Talent Management System IDP Solution Professional Development Department 2012

Content 1 2 3 4 5 4 6 Saudi Aramco HR Strategic Direction Challenges and Opportunities 3 PDD Response and Initiatives 4 TMS - IDP Solution 5 TMS - Support 4 6 Takeaways

Saudi Aramco HR Strategic Direction We encourage continuous learning and strive to develop our people to their highest potential. By 2020, Saudi Aramco has delivered or helped to develop: An agile organization which is one of the most respected employers globally. Saudi Aramco has attracted the most talented and motivated men and women in the energy industry by offering challenging and fulfilling career opportunities that enrich their personal and professional development. Founded on our heritage of ethics and values, we have a leadership culture of accountability for top performance.

Challenges and Opportunities Workforce Trends: Accelerated growth Attrition rates New generation in the market Knowledge transfer needs Transition in Saudi Aramco core business (i.e. ATP) T&D Focus

Challenges and Opportunities Promote Knowledge Transfer Focus

Challenges and Opportunities Business Drivers: The need for a central process and system for employee development IDPs issues Employees without IDPs Employees having multiple IDPs No IDP approval mechanism Difficulty of tracking IDPs Difficulty of forecasting and execution of IDPs The need to formalize mentorship Improve transparency and employee participation

PDD Response and Initiatives

Employee Development Process TMS – IDP Solution New Development Process Single Employee Development Process Single System Single IDP Per Employee Three development methodologies: Competency based (C-Maps) Curriculum based (UPDC) Ad Hoc

TMS – IDP Solution What is an IDP? A tool for organizations to develop their workforce to meet future needs. Mutual agreement between the employee and supervisor to meet the employee's and the organization's goals

TMS – IDP Solution Why having an IDP? Offers challenging and fulfilling career opportunities Improves skills and competencies Promotes accountability Partners in the development process Employee Prepares the workforce to meet future requirements Increases productivity and execution in your employees Aligns employees with business objectives Enhances communication and trust between you and your employees Supervisor Improve the proficiency of Saudi Aramco and its employees Contributes to operating plan for both customers and training providers Prepares for the transformational growth strategy Company

Supervisor/Mentor + Employee TMS – IDP Solution New Development Process Processes Dev. Model Assign Dev. Profile Assess Skills Analyze Gaps Develop IDPs Approve IDPs Execute IDPs C-Map √ Curriculum Predetermined Auto Ad Hoc - Outside TMS When Once January – March April – May (Cycle End) Yearlong Who HR Coordinator Supervisor/Mentor + Employee Manager Supr, Mentor Emp, HRC, TC 2012 IDP target is GC11-14 Professionals and NTCGs.

TMS – IDP Solution 2012 IDP Review Cycle Action Timeframe Cycle start date. Status of already existing IDPs will be switched to “Non-submitted.” January 1st New IDPs can be created while existing IDPs can be updated to include Development Activities (DAs) planned during the period from July 1, 2012, to December 31, 2013. (By Supervisor/mentor) January – March Review IDPs (By Division Head/HR Coordinator) April Approve IDPs (By Department Heads) May IDP Review Cycle end date May 31st Note: the annual cycle is applicable to non-PDPs.

What’s next IDP Creation IDP Review IDP Discussion IDP Approval Plan and Prepare for the Meeting Align IDP meeting with PMP initial goal setting meeting Get the Employee Engaged IDP Discussion Discuss development needs (Personal, Department and Organization) Identify the skills, knowledge, or attributes that need development? Ask for Employee’s perspective and inspirations Provide your feedback Agree on development activities IDP Approval May 31, 2012

TMS Roles and Responsibilities Responsibility Role Self-assessment and Gap analysis (C-Maps only) Propose development activities IDP Review meeting Employee Assessment and Gap analysis (C-Maps only) Update and Submit IDP Supervisor/Mentor IDP Review/approval Div/Dept Head Assign Development Profile Support organization users Monitor development process Strategic reporting HRCs Execution of Training Dev. Activities Tracking and monitoring development activities Training Coordinator Provide consultation and support to BLs Facilitate C-Map Workshops Follow-up meetings and reports PDD Career Counselor

TMS Support Career Counselors for EACH BL Designated HRC for your organization Overview presentations Training: Classroom sessions for HR Coordinators e-Training courses for all TMS roles TMS webpage: talent.aramco.com.sa Frequently Asked Questions (FAQs) document Contacts TMS Email Group: TMSolutionQuestions

Takeaways Saudi Aramco is choosing to develop employees to unleash its full potential as a landmark organization. Supervisors are the key ingredient for a successful career choice of their employees. Employees are the key assets for your organization, if you want to be the best, choose their development carefully. Stay tuned for more communication and tips that will be communicated all year long. “ If you want 1 year of prosperity, grow grain. If you want 10 years of prosperity, grow trees. If you want 100 years of prosperity, grow people” -Ancient Chinese Proverb

Let’s Begin The Development!