Internal mobility refers to role changes that a person faces within the same organization, moving from one organizational unit to another, performing different activities.
Internal mobility paths may occur for different reasons related to the specific organizational needs of the Foundation:
- Need for new staff that the Foundation publicizes through job opportunities aimed at internal staff (internal selections)
- Role transitions needed due to organizational/strategic changes, special situations or for personal needs
Internal selection
With a view to enhancing and developing the skills of the organization's internal human resources, the Foundation offers job opportunities aimed at internal staff through recruitment and selection processes reserved for its employees and collaborators.
These opportunities constitute concrete opportunities for professional and personal growth for all those who wish to bring their knowledge, skills and personal aptitudes to bear in different professional fields. Internal selection processes also provide an important opportunity for empowerment when the organizational needs of the Foundation match the motivations and interests of individual workers.
For the worker or employee it can mean:
- expressing his or her potential, using other skills in a new role;
- relocating by giving a different direction to one's professional development and acquiring new skills;
- finding new professional motivation and stimulation;
- prolonging her stay in FBK, if the person has an expiring contract that can be extended.
For the organization it can mean:
- enhancing the potential and skills of internal staff;
- giving dynamism to the organization;
- effectively motivating and placing its resources;
- saving time in onboarding new staff, who are already familiar with the workings of the organization;
- have an opportunity for dialogue with internal staff.
Internal opportunities within the Foundation are published in the appropriate section of the institutional website and made known to all staff and follow the same process as standard selection processes.
Role transitions
Sometimes internal mobility may result from other processes of organizational change, which are not realized through the moment of selection. In fact, it may happen that, in the face of innovations, streamlining of processes or strategic choices, certain activities are managed in a different way, or they are no longer needed by the organization and the person who was performing them must be placed on different activities; in other cases, needs of the person, problematic situations or critical issues arise that may create the conditions for a role transition.
In these situations, the human resources service intervenes by conducting a series of individual analysis and support interviews with the person affected by the change, aimed, if necessary, at his or her professional relocation within the Foundation. During the interviews, which have a mainly orientation purpose, the person's skills, aptitudes, motivations and interests are analyzed in order to identify a new professional project that is also in line with the foundation's needs.
Usually, internal mobility transitions are supported by training courses that accompany the person through the change and enable him or her to acquire the skills needed to effectively carry out the activities envisaged by the new role.
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