Customer Focus

People Imperative

To drive customer focus and

service excellence, through

sourcing the best and brightest

talent while providing an

inclusive environment which

enables people to maximize their

contributions in delivering the

best products/services

anywhere in the world.

Business Imperatives

Business Imperatives

Global Coverage and Local Strength

Integrated Capabilities and Broad Range of Solutions

People Imperatives

• Enabling the business to have

the right supply of skilled

people from around the

globe to deliver world class

performance in the

geographies we serve.

• Maintaining an organizational

infrastructure that enables

collaboration and supports

the pursuit of integrated

solutions.

L & D Strategy

Business Imperatives

Our People and Business Expertise

Our Processes and Operational Excellence

People Imperatives

• Having a broad base of

competitively advantaged skill

sets which provide the

capabilities to differentiate our

products and services.

• Delivering consistency and

productivity through commitment

to standardizing management

process best practices and

measuring follow through.

L & D Strategy

Human Resource Strategy

Human Resource Mission

People Imperatives

Group Strategy

Group Mission

Business Imperatives

L & D Strategy

1. To provide dependable tools and processes for understanding the talent

pipeline demands and progressing the associated actions.

2. To continuously seek to identify capability related barriers to success and

drive remedies which stimulate innovative thinking and encourage

collaboration.

3. To establish and maintain assessment, selection and development

processes which enable the company to have the right skills, at the right

place and at the right time.

4. To establish a one-look and one-way people development agenda that

is aligned to the most vital business imperatives.

To provide dependable tools

and processes for

understanding the talent

pipeline demands and

progressing the associated

actions.

Management Development

and Succession Review

(MDSR)

Comprehensive and

integrated Performance

Management Process

MDSR and PMP approach

STRATEGIC DRIVERS DELIVERED VIA

Globally Regionally

To continuously seek to

identify capability related

barriers to success and drive

remedies which stimulate

innovative thinking and

encourage collaboration.

Global Business Excellence

Program

Top Management forum

Business Academy

Campus

Leadership Challenge

programme

Young Leaders

programme

To establish and maintain

assessment, selection and

development processes which

enable Exel to have the right

skills at the right place and at

the right time.

Global Competency Model

and related applications for

selection and assessment

360 & Personal

Development Planning

Training & Development

Curriculum

To establish a one-look and one-way

people development agenda that is

aligned to the most vital business

imperatives.

Company training interventions

- Such as Sales Academy

Integrated global learning and

development curriculum

STRATEGIC DRIVERS DELIVERED VIA

Globally Regionally

Company training

interventions

- Such as Sales Academy

1. To provide dependable tools and processes for understanding the talent pipeline demands and progressing the associated actions.

Percentage of openings filled utilizing the MDSR

process against target

Number of short term (0-12 months) successors to

critical roles

Percentage of internal/external hires against target

2. To continuously seek to identify capability

related barriers to success and drive

remedies which stimulate innovative thinking

and encourage collaboration.

International measures being evaluated to

determine fit into KPI reporting

Attainment of training measures on utilization

3. To establish and maintain assessment,

selection and development processes which

enable Company to have the right skills, at

the right place and at the right time.

Percentage of participation in 360 feedback

process

Percentage that have a Personal Development

plan in place

4. To establish a one-look and one-way people

development agenda that is aligned to the

most vital business imperatives.

Percent participation in Training against target

GOALS KEY PERFORMANCE INDICATORS

The regional and HR KPI reporting will use

the same calculation methodology

Each measure will have an annual goal

and be reported on a quarterly basis

The KPI results should be reported in a

quarterly and year to date basis

KPI’s will be tracked and reported

Percentage of senior exec

openings …..

Number of short term…..

Percentage of internal/external….

Using MDSR bench plan charts, for

positions filled in the quarter,

determine what percent used the

successor identified on the bench

plan

For critical roles (locally

determined), how many of these

have 0-12 month backfills

For all positions filled, calculate

percentage that were

internally/externally filled

% Participation in the 360

degree …..

% participation in training

versus target

Determine % that have gone

through the Exel 360 feedback

process

For each training offering,

determine the % of

participation