GE isn’t a company that comes to mind as innovative, yet their current work in talent development and helping employees navigate their careers is quite forward-thinking:

Using data on the historical movement of GE employees and the relatedness of jobs (which is based on their descriptions), the app helps people uncover potential opportunities throughout the company, not just in their own business unit or geography. Lots of companies post open positions on their websites. What’s different about this tool, says Gallman, is that it shows someone jobs that aren’t open so that he or she can see what might be possible in his or her GE career.

Showing employees what’s possible, regardless if the opportunity is available, is a smart move. It helps anchor the company in the employees mind, giving them a path to work towards. I left a few jobs because I had no idea of what was possible (and neither did my boss). Having multiple paths to explore can open up valuable conversations and go a long ways in retaining talent. Pair that with a new tool that “recommends the training or education someone needs to better perform his or her existing job and to progress.” GE is making clever use of new analytics and algorithmic tools to retain employees.