Case Study

Enabling Growth through Customized Career Tracks

ContextAt the time of contacting Aon Hewitt, this institution was in the midst of a large HR transformation exercise. With a vision of becoming a preferred employer in the region, the client expressed a need to design a fully integrated career management framework that would provide a greater line of sight to employees on the available career and growth opportunities. It also wished develop subject matter experts in its core technical functions in order to become a recognised knowledge institution.

ApproachDuring the course of a year, Aon Hewitt worked closely with the client to review their technical competency dictionary and develop a career management system in such a way that it was integrated, flexible and sustainable. Whilst being industry specific and rooted in the core values of this particular organization, the system was also informed by best practice and benchmarked with other leading multilateral development institutions. It was delivered complete with an interactive employee Career Management Policy Manual and a revised Competency Dictionary with an additional 130 technical competencies.

To address the objective of becoming a knowledge institution, we proposed a ‘dual-track’ career path approach which facilitated specialization in either a managerial or technical career path, whilst not eliminating the possibility of movement between the two. The career management system also followed a principle of ‘open resourcing’ whereby all employees were eligible to apply for vacant positions with the organization

prioritizing internal sourcing. Moreover, the career management system was enabled using tools and templates, a comprehensive database of career related questions and decisions along with clearly defined linkages with existing HR systems. This not only made the process and procedure transparent but also increased trust in the career management system.

Finally, a communication strategy for the launch of the new system was defined. A combination of tools were used for creating awareness and for branding of the system. It included visual reinforcement through posters in common areas, launch of the system logo, intranet information links, FAQ documents, town halls lead by the leadership and an informal network of system champions who spread awareness of this new system. In addition, Aon Hewitt jointly conducted system awareness sessions with senior and middle management and provided a detailed guide to support the human resource team to facilitate the roll out the system across the organization. Going forward, these tools will continue to be used to drive implementation and reiterate leadership commitment to the career management system.

ImpactThe client’s intent was to then roll out this new career management system to include other affiliated institutions to ultimately increase career mobility within the group. By specifying what career-related resources are provided to employees, establishing individual, managerial and senior management accountability for career management, this bank is on its way to realizing its goals of attracting and retaining the best possible talent.

Client A multilateral international financial institution

GeographyHeadquartered in Saudi Arabia

Number of EmployeesApproximately 1,000