Exploring mobility management through fresh perspectives, including concepts from outside the traditional realms of mobility and HR, is always a useful exercise. All too often, the success of new HR policies depends not only on their content and official implementation processes but also on organizational dynamics and collaboration among people. Relying solely on official organization charts may not provide an accurate depiction of what's truly happening.
In this article, I present simple concepts rooted in collaboration analytics. I'm not suggesting that launching complex analytics projects is a must—especially for teams with limited time and resources. However, leveraging basic concepts of collaboration analytics can offer new insights for mobility management activities.
You might be grappling with stakeholder disconnects when implementing new policies or trying to understand why assignees struggle to transfer knowledge effectively. It could also involve uncovering why certain employees lack opportunities due to ineffective networking within the organization. While collaboration analytics might not offer all the answers, it can guide you in the right direction. Conducting brainstorming sessions to analyze collaboration patterns within the organization can serve as a valuable exercise before embarking on new international HR projects.
Such collaboration network analysis finds various applications. I often explore trends and 'buzzwords' in talent mobility and management. My approach involves fact-checking but also network analysis, shedding light on how these themes emerge, spread, and evolve within the international HR community and the mobility industry.
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