The HR Interim Manager received the assignment for this project from the European supply chain of an international FMCG company. The aim was to design a new career development system for managers in order to further increase management quality and further optimize the company's image as an employer both internally and externally.
Based on the existing models and approaches in the individual countries, the interim manager developed an integrated and holistic development system for all managers in the supply chain. This consisted of the following elements:
- Success and leadership-oriented assessment system
- Development lists for managers with high potential (High Potentials) and sustained high performers
- Introduction of a management development metrics system
- Definition of a process for regular career counseling
- Introduction of long-term career planning
- Definition of clear promotion ladders and long-term target functions
- Regular career development meetings.
All in all, the introduction of this new system has led to greater transparency in career development. It has brought us much closer to the idea of "Best People in Best Jobs". The quality of management has improved significantly. In addition, the key performance indicator system ensures that there are always enough potential successors "in the pipeline" for critical jobs.
