The "Skills-Based Internal Mobility Playbook" emphasizes the importance of skills over traditional educational credentials in predicting future performance. Many organizations aim to implement skills-based practices but lack the necessary shared language, culture, structures, and technology systems. The Business Roundtable's Multiple Pathways Initiative (MPI) seeks to reform hiring and talent management by valuing skills obtained through various means. The playbook, created by MPI's Internal Mobility Working Group, provides practical insights and key considerations for implementing skills-based internal mobility within companies.

Key Benefits for Companies:

1. Increased retention and reduced costs for hiring, onboarding, and training.


2. Enhanced innovation and agility due to retained company knowledge.


3. Improved employee engagement and satisfaction.


4. Better alignment between talent strategy and business strategy.


5. Anticipation of skills gaps and business needs in a rapidly changing environment.

Key Benefits for Employees:

1. Provides equitable mobility opportunities, especially for historically marginalized groups.


2. Recognizes skills acquired through experience, training, and education.


3. Promotes transparency in the mobility process and reduces implicit bias.

Implementation Steps:

1. 
   

   Planning and Strategy:

   
   
   
   
   
   • Reflect on the necessity and fit of skills-based mobility within the company's culture.
   
   
   • Engage stakeholders and assess resources needed.
   
   
   
   


2. 
   

   Skills Validation:

   
   
   
   
   
   • Identify, define, and measure required skills.
   
   
   • Implement systems to track and validate skills efficiently.
   
   
   
   


3. 
   

   Connecting People to Opportunities:

   
   
   
   
   
   • Develop an accessible internal platform for growth opportunities.
   
   
   • Support employees with mentorship, training, and career development resources.
   
   
   
   


4. 
   

   Measurement and Continuous Learning:

   
   
   
   
   
   • Define success metrics and establish data systems to support continuous learning.
   
   
   • Engage stakeholders and use data to make informed adjustments.
   
   
   
   

Challenges and Solutions:

• Data Management: Ensure systems can handle extensive data for skill tracking.


• Skill Measurement Validity: Use multiple assessment methods and seek evidence to support assessments.


• Stakeholder Engagement: Regularly communicate and engage with all levels of the organization to build trust and support.

This playbook serves as a guide for companies to start their journey with skills-based internal mobility, recognizing the unique paths each company may take.