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Roadmap For Almajdouie Career Path Framework

The document outlines a 5-step project for developing a career path framework at Almajdouie: 1. Create position profiles outlining core responsibilities, skills, and requirements for each role through subject matter experts and research. 2. Develop a career map showing typical career paths and sequential positions to facilitate growth. 3. Identify core competencies and expected behaviors for outstanding performance at each stage. 4. Link career paths to training and development by prioritizing skills needed for future roles. 5. Establish accountability mechanisms to ensure the effectiveness of the framework over time as business needs change.

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240 views11 pages

Roadmap For Almajdouie Career Path Framework

The document outlines a 5-step project for developing a career path framework at Almajdouie: 1. Create position profiles outlining core responsibilities, skills, and requirements for each role through subject matter experts and research. 2. Develop a career map showing typical career paths and sequential positions to facilitate growth. 3. Identify core competencies and expected behaviors for outstanding performance at each stage. 4. Link career paths to training and development by prioritizing skills needed for future roles. 5. Establish accountability mechanisms to ensure the effectiveness of the framework over time as business needs change.

Uploaded by

muhammad_alsaleem5884
Copyright
© © All Rights Reserved
We take content rights seriously. If you suspect this is your content, claim it here.
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Download as PDF, TXT or read online on Scribd
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PROJECT FOR ALMAJDOUIE CAREER PATH FRAMEWORK

MAIN ELEMENTS OF THE PROGRAM


Step 1: Create a Career Roadmap:
Step 2: Build Position Profiles
Step 3: Identify Core Competencies and Expected Behaviors
Step 4: Incorporate Training and Development
Step 5: Establish Accountability
STEP 1: BUILD POSITION PROFILES
Position profiles create distinctions among job roles in career paths by outlining their
core responsibilities, skills, and requirements. To do this, organizations consult subject-
matter experts, interview functional leaders, and conduct external industry
benchmarking. It is also important to determine the qualifications and expertise
associated with different career positions, roles, and stages. This might include the
recommended or required education, skills, technical training, licenses, and
certifications for successful performance at each stage.
STEP 2: CREATE A CAREER ROADMAP
Career maps are used to show what a prototypical career looks like in terms of
sequential positions, roles, and stages. They outline common avenues for moving within
and across jobs in ways that facilitate growth and career advancement. Career maps
are typically displayed in a diagram, making it easy to visualize each position or
role as a stage in a path. Organizations may use existing competency grades or job
bands to define vertical and horizontal hierarchies, and they can also do so by
compiling organizational knowledge to create a general framework. Some companies
choose to provide additional information such as common moves when changing
careers, number of employees in a particular job role and the growth across those
populations, and different job categories in particular business units. This information
is particularly useful as employees become more versatile and move across job roles
in different parts of the business to increase their expertise.
STEP 3: IDENTIFY CORE COMPETENCIES AND
EXPECTED BEHAVIORS
Competencies should specify differentiating behavior that is exhibited by outstanding
performers, and also serve as performance standards that define expected results in
different functions. In this way, competencies will drive on-the-job performance and
connect business strategy and change initiatives to the workforce through behavioral
standards. Additionally, in an effort to vertically align career path design with the
strategic talent management process, companies have introduced the concept of
“vertically integrated” competencies (see Appendix B). These competencies tend to
be the same from one career stage to the next, but what differs between stages is
the expected scope and impact at which the competencies are expressed.
STEP 4: INCORPORATE TRAINING AND
DEVELOPMENT
Organizations can link career paths to employee development by prioritizing position
profile characteristics and identifying key experiences that employees should acquire
as they move along the career path. Developmental opportunities may include, for
example, leadership training courses, stretch assignments, cross-functional teams,
profit and loss responsibility, or international exposure. These experiences provide
the opportunity to develop competencies that are important for the next career
stage. Outlining critical development experiences allows managers and employees to
have more meaningful career discussions and helps determine realistic career
moves.1, 3,
STEP 5: ESTABLISH ACCOUNTABILITY
With the large amount of resources invested in the career pathing process,
organizations should create mechanisms to ensure its effectiveness. These mechanisms
should build accountability for the process by defining the roles and responsibilities of
individuals who support it, ensuring it can adapt to changing business conditions.5
MILE STONES OF THE PROJECT Done
To be Implemented

Develop Job Identify Design Review All OS


Create all Job
Family Competency assessment based on
Descriptions
for all Positions tools. career path

Objective
?? Days ?? Days ?? Days ?? Days Design Career
1 2.1 3 4.1 5.1 path for All
Almajdouie
Group Positions
2.2 4.2 5.2
?? Days

Design
Review
Employee
Develop Dual Promotion
Development
Job Ladder Policy and
tools (Gap
Procedure
Closing)

Developed By
OD Section
FIRST MILLSTONE
Begin End
# Task # Sub-Task Responsibility Status Deliverables Remark
Date Date
Count Number of
1.1
Jobs
Prepare All job
Create All Job 1.2
Descriptions
1
Descriptions 1.3 Send to Business for
Signature
Finalize and
1.4
Distribute
SECOND MILLSTONE
Begin End
# Task # Sub-Task Responsibility Status Deliverables Remark
Date Date
2.1.1 Collect Data
2.1.2 Design Major Family
Create Job 2.1.3 Design Sub Family
2.1
Family 2.1.4 Create First Draft
2.1.5 Review with CHRO
2.1.6 Final Version

Begin End
# Task # Sub-Task Responsibility Status Deliverables Remark
Date Date
2.1.1 Research Subject
Design Managerial
2.1.2 Ladder
Create Job 2.1.3 Design Professional
2.2 Ladder
Dual Ladder
2.1.4 Create First Draft
2.1.5 Review with CHRO
2.1.6 Final Version
THIRD MILLSTONE
TBD

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