NNPC Limited Human Capital Management Processes and Procedures_plan career.pdf

NNPC Limited HCM Processes and Procedures N-2 N-3 Recruitment Report Process Flow Start Evaluate recruitment process Identify variances/ deviations from recruitment plan and KPIs. Also identify gaps in the recruitment process and develop recommended action steps to correct variances and improv...

NNPC Limited HCM Processes and Procedures N-2 N-3 Recruitment Report Process Flow Start Evaluate recruitment process Identify variances/ deviations from recruitment plan and KPIs. Also identify gaps in the recruitment process and develop recommended action steps to correct variances and improve the recruitment process. Prepare Recruitm ent Report Develop an action plan to address identified gaps and ensure implementati on before/ during subsequent recruitment exercises Go to Maintain and Update HCM Policies and Procedures En d Review Recruitment Report, provide input and agree improvement imperatives. 45 j NNPC Limited HCM Processes and Procedures 3.0 Career Management This covers the various activities involved in facilitating and managing the career of employees throughout the period of their employment in NNPC Limited. Career management enables Employee to set realistic career goals, and create opportunities for realising the goals, within the context of the Company’s overall goals and objectives. The key career management policies/procedures covered in this manual are as follows: 1. Plan Career 2. Manage Employee Deployment (Job Rotation/Transfer/ Secondments) Plan Career This process describes all activities involved in defining generic career paths for NNPC Limited’s employees. Objectives The objectives of this process are to: 1. Ensure proper definition of career paths for all full-time employees within NNPC Limited. 2. Ensure career paths are reviewed regularly and updated to reflect current realities. 3. Ensure preservation of employee’s value proposition in terms of career management Career Management Policies S/N Description 1. Career Management Framework A. The unit responsible for Career Management shall develop and maintain a Career Management Framework that defines NNPC Limited’s career management principles, strategy, process, and supporting structures. B. The Framework shall provide the basis for mapping and managing individual career plans, aspirations, and objectives for NNPC Limited’s available career opportunities in a systematic and 46 j NNPC Limited HCM Processes and Procedures Career Management Policies S/N Description structured manner. The framework shall ensure the development of appropriate skills and competencies required to meet the current and future career aspirations and needs of Employee as well as the current and future talent needs of NNPC Limited. C. The framework shall define the employees’ career path along the dimensions of job grade attainable, progression rate, and developmental needs (skills and competencies). 2. Career Planning A. NNPC Limited shall define clear generic career paths along each function based on the Terms and Conditions of Employment. The career paths shall provide information on the career structures of NNPC Limited and the kind of career/ job opportunities that exist. Such information shall include: I. Job ladders that graphically depict various job career paths; and II. Current priorities for developing people within NNPC Limited. B. Each employee upon confirmation shall be required to analyse and document in their Profile Form their career objectives, aspirations, and priorities in terms of technical knowledge, skills, qualification, interest, and future career plans. This will be facilitated by the line manager/career coaches. Career workshops will also be held periodically to guide employees on this process. The content of the Profile Forms will be reviewed periodically to assess future talent needs and ensure viability and reflect changing individual and organisational circumstances. C. The unit responsible for Career Management shall champion the Career Planning process. The process shall seek to attain a balance between individual career plans and Company objectives. The Career Planning process shall involve the following activities: I. Identification of possible career options. II. Reconciliation of individual career plans and organisational objectives; and III. Framing of career paths for which organisational support is required (e.g., skills and competency development plans/ Learning, internal secondments, job/project scheduling, succession planning, etc.). 47 j NNPC Limited HCM Processes and Procedures Career Management Policies S/N Description D. Career paths shall be defined for employees as an output of the career planning process. Career paths shall serve as the live document for managing employee careers in the Company and shall be subject to periodic reviews to ensure continued relevance. E. Based on the career paths, Employees may be nominated to job positions within their current or other departments. However, career paths across departments shall be subject to established policies on competency development, promotions, and job rotations/transfers F. All job roles within NNPC Limited will be accompanied by a defined Job Description (JD) which must be in alignment with the approved Organisational Structure and job posting. Every employee will have a reference Job Description which will be used as a basis (among others) to measure the performance of the role holder at defined intervals. G. The Organisational Structure and defined Job Roles shall be respected and not changed without an official reason and approval. All intended changes shall be rationalised by the requesting Unit/ Department and approved by Corporate HCM prior to implementation. 3. Career Progression Review A. A career progression review shall be conducted periodically by the unit responsible for Career Management to identify career path misalignments, as well as career development opportunities for eligible Employees. Such career opportunities shall include developmental assignments (e.g., special projects), promotions, transfers, redeployments, etc. The selected option will however be dependent on available opportunities, organisational needs, and the Employee’s demonstrated skills and competencies. B. Recommendations emanating from the career progression review exercise must be ratified by the Executive Management prior to implementation. 48 j NNPC Limited HCM Processes and Procedures Procedures – Plan Career S/N Responsible Party Description Job Aid 1. N-5 Develop generic and specialised career SAP HCM paths for key jobs across NNPC Limited. Module / MS Word® Forward documentation of Career Paths to N- 4. 2. N-4 Review career paths and discuss with N-3 and N-2 to obtain input and approval. 3. N-4 Obtain approved career paths and upload on the system. 4. N-5 Obtain list of confirmed Employee and place Employee on the best-fit career paths SAP HCM Module Note: Factors which are considered in determining the career paths of the new hires include qualifications, competencies, experience, career aspirations, potentials and needs of the Company. 5. N-5 Notify relevant Line Manager and job holder/ employee accordingly and schedule a career discussion meeting 6. N-5/ Line Manager Discuss career opportunities/ path, agree career development plans based on Employee 49 j NNPC Limited HCM Processes and Procedures Procedures – Plan Career documented aspirations and opportunities and obtain employee sign-off 7. N-4 Review placement on career paths, provide input and forward to N-3 and afterwards to N- 2. 8. N-2 Review recommended career paths and approve. 9. N-4 Obtain approved career paths for each new hire and monitor progression of Employee vis- à-vis recommended career paths. 10. N-4 Regularly review career path of employees to identify need for modification or update based on current realities. Note: Current realities may changes in employee business qualification/experience requirements etc. include interest, needs, End 50 j NNPC Limited HCM Processes and Procedures Input & Output Documents S/N 1. 2. Document Type Description Generic Career Paths Output Groups the jobs in NNPC Limited into career families and specifies the possible career paths for Employee. Output Specific Career Paths Frequency Source As Required N-5 Recipient   As Required HCM Details the specific career plan for developing individual employees N-3 N-2 All Confirmed Employees Key Performance Indicators S/N 1. Performance Measure Percentage of Employee without a clear career path Basis Measurement of Number of Employee without clear career paths divided by the total number of Employee Timeframe Target Annually 0% 51