Career Development Statoil Case Study Assignment Paper

Career development; Statoil case study
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Introduction
Statoil is a Norwegian company that deals with energy. Formed in 1972, the company has encountered tremendous growth and in 2007, it merged with Norsk Hydro to form Statoil Hydro, but later changed to Statoil. With the expansion, Statoil acquired an international standard accreditation (About Statoil, 2016). The company enjoys over 30 enterprises worldwide and due to its growth, Statoil company has a stronger interest in leadership development. This analysis seeks to examine career development within Statoil Company. The paper will explore the mentoring programs, career path, dual career ladder and individual career plan and workshops alongside assessment center.
In developing leaders, Statoil has partnered with UC Berkeley Center for Education to offer mentorship program in what it calls change agents who after mentorship are entrusted with driving Statoil’s complex global projects ("Statoil Project Executive Program, executive.berkeley.edu," 2016). The mentorship program which is also known as Projects Executive Program, is anchored on Statoil's six leadership principals, which are accountability, execution, rigor, external orientation, personal humility, and integrity. The program entails learning modules which start with an evaluation of one's leadership skills and then improving them. The participants are then introduced to "peer coaching" (Berkhout, et al., 2008). They are then evaluated at the end of the program. Main advantages of the program as reflected by participants and measurements indices include, being more effective leaders, developing skills of change agents, gaining insights about innovative companies and entrepreneurs and developing deeper internal network within Statoil
Additionally, Statoil career path is opened and takes the form of both vertical and lateral career development. Through its people@statoil program, the company offers a variety of career development related training that matches career goals of staff and their interests ("People and the group," 2016). It also offers opportunities across the board. People@statoil is a model that develops professionalism and leadership expertise required for the growth of the company. It offers job training, which provides explicit learning. Its internal and global job market offers numerous opportunities to improve their careers (Mohn, Kvaløy, & Hunnes, 2009). Statoil a...