Organizations need to create accomplished successors for its key critical positions in order to maintain its competitive edge and sustain its potential for growth.


As for the employees, it is required for them to have a clear view of the routes available within the organization to move ahead and eventually scale up the organizational hierarchy.


The purpose of the Career Path and Succession Plan is to identify the traditional or non-traditional paths based on the current position’s competencies and those required for the next position an individual is supposed to reach. This is done in order to fulfill his/her individual career development in addition to the organization’s succession plan and accordingly, both the organization and the employees will be able to grow in a stable and sustainable way.



How we do it



Throughout the process, we will be conducting several meetings with the HR team. Based on our conclusions, understanding and analysis of the current situation, the organizational chart, the job descriptions and any information available to potential employees, such as performance appraisals and previous evaluations and different career ladders, the following steps will be taken:



Step (1): During the meeting with the line managers, we will discuss individual department objectives and methods by which we can enrich jobs and adjust the positions’ dimensions.

Step (2): Based on each department’s needs, we will create new jobs with different responsibilities if possible. In addition, we will create two different tracks:

  1. Management career track.
  2. Technical career track.

Step (3): After developing the department’s competency model, we will classify jobs into job families to reflect the lateral career paths and to allow rotation among different departments.

Step (4): Finally, we will create a career management policy which includes:

  • Employee evaluation criteria
  • Employee classification criteria
  • Succession planning policy
  • Promotion Policy
  • Rotation Policy
  • Roles, objectives and responsibilities for each party
  • Work flow for career path and succession planning process



What we deliver


  1. Career management policy and procedures
  2. Career path for each position






Objective Assessment Tools: Our assessment takes place using objective assessment tools such as the SHL assessment and Assessment Centers to determine key potential areas.


Diversified Focus: Our focus is not only on the traditional career path of individuals, but we also take into consideration non-traditional career paths.


Clear and Complete Career Path: A fully fledged competency based clear career path that can be easily used for succession planning.


Tailoring:  Our career path is easily tailored and benefits from practicality and feasibility.