1. ING main colour palette 0 102 255 102 0 180 195 225 123 125 124 120 140 200 178 181 180 ING secondary colour palette 255 205 171 81 83 82 211 224 202 210 212 211 200 220 240 162 189 144 Map colours 230 232 242 185 191 219 FillLine Do not put content in the brand signature area BCCH, 12 March 2009 The role of HR in turmoil

2. Wholesale Banking Do not put content in the brand signature area Wholesale Banking can be replaced with business unit March 2007 – Page 1 The role of HR in the next 18 months?

3. Wholesale Banking Do not put content in the brand signature area Wholesale Banking can be replaced with business unit March 2007 – Page 2 To dos & not to dos Do not deceive yourself: crisis will not stop at the competitors… Seize the opportunity, initiate changes that you missed to do in better days (organisation, personnel, compensation, etc) Spearhead the changes, be proactive. Do not wait: The more one delays, the more it will hurt later Make structural changes instead of haircut Cut cautiously & keep your agility, this crisis will end one day – hopefully, but… …Do not under-cut: an endless series of changes will jeopardize job security of all staff and the best will leave first

4. Wholesale Banking Do not put content in the brand signature area Wholesale Banking can be replaced with business unit March 2007 – Page 3 To dos & not to dos Restructure with fairness & dignity both for the sake of those who leave & those who stay. Care for retained staffs engagement & productivity. Reassess the necessary leadership skills and develop / hire accordingly Be more selective, more performance / potential focused than ever in everything you do Communicate more, tailor your message to your (internal) audience. Be open; do not hide the inconvenient truth Seek alternative funding to compensate reduced salary & training budgets Do more with less within HR itself

5. Wholesale Banking Do not put content in the brand signature area Wholesale Banking can be replaced with business unit March 2007 – Page 4 Opportunity to create more business friendly employer regulations Comprehensive modification of Labour Code needed (structural changes in the labour markets, globalization cc 50 modifications since its implementation in 1992…) Flexibility, simplicity, efficiency-focus... (e.g. establishing & ceasing employment, working time & holiday, manpower leasing, knowledge-workers…) Not to over-act the implementation of employment related EU directives