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| POLICY ISSUES |
| A key element of the mobility centres concept is, of course, employee mobility. This can mean functional mobility meaning vertical or horizontal movement within a company. Internal and external mobility refers to employee mobility into, within and out of a company. Geographical mobility covers the change of geographical place where the work is carried out. Employee mobility may be desirable for a number of reasons both qualitative and quantitative. Companies may have a requirement to increase the vitality and innovativeness of its employees (qualitative mobility) and it may also have a need to increase the quantitative mobility of employees (e.g. down-sizing or increasing new employee in-take). |
| The concept of mobility centres is very closely tied in with another human resource concept, employability. With the trend towards atypical working e.g. short term contracts, part-time work, etc., participants in the labour market have to focus on developing their long term employability prospects. In other words, individuals have to assess their skills and expertise in the context of likely demands for those skills in the future. Individuals will, therefore, be looking at employment opportunities which can enhance their future employability. Employers who can offer training provision and opportunities for vocational development are more likely to attract suitable candidates. Employees who are concerned with their future employability prospects can make use of the services provided by mobility centres to plan their future career and to identify the skills they will need to pursue their career choice. Mobility centres can advice employees of opportunities in other parts of the organisation which they can avail of to further develop their skill set and experiences. |
| Mobility centres can also have linkages with another key issue in human resource development, life-long learning. The introduction of new forms of working and information communication technologies is revolutionising the work-place. Employees are now more likely to be working in teams and undertaking a much wider variety of tasks. Hence they need a wider range of skills—both technical and inter-personal. With the dual role that the mobility centre can play in advising on vocational and soft skills training, there is potential for the mobility centre to assist employees to identify relevant educational and training provision not only within the company but also externally. |
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