Road to Success in Your Future Career

What is the Global Leadership Program (GLP)? The Global Leadership Program (GLP) is DENSO’s Talent Management system for the purpose of realizing the “Right Person in the Right Position/Role.” The GLP consists of various tools and processes used to identify, develop, verify and deploy our future leaders. *See Appendix for additional details on GLP tools & processes starting on pg. 6

Who are the Target Participants for the GLP? The target participants of the Global Leadership Program (GLP) are: All Global Grade A/B/C incumbents and successor candidates to those positions in middle management levels. Lower-level management associates who are recognized as high potential and are targeted to be developed aggressively for executive leadership positions.

Why is the GLP being communicated with associates now? DENSO’s talent management strategy has changed to be more in line with our Long-Term Policy Current Localization Strategy Future Global Optimization Strategy DENSO’s strategy change will provide multiple Opportunities or options for individual career growth.

Overview of the Global Leadership Program (GLP) The GLP consists of four main categories: Identification, Development, Verification, & Deployment (with Global Competencies & Global Grading being the infrastructure)

Overview of the Tools and Processes for GLP

Overview of the Tools and Processes for GLP Continued Leadership Development Programs (Group-Based) Participant nominations and selection is completed during the annual Succession Planning process.

Appendix1 Infrastructure of GLP: Global Grade

Appendix 1 Infrastructure of GLP: Global Grade – Continued The following elements will be considered in order to evaluate the job size of each position.

Appendix 2 Infrastructure of GLP: Global Competency The DENSO Global Competency Model illustrates the characteristics that enable leaders to succeed. These are summarized into 10 competencies as commonly required behaviors for DENSO leaders. The 10 competencies are grouped into four clusters. The DENSO Global Competency Model is used in various HR systems, such as evaluation criteria of the Performance Management Process (PMP) and the development target and evaluation criteria of interview assessments (verification category on page 5).

Appendix 3 Tools & Processes of GLP (Identification): Succession Planning Succession Planning is an annual process to identify high talent associates to fill key regional/global Positions. Succession Plan Committees (SPC) are held at each affiliate, region and at the global level to validate the succession plan. Participants of (GLDP/RLDP/RAPID) Development Programs and interview assessments are officially decided during the SPC.

Appendix 4 Tools & Processes of GLP (Development): Development Programs – Continued DENSO offers GLDP, RLDP & RAPID for selected high-talent associates in NA; participants are nominated on an annual basis during the Succession Planning process. Individual Development Plan (IDP) is to support sustainable development for leaders. The Regional Management Development Program (RMDP) is intended for all Manager and above associates as NA standard management training. Reference

Appendix 4b Tools & Processes of GLP (Development): Development Programs Overall Concept of Leadership Development Programs at DENSO DENSO offers GLDP, RLDP & RAPID for selected high- talent associates in NA; participants are nominated on an annual basis. Individual Development Plan (IDP) is to support sustainable development for leaders.

Appendix 5 Tools & Processes of GLP (Verification): Leadership Progress Review Process

Appendix 6 Tools & Processes of GLP (Deployment): Deployment Process