1. HR Society Event 15 th Dec 2011 Αθήνα, 15 Δεκεμβρίου 2011 “Ο Στρατηγικός ρόλος του HR στις νέες εργασιακές συνθήκες και πραγματικότητα”

2. HR Society Event 15 th Dec 2011 1. build a lean and Effective Organisation Organisation Effectiveness & Change 2. raise the bar on Talent 3. embed The Vodafone Way 4. develop people’s key Capabilities 5. drive a Performance Culture 6. create a Safe place to work 7. build an Admired HR Function Talent & Resourcing Culture & Engagement Learning & Capability Development Performance, Reward & Recognition Health, Safety & Wellbeing HR clear priorities

3. HR Society Event 15 th Dec 2011 1. build a lean and Effective Organisation

4. HR Society Event 15 th Dec 2011 Rightsizing essentially refers to systematic restructuring programs aiming to maximize efficiency, to cut corporate bureaucracy and hierarchy and thereby reduce costs in order to focus on core business priorities. Downsizing refers to the permanent reduction of a company's workforce and is generally associated with corporate reorganization, or creating a leaner and more effective organization. Rightsizing vs Downsizing

5. HR Society Event 15 th Dec 2011 OED&C Framework

6. HR Society Event 15 th Dec 2011 Elements of Macro Design STRUCTURE PROCESSREWARD & PM PEOPLE Measures of Performance at top unit Financial Operational Customer Staff Key business processes (high level RACI mapped to high level processes) Key decision making authorities External partnerships and alliances High level Value chain analysis Grouping of activities Org Charts high level Direct and indirect reporting lines for and between sub-units Key locations Sourcing of activities Key roles/ responsibilities at top of unit Relevant Skills and Capabilities (high level) Job profiles for key managers

7. HR Society Event 15 th Dec 2011 Change Framework Phases 7 2. Define Phase: At this stage you will define how and when you will deliver the change. 1. Assess Phase: During this phase you will understand the reason for the change, the benefits, challenges and risks. 4. Connect Phase: During this phase you will embed the change in the organisation by making sure that the new ways of working become business as usual. 3. Deliver Phase: This is the phase when you deliver the change based on the project plan

8. HR Society Event 15 th Dec 2011 2. raise the bar on Talent

9. HR Society Event 15 th Dec 2011 New Sources of Talent -global MBAs -local program MBA/MSc graduates -Increased usage of Social Networks New Sources of Talent -global MBAs -local program MBA/MSc graduates -Increased usage of Social Networks Raise the Bar -Targeted hirings -Tackle low performance Raise the Bar -Targeted hirings -Tackle low performance Worship Potential and Take Risks - Annual Talent reviews meetings - Succession plans in place for all managerial positions Worship Potential and Take Risks - Annual Talent reviews meetings - Succession plans in place for all managerial positions Global and Diverse - Increased number of participations in global openings (e.g. NWSQAD) -Promote cross-functional projects -Diversity strategy Global and Diverse - Increased number of participations in global openings (e.g. NWSQAD) -Promote cross-functional projects -Diversity strategy Talent Management Strategy Our current reality Line Capability Educate line managers to “scout” for talent and how to assess it Line Capability Educate line managers to “scout” for talent and how to assess it

10. HR Society Event 15 th Dec 2011 Potential Classifications Potential 421 753 986 Low Performers Up or Out Unusual Coach Rising Stars Invest: Increase Challenge Rising Stars Invest: High Risk Assignments Low Performers Identify Mismatch/Move Key Contributors Stretch & Test Adaptable Stars Retain, Appreciate & Leverage Contributors / Professionals Strengthen Professional Stars Retain & Appreciate Level of Performance 12 3 4 5 6 7 89

11. HR Society Event 15 th Dec 2011 Potential Indicators

12. HR Society Event 15 th Dec 2011 4. develop people’s key Capabilities

13. HR Society Event 15 th Dec 2011 Develop People Capabilities Our approach Develop Skills – Knowledge – Experience- Behaviours required to meet our Business Objectives while living The Vodafone Way Strategic Capabilities Functional Capabilities Cultural Attributes > Capabilities to set strategic directions, lead and manage people > Capabilities required by specific function to deliver operational excellence > Behaviours required to live The Vodafone Way

14. HR Society Event 15 th Dec 2011 Developing Functional capabilities Major efforts on commercial areas … Developing Functional Expertise Design and implement simple and focused frameworks Bring the knowledge in house Retail Sales Behavioral related course “Pelatis” Retail Sales Entrepreneurship Course Business Sales Sales Academy Framework Marketing Marketing Academy Customer Obsession Zone Technology & IT Technology Academy COPS Customer Operations Local Framework Human Resources HR Academy Finance Finance Academy SCM Academy

15. HR Society Event 15 th Dec 2011 5. drive a Performance Culture

16. HR Society Event 15 th Dec 2011 The Difference between… Potential versus Promotability It is about the longer-term, the people who have what it takes to grow into the top leadership roles at Vodafone. It is about the short-term, the next role for people who are excelling performance-wise in their current job and they are ready for the next challenge

17. HR Society Event 15 th Dec 2011 7. build an Admired HR Function

18. HR Society Event 15 th Dec 2011 C.E.O. HUMAN RESOURCES Human Resources HR SERVICES HR Processes & policies Self service tools guidance HR reporting People Survey HR SERVICES HR Processes & policies Self service tools guidance HR reporting People Survey PROPERTY MANAGEMENT PROPERTY MANAGEMENT HEALTH & SAFETY FUNCTIONAL HR BUSINESS PARTNERS Commercial Customer Operations Technology, IT Support Functions O.D. & REWARDS RESOURCING, LEARNING & DEVELOPMENT RESOURCING, LEARNING & DEVELOPMENT CENTERS OF EXPERTISE

19. HR Society Event 15 th Dec 2011 Thank you