Due to its bi-annual cycles the organization could have a competitive market advantage by retaining key professionals, fostering life-long learning and culture change.
TCL – Technical Competence and Career Development Framework
Date: Since 2014
Solutions of the macro-sustainability challenges
Improve the inclusive employment of disadvantaged people according to their share of the population, especially that of young people and minorities through the whole value chain
What´s the solution?
Technical Competence and Career Development Framework (TCL) has been started in Upstream division in 2014, ever since it has been extended into other segment. Main objectives are to discover competency gaps and to create clear career path for MOL Group white collar Petro-Technical Professionals (PTPs). PTPs are developed and engaged to be in a position to fulfil strategic objectives set by the company in line with their respective roles. It represents an alternative career path to Managerial Career Ladder, offering perspective to progress while remaining and improving in technical areas. TCL is connected to MOL Group’s ’People’ value and it is pillar of competency development and strategic HR. Due to its bi-annual cycles the organization could have a competitive market advantage by retaining key professionals, fostering life-long learning and culture change.
Recent trends in oil-and gas industry have found the framework as joint business-HR initiative. TCL cycle lasts for 6 months and is carried out bi-annually since individual improvements tailored to organizational needs should be applied. PTPs assigned to 1 of 16 Job Families do self-assessment and after comes cross-assessment by line managers. The main challenges are to coordinate the high number of PTPs and to secure access to online system independently from locations. Essence and benefit have to be transmitted for all parties (top and line management, PTPs, HR contributors) and the output expectation also should be aligned. We are working to extend TCL for functional areas.
Beside performance evaluation it provides feedback on technical capabilities, on the other hand it is a good tool to strengthen technical expertise, to build reputation, to focus on talent recruitment and to improve engagement.
Between 2014 2016 more than 1,500 PTPs were assessed and ~10% were allocated to higher position based on competency results. KPIs such as assignment to higher positions, turnover data, career progression and efficiency of training plans make TCL transparent, while results are monitored regularly with unified methodology.