Managing organizational talent through internal talent Mobility program : Implications for the human capital at the coca-cola company

Abstract

The concept of Talent mobility has been studied by HR experts as a resourceful and cost saving technique of strategic talent employment that can serve as a strategic competitive advantage for any organization. Over the past years, research has shown a considerable association between internal mobility and company performance. The intention of this research study is to look into the effects and implications of the qualitative character and the dimensions of newly commissioned internal talent mobility programs on the human capital of Coca-Cola. The dissertation focuses on the examination of the systems and processes of the organization’s strategic talent management policy in respect with the expectations and reservations of the company’s diverse talent pool regarding the newly introduced internal talent mobility program. From the managerial perspective, this study will help the organizational leaders in achieving a better understanding of the employees’ perception of the mobility program. Exploring the previous literature on strategic talent management, internal talent mobility, support of manager, talent retention, succession planning, career tracks and training which help set up a comprehensive understanding for the research subject matter and explains the various facets linked to the topic. Under the light of interpetivism paradigm, the case study method of qualitative analysis has been employed for this research study, semi-structured interviews have been conducted with the employees affected by the mobility program, also the general perception of the workforce at multiple regional locations has been judged through an open-ended questionnaire, field notes and observation. The findings point out the significance of an effective Strategic HR function and a mentoring/coaching program in implementing an effective internal talent mobility plan. Furthermore, the importance of the development and growth of the organizational human capital in terms of their career progression is also found to be of immense significance to the talented employees.