another position within the same company. This concept covers not only the traditional idea of career growth, but also horizontal transitions with a change in role. As HR consultant Amina Idigova notes, "What was previously called a career ladder has evolved into a career grid." Classic career advancement remains relevant, but new development options have been added. In the modern context, several key career development paths can be identified that help employees develop their skills and expand their professional horizons. Internal mobility contributes to increased employee satisfaction and talent retention, which, in turn, positively impacts company performance. Vertical career development is a process in which employees gradually advance through the ranks, from intern to manager. At each stage of this journey, they accumulate the knowledge and experience necessary for a deep understanding of all aspects of the work process. As a result, the company develops leaders with a comprehensive understanding of their department and the organization as a whole. Such employees demonstrate loyalty and motivation, striving to achieve high results and successfully secure a new position. Vertical career growth not only fosters the development of individual employee potential but also enhances overall business performance.
The advantage of vertical promotion is that the company gains a qualified manager, which reduces the cost of training and onboarding a new employee. However, in practice, the situation can be more complex. Employees may not perceive a former colleague as a new manager, especially in an environment with a lack of transparent promotion criteria, when it is unclear why they were chosen. Furthermore, the appointed employee may lack the necessary leadership qualities, and their management experience may be insufficient. Therefore, there is a risk of losing a valuable sales specialist and simultaneously gaining an ineffective sales manager.
A horizontal career path involves developing new skills and moving to another position, which may be similar to the previous one or completely different. For example, a marketer might move into UX design. Although this transition does not imply hierarchical advancement, it allows specialists to expand their competencies and increase their value in both the domestic and international labor markets. Developing diverse skills enhances competitiveness and opens up new opportunities for career advancement. A horizontal path, unlike a vertical one, provides access to a wider range of people. In areas where career advancement opportunities are limited, a horizontal path becomes one of the few available options. This also benefits companies: they gain employees with a diverse set of skills capable of handling cross-functional tasks. This approach improves overall performance and fosters the development of versatile specialists, which is important in a rapidly changing market. A zigzag career path represents an employee's transition between different areas, allowing them to gain broad and varied experience in their professional field. This approach to career development facilitates the development of new skills and knowledge, making specialists more competitive in the labor market. By moving from one area to another, employees not only broaden their horizons but also discover new opportunities for career growth and self-realization.
If you're aiming to grow an employee to the level of COO, it's important for them to master all aspects of the company's operations. To achieve this, they should progress through various positions in various departments. This will allow them to gain a deeper understanding of the company's internal processes and operating mechanisms, which ultimately contributes to more effective management and informed decision-making in the future.
Companies are increasingly using internal talent marketplaces to attract Employees are encouraged to participate in various cross-functional projects. This approach allows employees to utilize skills and experience beyond their current responsibilities. It is important to note that employee roles in cross-functional teams can differ significantly from their primary functions. For example, a marketer may take on the role of a project manager, which opens up new opportunities for professional growth and development. Using an internal talent marketplace facilitates more efficient resource allocation and increases employee engagement in company processes.
There are many ways to provide employees with the opportunity to try out new roles, even if this does not require a change in their career path. One such method is mentoring, which gives experienced employees the chance to demonstrate their skills and also feel responsible and meaningful about their contribution to the company's development. Mentoring promotes the exchange of knowledge and skills, strengthens team spirit, and increases overall productivity. This approach not only develops individual qualities but also creates a more cohesive and effective team.
Clearly defined career paths play a key role in the professional development of employees. When employees know their goals and growth paths, they become more motivated and engaged in their work and learning. Clear career paths not only increase productivity but also create a more positive team atmosphere. Employees, having a clear understanding of their professional goals, are more actively involved in developing their skills and knowledge, which ultimately leads to improved company results.
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Analysis of Changes in the Structure and Objectives of Personnel Training in Russian Companies
Modern realities require Russian companies to adapt their training methods. In this context, several key findings stand out. First, there is a shift from traditional forms of training to more flexible and individualized approaches. This is due to the need to consider the diversity of employee skills and needs.
Secondly, the emphasis is shifting to digital technologies, making training more accessible and interactive. The use of online courses and distance learning platforms significantly expands opportunities for employee development.
Thirdly, companies are beginning to pay more attention to the development of soft skills, such as communication, teamwork, and critical thinking. These skills are becoming essential in a rapidly changing labor market.
Fourthly, the involvement of managers in the training process is crucial. Leaders become not only participants but also initiators of educational programs, which contributes to the formation of a corporate culture focused on continuous development.
Finally, companies are increasingly implementing training effectiveness assessment systems, which allow not only to track employee progress but also to adjust educational strategies depending on business needs. These changes emphasize the importance of continuous learning and adaptation in today's market.
Are companies developing internal mobility?
According to LinkedIn's 2024 report, only 33% of companies globally implement internal mobility. In contrast, in the Russian market, according to Lerna's 2023 "Silent Hiring" study, 89% of domestic companies have implemented internal mobility tools to varying degrees. Most of them, namely 64.5%, used rotation and task redistribution among employees. In addition, 76% of respondents noted that they used both horizontal and vertical internal mobility. This demonstrates the high interest of Russian organizations in optimizing human resources and increasing employee engagement through internal mobility mechanisms.
