Communication for HR teams HEINEKEN onboarding program Introduction of the project: team members and opcos involved

“What is the ‘Welcome to HEINEKEN onboarding program’?” The ‘Welcome to HEINEKEN onboarding program is a structured program, common to all European OpCos. It was developed to boost integration into our great organization, allowing new employees to gain learning and understanding whilst having fun as part of the process! 3 key business benefits: Drive engagement and reduce turnover Save time by shortening processing time, improving compliance and reducing admin costs Boost revenue by making new employees productive faster

Benefits The onboarding program has been designed to help new employees: Developing a clear view of their role and what is expected from them Understanding our business and how we do things here Having excellent integration experience that helps creating a sense of belonging from their first contact with the company and in their team Building their confidence levels in the 1st weeks and months The new employees will be fully supported by their line managers who will also benefit from a structured 70:20:10 approach.

The 2 Programs Generic approach designed for all areas with the exception of Sales Line Manager Guide New Employee Guide The specific Sales Onboarding Program: has been developed to enhance and faster our new sales colleagues’ onboarding experience, in order to: help new colleagues to understand and focus our business, brands and products, the main sales topics (e.g. Sales Execution Excellence, SEE) and the sales competencies start working in the market as soon as possible having strong sales arguments and SEE methodology has been designed to meet On Trade, Off Trade and Wholesales needs – permanent and temporary (task force) sales reps Remarkt that we have a guide for managers and employees

Structure of the programs An overview of the program Roles of the different stakeholders   Checklist of recommended activities Appendix block, specific for the program and the role (line manager or new employee) Remarkt that we have a guide for managers and employees

The key stages of the program We have divided the program around 3 key stages The 3 stages applicable for the line manager and the HRBP The first stage is not applicable for the new employee Something about role of POD?

Roles of the different stakeholders Your own role if you are a line manager or a newcomer: As a line manager, you have a key role to play in ensuring that your new colleague has a great joining experience! As a newcomer your are expected to take ownership; to ask questions, seek feedback and proactively ask for support to help you perform effectively in the new role. Role of the HRBP: support both the line manager and the newcomer throughout the process; but has a key role to play ensuring all HR related tasks are done. Role of the buddy (optional): the role of the buddy is to help answering questions the newcomer might have about the role and the work environment and helping to settle them in.

Checklist of recommended activities The thinking behind the structure of the checklist: by the stages of the onboarding (before-during-after) By role: By activities: -> Roles of the different stakeholders (line manager-HR-Buddy-Newcomer) The table is illustrated on the next page. Owner Support Mandatory Optional Or: ‘How to read the checklist of recommended activities?’ instead of ‘the thinking behind the structure of the checklist’. Then it could be more clear what we mean with this slide.

Different actors taking part in the Onboarding process Colour coded legend Different stages of the onboarding to differentiate where we are in the process Roles and responsibilities of the different stakeholders colour coded

Appendices in the guides With detailed information that suits your needs as LM (experienced or new in the role) / new employee: Aim of the Appendix: I. The role and benefits of the Buddy II. Performance Management explained III. The Philosophy and link to ONE2Learn IV. Tips from new employee perspective V. List with trainings / e-learnings New colleague Aim of the Appendix: I. Call template to be in contact between hiring and start II. Email template to introduce new employee III. The role and benefits of the Buddy IV. Performance Management explained V. Tips & Tricks VI. Tips from manger’s perspective Line Manager

Focus: Sales onboarding program The sales onboarding program is strongly linked to the general onboarding program, though it has been tailored to meet the needs of sales in term of duration of the steps, the topics recommended and the tools that can be used (eg. Shadowing guide, Welcome sales booklet, Digital Quiz etc.) Each step foresees mandatory, optional and local activities. After three weeks the focus for the new sales colleagues changes from onboarding to sales capability and the SEE assessment/coaching process

Focus Sales Onboarding program | Examples of material Ondertitel Pictures to be updated In the future we aim to have the welcome tool on the salesreps tablet

How to bring this alive Copy paste with pride! We remind you that: This is a regional program that you can adapt for your local needs The POD manager has the responsibility to implement it or not All the versions are editable Copy paste with pride! We will send you a questionnaire in a month time to get further feedback