In an ever-changing professional world, functional mobility is proving to be a key strategy for companies wanting to get the most out of their internal talent. It not only provides an opportunity to reassign tasks tailored to the unique skills of each employee, but also strengthens engagement and satisfaction within the organization. This article explores the various aspects of functional mobility and its importance in the context of internal recruitment.
Demystifying functional mobility
Functional mobility is an often misunderstood concept, but it is essential to the human resources strategy of modern companies. It is defined as the change of position of an employee within their company without reversing their hierarchical status or even their original department. That said, this does not mean that it does not have a considerable impact on the organization.
It manifests itself through a transfer of missions, responsibilities, or developments in the individual functions of employees. In a way, functional mobility is part of the broader framework of internal mobility, aimed at strengthening the skills available within the company. The goal here is to ensure that the right people are in the right places at any given time.
The different facets of functional mobility
Functional mobility, although it is often seen as a means of advancement, can also meet a multitude of needs for both the company and employees. When a company seeks to optimize its human resources, it must consider several types of mobility that can be integrated:
- Horizontal mobility : Allows employees to change positions without changing their hierarchical level.
- Vertical mobility : Often associated with promotions, this form implies increased responsibilities.
- Geographic mobility : This concerns a change of workplace, which can also attract talent ready to relocate for new opportunities.
This diversity allows companies to better absorb market changes and challenges while promoting the skills of their employees.
When to use functional mobility?
The question remains: when is it relevant to implement functional mobility strategies? Several situations signal an opportune time to act:
Adaptations to business transformations
Each company is subject to evolving trends which often result in readjustments of its workforce. These may involve reorganizations following acquisitions, mergers or even simplifications of chains of command.
In this context, companies must be ready to reposition their talents towards functions where their expertise will be most beneficial. This maneuverability is precisely what functional mobility offers, because it makes it possible to optimize the distribution of human resources in the event of significant contextual change.
Promoting skills development
Functional mobility is not only a repositioning strategy, it also promotes the continuous development of employee skills. By offering them the opportunity to acquire complementary skills, employers invest both in the well-being of employees and in the performance of the company.
A regular training and development process ensures that employees are equipped with a blend of technical and behavioral skills. This strengthens their confidence, their commitment, and therefore their overall performance.
How to achieve functional mobility?
Implementing an effective functional mobility strategy cannot be improvised. There are several essential steps that must be followed to ensure a smooth and beneficial process.
Set clear goals
The first step is to set strategic objectives. What skills does the company need to achieve its goals? How can we align these needs with employees’ career aspirations? The answers will guide the next steps, ensuring that each adjustment made is well-founded and aligned with the ambitions of all stakeholders.
Evaluate employee skills
Once the objectives have been stated, it is essential to assess the skills available within the company. A skills assessment is necessary to determine the team members most likely to participate in functional mobility.
This assessment must be carried out in depth and well documented. Involving managers in the process facilitates the detection of hidden or underutilized talents, and allows the establishment of functional mobility opportunities that correspond to the strengths and weaknesses of employees.
Overview of necessary tools
The implementation of functional mobility relies on adapted tools that make it possible to monitor the progress of employees throughout their journey. Depending on the tool chosen, companies can better evaluate, prepare and monitor employees in their transition. Individual development plan templates and the use of human resource management software are effective choices.
Importance of communication
For functional mobility to effectively work, clear communication must be put in place. Employees must be aware of the existence of such a strategy, the benefits it brings and the method of operation.
It may be wise to organize information sessions or workshops to address the subject directly with employees, thus promoting a climate of open exchange.
Measure process effectiveness
It is crucial to regularly analyze the effectiveness of functional mobility. The measured results and feedback from employees and managers make it possible to adjust the system based on feedback. These evaluations will help identify the strengths and weaknesses of the system, thus ensuring its continuous improvement.