The importance of internal mobility for companies is confirmed by a study conducted by the Emiritus online platform among specialists from 18 countries. Results showed that 63% of employees are interested in personalized career plans, and 61% consider career coaching a particularly appealing element of training. This demonstrates that career opportunities are a powerful motivator for employees in their learning process. LinkedIn's 2023 survey data also supports this idea: progress toward career goals and updating professional knowledge are the main factors motivating employees to develop their skills. Furthermore, LinkedIn's research revealed that in one year, the priority of supporting employee career development in the L&D function rose from ninth to third place. Thus, companies that invest in internal mobility and career development not only increase employee engagement but also contribute to the creation of a more qualified and motivated team. In Russia, the trend toward career development and employee retraining is gradually becoming relevant. At a joint conference of the Lerna and Kampus platforms in April 2024, representatives of L&D departments from large Russian companies presented their initiatives in this area. However, this trend is only just beginning to develop: according to a report on silent hiring, 41% of employees at Russian companies did not receive additional training when moving to new roles or positions. This highlights the need for more active implementation of training and development programs to improve the qualifications of personnel and adapt them to changes in the labor market.
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Personal development of employees has become an integral part of corporate culture, comparable to such familiar aspects, such as vacation and flexible work schedules. Companies understand that investing in the training and development of their employees contributes to the enhancement of their professional skills, motivation, and overall productivity. This not only improves the team climate, but also has a positive impact on business results. In today's competitive environment, organizations that support and develop their staff gain a significant advantage in the labor market.
How to integrate training into the career development process
The effectiveness of internal mobility in a company is largely determined by the organization of promotion processes and employee empowerment. To create a high-quality career trajectory that is integrated with training, it is necessary to consider three key principles. These principles will help ensure not only employee growth, but also an improvement in the overall climate in the organization, contributing to higher productivity and job satisfaction. The right internal mobility helps attract and retain talented personnel and increases the company's competitiveness in the market.
A career path often resembles not a straight path, but a complex labyrinth with many obstacles. Employees face uncertainty, unsure how to achieve their desired goals. This situation not only demotivates employees but also negatively impacts business development. A clear career development structure and clear benchmarks can significantly increase employee motivation and ultimately lead to successful results for the company. Developing transparent career paths and supporting employees in their professional development are important aspects that contribute to both individual and organizational success.
Career paths within a company should be clear and accessible to all employees. It is important to clearly define deadlines, required actions, evaluation criteria, and conditions that must be met by both employees and the business. Career transparency promotes increased motivation and engagement and helps employees more consciously plan their professional trajectory.
Research shows that a detailed plan significantly reduces stress levels on the path to goal achievement. This can be accomplished by creating a talent pool, providing employees with access to specialized training courses, and assigning each one a mentor. Employees, in turn, understand the specific skills and knowledge they need to develop and the criteria by which their efforts and results will be evaluated. This allows them to purposefully pursue higher positions within the company.
Training plays a key role in career advancement. Survey results and practice show that successful career advancement directly depends on the level of knowledge and skills. It is important to note that training is not limited to courses and programs offered internally. External educational initiatives, such as soft skills or specific competency courses from third-party providers, can also significantly enrich a person's career path. Investing in training allows you to not only improve your qualifications, but also increase your competitiveness in the labor market, which ultimately leads to career success.
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To organize effective corporate training, it is important to create a systematic approach that is integrated with the company's business metrics. The main goal is not only to train employees, but also to achieve specific business results. To achieve this, it is necessary to analyze current training needs and define key performance indicators (KPIs) that will help evaluate the training results.
First, you should define training objectives in the context of your business strategy. This will allow you to link training programs to the specific objectives of the company. For example, if the business goal is to increase sales, employee training should focus on developing sales and customer service skills.
Next, you need to develop a training program that will take into account the identified needs and goals. It is important that the training includes both theoretical and practical aspects and allows participants to apply the acquired knowledge in a real-life setting.
After completing the training, it is important to evaluate its effectiveness. Use predetermined KPIs to analyze the results. This may include increased productivity, increased sales, or improved customer service. Regular assessments allow for the adjustment of training programs and their adaptation to changing business conditions.
Thus, systematic corporate training linked to business metrics contributes not only to staff development but also to the achievement of the company's strategic goals.
Employee assessments play a key role in preventing situations where a successful sales professional fails to fulfill their leadership responsibilities. This is especially important in the context of a vertical career path. Before promoting an employee, it is necessary to identify their skill gaps and offer training to address them. Assessments are also relevant in horizontal career paths. Using various tools such as tests, surveys, and feedback, hidden talents and potential can be identified, helping to develop their abilities and benefit the company. This approach contributes not only to the professional growth of employees but also to the overall success of the organization.
Training can be an effective tool for assessing employee skills, especially if the best performers are identified based on course completion. Additionally, many corporate learning platform and library providers, including Lerna, offer assessment tools. These tools include questionnaires and tests that allow for a more in-depth analysis of employee skills and potential. Using these methods can improve overall team productivity and efficiency.
A clear career plan provides clear, measurable outcomes, including learning outcomes. This data allows for informed placement decisions and the suitability of candidates for the required roles. Learning outcomes also serve as a powerful motivational tool. When employees recognize qualitative changes in their development, see how far they have come, and understand their goals, this motivates them to further grow. Furthermore, analyzing learning outcomes helps companies make informed and transparent decisions, which contributes to effective HR management and increases overall productivity.