1. Professional Development Department &
Support Services Applications Department

2. Objective
Overview of the unified employee development process under the Talent Management Solution

3. Business Drivers
Orgs looking for a One-Stop Shop for employee development
IDPs
Employees without or having multiple IDPs
No approval mechanism
Forecasting & execution of IDPs
Difficulty tracking IDPs
Mentorship
Employee participation

4. Agenda Current Employee Development Processes
New Employee Development Process
Roles and Responsibilities
Talent Management System Capabilities
Benefits
What is Required From Organizations?
Go-Live and End User Support

5. Current Employee Development Processes
Talent Management System (Phase I)
Employee Development
CMaps/MySkills
UPDC
GC IDP
PDP/DPTS
JTS
Succession Planning
Specialist Development Program
Hi Potential

6. New Employee Development Process
Single
Employee Development Process
Single Development Model
Single IDP/Employee
The combining of the 3 systems into a singular system will be achieved through the standardization of the process yielding a Unified employee development process supported by a single SAP system.
Single employee development process – Single Skills model – Single IDP per employee
IT/PDD looked at all the current processes and determined the similarities to standardize and align it. Essentially making one process for all employees across their career lifecycle (grade code, professional model (CP) )

7. Employee Development Models
Competency based (CMaps)
Curriculum based (UPDC)
Ad Hoc
For CMaps, need to give two types of examples
Mechanical Eng IV, III, II or I.
Technical Accounting Policy Junior Analyst, Analyst or Senior Analyst
For UPDC, use example of Geology Independent Contributor, Geology Career Professional, or Geophysics Independent Contributor etc

8. Employee Development Process: CMAPS2
Supervisor / Mentor
Assessment 1
Individual Assessment 3
Development Reviews 6
Executing
IDP
To start the CMaps based development process, a Development Profile (previously known as Tailored Position) must be assigned to the employee. This is done once (not every year) until the employee is ready to be developed against the next one.
1- The Employee will use TM system to Complete a cycle which consists of performing self assessment against the skills required for that Development Profile, then perform Gap Analysis which helps employee identify development activities most effective in addressing gaps, and then Proposing activities to be included in the IDP
2- The Supervisor / Mentor will be able to see employee’s assessment and Dev activity proposals and will be able to complete their part of the cycle for employee (Performing Assessment, Gap Analysis) as well as editing the IDP.
3- Mentor and Mentee will meet to Review IDP. (Happens Jan- Mar)
4-Mentors will submit the IDP for organization Management approval in April.
5 – Organization Management will approval the IDPs in May. Organizations can then run Training Forecasting report to help with Operating Plans and schedule planning.
6- IDP will be executed by TC’s, mentors and employees: training scheduled, assignments executed and evaluated.
7- This cycle will be repeated every year until employee has achieved required skills and can be re-targeted to new Development Profile for further development. 5
Approve IDP (May) 4
Create IDP (Apr)

9. Employee Development Process: NoN-CMAPS
Mentor Assessment completed outside TM System 1
Development Reviews 4
Executing
IDP 3
Approve IDP (May) 2
Create IDP (Apr)

10. Employee Development Process Steps
Develop IDPs
Approve IDPs
Execute
IDPs
Assign Dev. Profile
Assign Mentor
Assess Skills
Analyze Gaps
CMaps- Based √
Curriculum-
Based √
Auto
Predetermined
DEVELOPMENT MODELS √
Outside TM System -
Ad Hoc

11. Roles & Responsibilities
Employee
Self-assessment (CMaps only) (Jan – Mar)
IDP Review meeting (Jan – Mar)
Propose development activities (as needed)
Supervisor / Mentor
Assessment (CMaps only) (Jan – Mar)
IDP Review meeting (Jan – Mar)
Submit IDP (April)
Mentor / mentee meeting (as needed)
Dept Head
IDP approval (May)
Training Coordinators
IDP execution (as applicable)
Tracking & monitoring of development activities
HR Coordinators
Employee development process monitoring
Strategic reporting 11

12. TM System Capabilities
Ability to view all employees and their information from one screen ()One-Stop Shop screen
Ability to process employee development actions from the same screen:
Assign Development Profiles and mentors to employees
Assess skills and perform Gap Analysis for employees Assessment screen Gap Analysis screen
Develop IDP for employees based on skill gaps/needs IDP screen
Approve IDP’s online
Track & monitor IDP execution and progress through improved reporting
More efficient processing of all PDP activities

13. One-Stop Shop screen

14. IDP screen

15. Assessment screen

16. Gap Analysis screen

17. Benefits Stakeholders Benefits All
One-Stop Shop for all development processing
One IDP per employee
Improved analytical & statistical reporting
Supervisors & Chiefs
Singular tool for employee development
Targeted IDP development
Sustainability
Employees
IDP clarity
Employee ownership of the development process
Formalized mentoring process
Management
Accountability & reporting
Prepare Saudi Aramco’s workforce for the future
Improved Operating Plan forecasting for training and manpower
Training Providers
Improved demand management & forecasting

18. What is Required From Organizations?
Encourage employees on CMap based development and their mentors to perform skill assessment in MySkills
Identify HR Coordinators
Identify mentors

19. Go Live & End User Support
Awareness Campaign
Company-wide announcements leading up to the Go-Live
Classroom and e-Training options
TM System webpage on T&D Online
Frequently Asked Questions (FAQs) document
Three-tier support structure post Go-Live
Go-Live April 2011

20. Contact Details David Shaw: 874-8698, SHAWDS0A
Ken Williams: , WILLIAKE
Mohammad Tayyab: , TAYYMX0A
Mushtaq Rehman: , REHMANMM

21. Thank you