The process helps managers focus on the growth of their employees and identify the most appropriate development activities for them. A personalized and automated online Talent tool has been developed, through which managers enter talent data and actions, associated to the development of their employees. Managers are encouraged to meet regularly with subordinates, to consider development opportunities, and to discuss planned activities with teammates. Тhis way, one of the main goals of the employees is achieved, aiming to get the opportunity for professional development, which includes acquiring new knowledge and skills in the field that is most suitable for them and reduces the risk of leaving the company due to lack of career growth.

Beneficiaries of the project are all regular employees of HP Inc. Bulgaria.

The process started on 22.07.21 and repeats on a quarterly basis. The project has аs a main objective: -Ongoing support to all managers at HP to focus on employee growth by helping them to be successful

The main project activities we did during the past year are: -With the introduction of the process, HP discontinued screening people through the 9-box approach and put the focus on a simpler, action-oriented process. -Through external research and internal interviews - we made a more structured framework for managers, helping them reflect on the potential of their employees. It includes four aspects that are aligned with HP's culture and values. -The process activities are oriented toward creating a deep understanding in the manager of the employee's development and support needed in the current role, career aspirations, and potential risk of leaving the company. To this end, regular 1:1 conversations are held between the manager and employee to discuss both current job tasks and development opportunities, additional knowledge and skills that will support the employee's growth, and an action plan. - Career Concierge - white-glove career move support provided by Talent Acquisition Consultants to identify areas where support can be provided to help employees in their next move.

-Developed talent development and job platform Talent tool -Synchronized the platform with the employee data system -Created training sessions -Managers shared highlights of their career development as well as challenges they had to overcome -People from four teams helped in the active period of the process Results: -By 2021, 84% of employees were entered into the platform -77% of managers in the process said they felt better equipped to support the development of their employees - >58,000 development activities identified in 2021 and 2022; 650 employees at various management levels have been added to the "role change ready" list. When a suitable position opens up, they may be invited to apply. As part of this project, 109 employees have already changed roles until September 2