Tackling Internal Mobility Roadblocks: 4 Ways Upskilling Platforms Unlock Workforce Agility

Even though organisations invest heavily in talent – spending up to three times more than on capital assets – many still struggle to close their skills gaps.

Recent research by Gartner has revealed some rather sobering insights into the state of workforce readiness today: A significant 41% of HR leaders say their workforce lacks the skills needed to meet current business demands, while 50% admit their organisation doesn’t effectively leverage the skills they already have. Even more concerning, 62% agree that uncertainty around future skills poses a serious risk to their business. If internal mobility is not adequately supported, it will not deliver the results organisations hope for, and the full value of their talent investment will remain unrealised.

To address these challenges, organisations need to take a more fluid approach to managing talent — one that allows employees to move across roles, teams, and functions as business needs evolve. Internal mobility, when done right, can help close skills gaps faster, make better use of existing capabilities, and build a workforce that’s more adaptable to change.

In this blog, we explore the leading barriers to internal mobility and how upskilling platforms can address them.

Why Internal Mobility Matters in Today’s Labour Market

In a labour market defined by volatility, rapid technological change, and fierce competition for top talent, internal mobility has become a strategic imperative.

Organisations can no longer rely solely on external hiring to fill critical skill gaps. Instead, they must prioritise internal mobility, identifying and redeploying existing talent to meet evolving business needs. This shift is especially evident in markets like Singapore, where the national workforce strategy is increasingly oriented toward a skills-first framework that prioritises capabilities over credentials.

Here are a few reasons why internal mobility is gaining prominence:

Close Skill Gaps Faster

Internal mobility offers a more agile and cost-effective way to close skill gaps, especially in areas where demand is growing. By tapping into existing talent, organisations can redeploy employees into new roles more quickly, without the delays and expenses that come with external recruitment. This approach also helps build a more resilient workforce, as employees already understand the company’s culture, systems, and expectations.

Improve Employee Retention

Retention today goes beyond offering competitive pay — it requires demonstrating a clear and attainable future within the organisation. When people see clear career pathways and growth opportunities, they are more likely to stay. In fact, according to Singapore’s Ministry of Manpower, the average job tenure rose to eight years in 2024. This trend of long-term employee commitment may reflect the growing access to career development opportunities. Facilitating internal movement across roles and departments not only strengthens retention but also helps organisations preserve institutional knowledge and minimise the costs and disruptions associated with turnover.

Boost Engagement and Productivity

Internal mobility plays an important role in building a culture of continuous learning and growth, which helps improve overall team performance. When employees are given clear chances to move within the organisation on their own terms, they tend to be more engaged and productive. They are also more likely to take ownership of their work, contribute proactively, and stay committed to organisational goals.

Solving 4 Internal Mobility Challenges with Upskilling Platforms

While internal mobility holds great potential, many organisations are still searching for practical ways to unlock its full value. As LinkedIn points out, companies that don’t actively focus on internal mobility may already be falling behind their competitors.

Let’s explore four ways digital upskilling platforms enhance internal mobility — making it smarter, more effective, and better aligned with what businesses need today.

1. Gain Visibility Into Workforce Skills

One of the biggest barriers to internal mobility is not knowing what skills already exist within the organisation. According to Gartner, only 8% of organisations have reliable data on their workforce’s current skillsets, including those most critical to business success. This lack of visibility means managers may overlook capable internal talent simply because they don’t know what their people can do. As a result, fewer than 20% of organisations move talent effectively to fill skill gaps.

Upskilling platforms solve this by tracking learning progress, certifications, and skill development in real time. Through features like skills gap analysis and competency mapping, managers can assess employee capabilities against role requirements and identify suitable candidates for internal opportunities. These tools make talent decisions more data-driven and inclusive, helping agile organisations match the right people to the right roles.

2. Build a Clear Mobility Framework

Without a formal process or policy to guide internal movement, employees may not know how to explore new opportunities within the organisation. This often stems from outdated HR systems and siloed departments that prevent talent from flowing freely across teams. Managers and HR should be equipped to guide and support transitions in one centralised hub.

A well-designed internal mobility framework within an upskilling platform opens new possibilities for the organisation and its employees. With features like career pathway mapping, companies can visualise vertical (promotions) and lateral (cross-functional) movements based on role requirements and skills — making career progression more transparent and accessible. These pathways can be linked to targeted learning modules, enabling employees to build capabilities aligned with future roles.

3. Make Workforce Development Accessible and Efficient

Many companies struggle with employee development due to limited time and resources. Staff are often too busy with day-to-day tasks, and managers may not have the capacity to guide career growth properly. As a result, learning becomes ad hoc, and career progression feels unclear or out of reach.

Upskilling platforms powered by AI are transforming how employees learn — moving away from traditional, one-size-fits-all training towards more engaging and flexible experiences. Staff can access microlearning modules, interactive content, and personalised learning paths anytime, allowing them to learn in the flow of work, whether during short breaks or between tasks. AI-driven recommendations can tailor content to each employee’s role, goals, and skill gaps, while also surfacing internal opportunities that match their evolving capabilities. For managers, AI-powered insights offer a clear view of team progress and potential, making it easier to support development without stretching resources.

4. Enable Skills-Based Career Movement

Rigid role structures can make it hard for employees to apply their skills in new areas. Roles are often defined too narrowly, and staff end up feeling stuck even if they have the potential to contribute elsewhere. This limits internal mobility, slows development, and leads to disengagement.

Upskilling platforms are helping organisations rethink traditional role structures by shifting the focus from fixed job titles to dynamic skillsets. With integrated skills mapping and credential tracking, HR teams and managers can carry out more agile and strategic workforce planning. This gives decision-makers greater confidence to assign employees to new roles or projects based on verified competencies.

Ready to Boost Internal Mobility? Start with AvePoint

Whether you're looking to improve the visibility of career pathways or make learning more engaging and flexible, AvePoint’s upskilling platform is built to help.

With AI-powered recommendations, personalised learning journeys, and real-time skill insights among other features, AvePoint’s upskilling platform enables your workforce to grow, adapt, and contribute more effectively across the organisation.

Curious to see how it works in your organisation? Learn more and book your free consultation today.