Measuring the Supply Side (Employees)
Retaining “A” players. Reducing voluntary turnover. Cross-training employees for better cooperation. These topics, usually discussed at executive meetings on the labor force, are, in and of themselves, cause to install measures to examine the health and attitudes of your internal mobility program.
Some Internal Mobility Program measures you already have in your hands can be used more effectively. Some are harder to create, but you likely have the data for it. Consider Table 10.1.
Table 10.1. | Metric | Key Question |
|---|
| Percent of Internal Hires | | Q1: | Is your organization considering and hiring internal talent? |
|
| Employee Fluidity | | Q1: | How frequently do your employees move within the organization? |
|
| Measuring by A, B, C Players | | Q1: | Are your “A” players moving around the organization, learning the different businesses? Or are they being trapped by their department? |
|
| Termination Feedback | | Q1: | Are your voluntary terminations tracking whether they considered another job? |
|
| HR Time to Contact | | Q1: | Is HR contacting employees requesting transfers according to their service level? |
|
