Context
A leading public-sector institution in the Kingdom of Saudi Arabia plays a critical role in building administrative capability, enhancing government effectiveness, and supporting national development priorities. With a mandate spanning leadership development, training, and institutional support, the organization is central to advancing public-sector performance across the Kingdom.
As part of a broader transformation agenda aligned with strategic national goals, the institution sought to strengthen leadership capability across multiple organizational levels. Ensuring that leaders and future leaders possessed the right competencies, mindsets, and readiness became a key priority in sustaining long-term institutional impact.
Challenge
The organization required a structured, transparent approach to promotion, succession planning, development, recruitment, and talent identification. Leadership roles across different levels demanded clearly defined competencies, objective assessment, and development pathways aligned with organizational strategy.
The challenge was to move beyond fragmented talent decisions toward a data-driven, scalable assessment and development framework that could support placement, succession, and targeted development—while strengthening internal ownership and decision quality. Also to cover the large number of employees across all levels with a smooth, consistent, and efficient approach.
Our Approach
ASCENT by LOGIC partnered with the organization to design and deliver a comprehensive, assessment-led talent and leadership framework tailored to the public-sector context.
The engagement included:
- Reviewing the organization’s competency framework and leadership job descriptions across multiple levels.
- Designing customized assessment centers aligned with organizational, functional, and leadership competencies.
- Established a transparent, data-driven framework for leadership assessment and talent decisions.
- Identified developmental gaps at both individual and organizational levels using reliable assessment tools paving the way for tailored developmental tracks based on assessment results.
- Strengthened internal HR capability to manage assessment and development processes.
- Provided clear direction and prioritization for development initiatives.Implementing multi-level assessment centers covering leaders, general managers, and trainers, assessing over 600 employees across different organizational levels while ensuring consistency and comparability across roles.
- Producing detailed management reports to support promotion, placement, and succession decisions.
- Developing individual assessment reports for each participant.
- Building a centralized talent dashboard to consolidate assessment results and support strategic decision-making.
- Conducting structured feedback sessions with participants and designing individualized development plans aligned with assessed capability gaps to reinforce development ownership.
- Developing development tracks addressing both general and role-specific capability needs.
Impact
The engagement delivered measurable and sustainable outcomes across the organization:
- Established a transparent, data-driven framework for leadership assessment and talent decisions.
- Identified developmental gaps at both individual and organizational levels using reliable assessment tools paving the way for tailored developmental tracks based on assessment results.
- Strengthened internal HR capability to manage assessment and development processes.
- Provided clear direction and prioritization for development initiatives.