BNR STRATEGY FOR STRENGTHENING A CULTURE OF PERFORMANCE MUGUR TOLICI Director, HR Department NATIONAL BANK OF ROMANIA Ziarul Financiar HR Conference 2013

BNR TRANSFORMATION PROJECT  Central Banks are transforming their organizations and cultures  BNR is preparing for the future… by adopting the European System of Central Banks (ESCB) best practices and changing people, HR and leadership development practices  The Goal: Creating an environment that supports, recognizes and motivates great performance, in order to:  Achieve the objectives in today’s changing environment  “Do more with less”  Attract and retain best talents  Create a workplace that respond to the needs of different generations 2

Sep ‘12Oct ‘12Nov ‘12Dec ‘12Jan ‘13Feb ‘13Mar ‘13 Job Evaluation Reward Diagnostic Reward Strategy Job Model Job Families & “Full” Competency Model Recruitment Review “Core” Competency Model & Tools integration Roll-out New Recruitment Process Competency Based Assessment Tool administration and reporting Candidate selection recommendation Development Needs Analysis Assesment ( pilot) Training & Development Framework Talent Management Succession Planning Career Paths Know How Transfer and HR Marketing Leadership Development Program Workshops Feedback & Coaching for development THE INTEGRATED ROADMAP FOR HR SOLUTIONS… Organisation People HR Team 18 NBR and HayGroup

EXPECTED OUTCOMES 1. Strengthening the performance culture through a working environment which enables people to perform and promote fairness and recognition 2. Efficient communication 3. Better knowledge sharing 4. Developing leadership styles that support great performance (visionary, participative, coaching) 5. Creating a dynamic, flexible and pleasant workplace which stimulates engagement 4

LESSONS LEARNED… 1.Set up a clear, integrated master plan for the changes 2.Get sponsorship from the Top Management 3.Apply fresh thinking – but learn from good practice (don’t reinvent the wheel!) 4.Communicate, communicate, communicate 5

LESSONS LEARNED… (2) 5.Get as much “buy-in” as possible (identify change agents and manage resistance) 6.Aim for a quick win to build momentum 7.Keep it simple and transparent 8.Reinforce messages – turning back is not an option! 6

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