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A newly released research report from the HR Research Institute, in partnership with SHL, reveals a clear differentiator between thriving internal mobility programs and those that underperform: a strong, structured skills framework.
The study, titled “Talent Mobility Programs 2025,” explores how organizations are tackling the complexities of internal mobility and what sets high-impact programs apart. While the majority of organizations recognize the value of internal mobility—54% of HR professionals report noticeable improvements in retention and business outcomes—few have the infrastructure in place to realize its full potential.
One standout finding from the report: organizations that assess both employee skills and job requirements are significantly better positioned to match people to opportunities—quickly and at scale. However, more than half of respondents say translating and measuring skills using their current frameworks is “somewhat” or “very” challenging, often due to bloated skill libraries or unclear role profiles.
While talent mobility has significantly improved retention and performance, execution remains a hurdle. Only 8% say they have a concise, easy-to-use skills framework—an essential enabler of successful mobility. The most common barriers include managers prioritizing external hires (33%), limited budgets (28%), and outdated technology (18%).
Despite the clear benefits, many organizations still lack the infrastructure to scale internal talent strategies.
