1. Natasha Spirou Group HR Director Fourlis Holdings S.A.

2. BoD Group CEO Human Resources IT Corporate Social Responsibility LegalFinance Housemarket (IKEA) Service Organization Athens (2) Thessaloniki Cyprus Larissa Bulgaria Ioannina Intersport Support Organization Greece Cyprus Bulgaria Consumer Electronics Fourlis Trade Euroelectronics Prime Telecom Service One Trade Logistics Genco (Romania) Genco Athletics (Intersport) Genco Electronics Internal Audit Committee Who we are… 3.000 employees 2007: 670mio€ turnover

3. Corporate HR HR Housemarket (IKEA) HR Store Cyprus HR Store Thessaloniki HR Store Athens Center HR Store Athens Airport HR Store Bulgaria HR Store Larissa HR Store Ioannina HR Intersport HR Consumer Electronics Fourlis TradeEuroelectronicsService OnePrime TelecomTrade Logistics HR Genco How we are organized in HR…

4. HRIS HR Prior (candidates’ management) HR Meta (employees’ management)

5. HRIS HR Prior (candidates’ management)

6. How things used to be… Recruitment procedure Total Group CVs received/ month: approx 1.800 Employees’ year turnover: estim 20% (retail sector) Positions: mainly for Customer Service, Sales, Logistics

7. Candidates’ CV either through e-mail or hard copy (directly to Companies’ head offices/ store or through acquaintances) HR depts/ Recruitment How things used to be… Recruitment procedure

8. How things used to be… Recruitment procedure  Candidate might receive offer from more than one Company  Candidate might be rejected by one Company/ store, meanwhile could fulfill requirements for an other position  Same candidates might be interviewed more than once, from different Companies/ stores Not effective and efficient  Lack of historical data

9. How things were right after the s/w installation…

10. The fourlisgroup-careers.gr site has been created & communicated

12. A common CV data base has been created All Companies have access Administration is more simple & quick In their big majority, they enter their CV in the data base Group of companies Candidates They have the opportunity to have access to all our Companies’ openings at a glance Easy to fill in the form They receive an immediate reply that their CV has been entered successfully into the data base Once a year they are invited to either consent to their CV being kept in our database or not Positive impacts Empowerment of HR Professionals’ collaboration throughout the Group

13. How things used to be  Candidate might receive offer from more than one company  Candidate might be rejected by one company/ store, meanwhile could fulfill requirements for an other position  Same candidates might be interviewed more than once, from different Companies/ stores Not effective and efficient  When someone is interviewed, the comments are into the system, available for all HR people Effective and efficient  No lost of potential candidates  Lack of historical data  Common approach towards the candidates  Full report available What we have succeeded…

14. HRIS HR Meta (employees’ management)

15. Succession Planning Performance Appraisal (Competencies model) Career path design Compensation Benefits Roles profiles HR Meta… covered areas Talent Management Training & Development