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Managing an Internal Market to Match Talent to Jobs
Previous chapters describe the challenge of uncertainty in talent management, an important consequence of which is that employers no longer can plan long-term careers for individuals. The notion of a career plan (from the perspective of the individual) or a succession plan (from the perspective of the employer) that identifies certain employees to move to certain jobs at certain times is a thing of the past. Even identifying a particular career pathway is hard.
What is taking the place of these outmoded practices? How do you determine which employees get which jobs, and more broadly, how will employees move and advance in their careers?
Given that few employers are able or willing to provide ...
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