The significance of intra-organizational mobility procedures in modern organizations

Abstract

PURPOSE: The aim of the article is to present the significance of the procedure of intraorganizational employee mobility in modern organizations. Additionally, the following answers were sought: what procedures occur most often in the field of human resources management, whether there are also separate ones related to intra-organizational mobility employee, and if the organization does not have them, whether they are included in other procedures.

DESIGN/METHODOLOGY/APPROACH: This study is empirical in nature. The research was conducted in 2020 in 401 Polish organizations (medium and large). The research method included a diagnostic survey using an on-line questionnaire. Persons holding the position of HR Specialist or HR Manager in a given organization were directly responsible for completing the questionnaires.

FINDINGS: The results showed that only a quarter of the surveyed organizations have procedures dedicated to internal mobility, in every third of them they are in written form, and in every tenth there are no such procedures and there is not even a plan for their implementation. It was also shown that they are most often included in the procedure related to internal recruitment, talent management and employee development.

PRACTICAL IMPLICATIONS: Those organizations that have procedures for intra-organizational mobility employee can consciously manage human potential, create a diverse work environment for employees, better utilize employee potential and prevent employee retention.

ORIGINALITY/VALUE: This article makes an significance contribution to the research on the significance of intra-organizational mobility employee as a distinct procedure. It highlights its crucial importance for the functioning of contemporary organizations.