Career management

Through managing a Career Management System (CMS) our aim is to identify and support to accurate and aligned planning for successions and organisational/employee development based on the requirements set by the business strategy.

Our system:

• Ensures formal, targeted, yearly repeated cycle of succession planning (expert and managerial);
• Results in creation of an internal “talent pool” in order to support successions in the current organisation and assist our growth strategy;
• Supports planning of internal moves / rotation within MOL Group.
• Supports identification of individual and organisational capability and development.

Career directions and nominations are given with a long-term perspective to support both business strategy and individual growth, but employee preferences and aspirations are also considered beside career history and evaluations (using the elements of performance, leadership, professional competencies and retention risk).
Finalization of the career evaluation and plans are delivered through a one-over-one review (it means that the supervisor of the participant’s supervisor - in case of higher positions the  2nd level manager of the area - approves the plan) to ensure a consistent, objective and effective framework for the approval process. After approval each participant is provided with face-to-face feedback through a discussion with her/his direct manager on the individual’s career evaluation, career and development plans.

In CMS ca. 1100 participants from 37 MOL Group companies were appraised till the end of 2009 out of whom we have sent more than 40 managers/experts to INA on expatriate assignments since the second half of the year.