1. Talent Management System IDP Solution
Professional Development Department
2012

2. 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

3. 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.

4. 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

5. Challenges and Opportunities
Promote Knowledge Transfer Focus

6. 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

7. PDD Response and Initiatives

8. 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

9. 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

10. 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

11. 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.

12. 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.

13. 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

14. 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

15. 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 Group: TMSolutionQuestions

16. 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

17. Let’s Begin The Development!