The targets are the support of effective operations and the availability of workload by transparent, knowledge-centred, motivational career paths in the physical working positions.

In each factory a post-exam system had been created, which takes the complexities and unique distinguishes in account. The entering employees have to take the first post-exam during their probationary time, which is a requirement for their employment. Later further possibilities are given to improve their knowledge with several post-exams regarding to their own ambitions and the company’s needs. Each post-exam goes hand in hand with the increasement of the basic wage in each position. This way the schedules of their career paths can be planned for years, and the complexity of knowledge supports improving flexible work organization and availability.

The program can be originated to the Petrochemical and HR department of MOL. The training of the trainers, the elaboration of the schedules and the wage increasements are necessary. The launch of the program was at the beginning of 2017. The risks depend on the resource requirements’ acceptance, the schedules and the resources.

As impacts we can mention the strengthening of operational safety (by proper knowledge); the flexible organisation of the workload: one person can fulfil more position’s duties; and the plannable career paths as a motivating factor.

We can measure the impacts by the number of applicants, the number of successful post-exams (2017 H1: 151).

The transparent, available career paths, and the increasements of the wages are motivating factors.