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RasLaffan, Qatar
QatarEnergy LNG
Full time
Job Purpose
Job Context & Major Challenge(s) – I
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The operating environment has a wide and diverse nature of work which requires applying knowledge of best practices related to competence development (Technical and Behavioural), performance management and the execution of talent management initiatives in complex organisational structures.
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Has a degree of freedom in the execution of his function, with events and activities driving performance.
Key Job Accountabilities – I
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Provide support and advise the business to implement the Company performance management cycle according to the ‘Employee Performance Management System’ policy and provide them with the proper KPI related data progress to date to ensure corporate KPIs and targets are achieved.
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Identify opportunities to improve performance management process/tool and present recommendations for changes (based on lessons learned and subject matter expertise) to ensure best practices are applied within the organisation for maximum benefit.
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Lead the implementation and the update of the technical competence development process to ensure all eligible positions in the Company have current and relevant profiles with Competence Level Required, (CLRs).
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Train, facilitate, advise, and provide support to line supervisors in setting up the Technical Competence (CLR) and to determine the Competence Level Demonstrated (CLD) and how to address identified competence gaps of employees to ensure employee is meeting technical competences job requirements.
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Coordinate the periodic review, verification, and realignment of CLRs for behavioural and technical competences and take corrective measures, where applicable, to continuously keep pace with best practices in relevant areas.
Key Job Accountabilities – II
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Plan, train and provide hands-on tutorial sessions to employees on the functionality and utilisation of the Company’s talent management modules such as appraisal (PM) and the professional development plan (PDP) tools to ensure their efficiency and resolve any related issues.
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Lead the investigation of employees’ appeals regarding their performance ratings and prepare the appeal cases for managerial and panel review.
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Advise line departments in the completion of the ‘Performance Improvement Plans’ for employees whose current performance rating has been unsatisfactory and ensure adherence or compliance is in accordance with the employee performance management system procedure.
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Implement and maintain talent management modules and ensure integrity of the system and Upkeep of the relevant policy and process in the Competence Development and Performance Management Division to ensure it is current and valid.
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Oversee the development, deployment, and maintenance of e-learning courses to support our clients understanding L&D business processes and tools.
Qualifications
Knowledge and/or Experience – I
Technical and Business Skills – I
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Able to lead and facilitate meetings and negotiate outcomes with senior staff.
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Computer literacy (MS Office applications) including good spread sheet, word processing and presentation skills.
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Demonstrates the emotional intelligence and interpersonal skill required to lead meetings.
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Excellent skills in written and spoken English.
