–Establish Matarat assessment center that is consisted of personality and leadership tests, competency-based interview (CBI), cognitive abilities test, etc..

–Design and implement a career path map for each job family determining all possible movements (horizontal, vertical, or diagonal) for each job as well as highlighting the requirements for each movement.

–Develop Matarat succession management program, and conduct job criticality evaluation, internal caliber assessment, and successor development.

–Manage all talent development programs, such as HiPo Program and Leadership Development Programs through variant developmental activities, on-the-job training, innovation projects, coaching, etc..

–Develop Matarat KPI library for each function to facilitate the KPI setting and quality check process.

–Run the needed awareness sessions with all PMS stakeholders enlightening them on its objectives, appraiser’s vs. appraisee’s responsibilities, etc..

–Ensure appraisers are conducting the performance reviews (mid and end year) and avoiding evaluation errors and biases.