Career management

With the Career Management System (CMS) our aim is to identify and support 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 direction and promotions are given with a long-term perspective to support both business strategy and individual growth, but employee preferences and aspirations are also considered along with career history and evaluation reports (using the elements of performance, leadership, professional competencies and retention risk assessment).

Finalisation of career evaluation and plans are delivered through a one-over-one review (which means that the supervisor of the participant’s supervisor - or with more senior positions, the 2^nd level manager of the area – must approve the plan) to ensure a consistent, objective and effective framework for the approval process. After approval, each participant has a face-to-face discussion with her/his direct manager about the career evaluation, career and development plans.

To date, 1,300 participants from 37 MOL Group companies have been appraised under CMS, including about 80 INA managers/experts. Further involvement of local INA managers is planned for 2012.