How to design a career path?
What are the objectives of a career path?
Career: A career is a sequence of positions/jobs held by a person during the course of his/her working life.
Career Path Diagrams: Are diagrams that identify the movement between positions through transfers and promotions.
Career Planning: Is the process of identifying the employee’s potential positions that he/she can be promoted to or transferred to in the future.
Top Talented Program: A program which is especially made for developing and utilizing talented employees at the company, usually the top / outstanding performers, sometimes called “high potentials program”, and it can also be called “star employees’ program”.
Career Management Policies
Career Management shall be conducted on two levels; organizational by using career path diagrams for each department, and individuals by using the Individual Development Plan, which is a part of the annual performance appraisal cycle.
To map out careers of employees as per their ability and willingness and to train and develop them for higher positions.
To develop the experience of the employees by encouraging their rotation from one region to another, or from a function to another.
To utilize available managerial Top Talented within the organization fully.
To provide guidance and assistance to employees to develop their potentials to the highest level.
To improve employees’ morale and motivation by providing training and opportunities for promotion.
Career paths shall be updated whenever a change in the structure occurs.
The base for a solid career development shall be the performance appraisal. Accordingly, an individual development plan shall be designed, and training courses shall be identified and provided.
Career development shall be encouraged to all employees, however, special attention shall be given to the top performers, and a special program shall be designed to utilize their abilities and skills, this program may be called the Top Talented Program.
The Top Talented Program shall be updated and amended annually and shall be submitted with the budget to the board.
The employees to be included in the Top Talented Program should be those employees with outstanding performance appraisal result for three consecutive years.
The Top Talented Program shall include Individual career pathway for Top Talented employees.
Career Path Methodology
Career Path are designed in line with the special requirements and nature of the company, considering the following:
Types of Career Movements
Horizontal Movements, which refers to movements within the same functional group and same administrative level.
Vertical Movements, which refers to movements within the same functional group but with different administrative level.
Diagonal Movements, which refers to movements within different functional groups and different administrative levels.
The job qualifications are to be considered when searching for the next job in the career path.
Top Talented Program
For outstanding performers, HR will update and amend the Top Talented Program according to the results of the annual performance appraisal.
The Top Talented Program may include the following items:
The actions to be taken to develop the Top Talented employees and utilizing their skills:
A four-step career development process
Company staff to be evaluated following a four-step career development process:
1. Define individual targets and objectives
2. Collect feedback and evaluate
3. Decide on career development
4. Provide feedback and effectuate decisions
Five core policies for each cohort to be defined:
Mid-level and senior staff
Assessments will play a critical role in defining the end-of-year bonus payouts for each employee.
For junior staff, a Career Development (CD) Committee should make key career development decisions.
Why a CD Committee is needed?
What is a Career Development Committee (CDC)?
What does it do?
For mid-level / senior staff, evaluations and assessments should be done by the direct superior.