1. Human Ressources Development at ADIE Milano - 2009.06.05

2. 2 Staff and Volunteers at Adie People  431 employees  Turnover:17%  Women: 60% / Below 40: 88%  LT contract: 93%  1 245 volunteers  Women: 30% / Below 40: 5% Wages  Difference between the highest 10% wage-earners and the lowest 10%: 2.37  Difference with private banking sector: - 15% for loan officers / -30% for managers / > - 50% for directors  Variable: individual (0%-10%) + collective (0%-8%) Sources: reporting 31.12.08

3. 3 Staff and Volunteers at Adie Sources: reporting 31.12.08 Recruitment and career Mgmt  Recruitment  168 people recruited in 2008  N*people interviewed/position: 5  Time between identification of a need and integration : 7 weeks  Career Management  Change in responsibility: 33  Maternity leave replacement: 28  Career meetings: 120

4. 4 The new overall strategy of Adie Credit  Microcredit for start-ups and business development  Personal microcredit for employment  Microinsurance Operational sustainability in 2011 Financial sustainability in 2013 Means: productivity, risk management, product mix, interest rate and loans volume. Business development services  Group training  Individual coaching  Business advice  Legal advice Fully subsidised by European Funds, French government, local authorities and private companies Recent Changes in Adie’s economic model

5. 5 HRD is aligned with the new overall strategy Credit diversification of products, productivity, risk management, product mix, interest rate and loans volume. Business development services diversification of services, availability in all territories, quality of services Recruitment and career management Diversification of profiles (salesmen, academics, senior), National campaign Training Turning 250 social workers into one social sales team Motivate Building support by mixing individual incentive and faith in shared social goals Volunteers Expect strict compliance with rules and acknowledge them as contributors

6. 6 Recruitment and Career management Diversification Diversify profiles = diversify media (job forum, magazines, websites, blogs, local institutions) and elaborate an employer’s image Volume and quality of service E-recruitment, database and detailed job definition Integration Tutoring and follow-up during the trial period. Soft skills are key. Career management Identify high potentials (Junior/Senior) and follow-up.

7. 7 Training Market surveys, customer relationships, quality of service… New words becoming reality in a reluctant world Diversification of services = diversification of career paths New needs to train generalists able to be loan officers and BDS consultants Train not only to apply but also to criticize Growing is easier when all brains are active Team building is about values, social impact and happiness Commitments must be nurtured

8. 8 Wages and Soul In a non-flexible job market, rewards are more important than sanctions Can’t by me Soul but can introduce Soul in benefits and wages variable components >Align wage increases and bonuses’ parameters with the overall strategy >Social and financial exclusion indicators weighted as much as productivity Volume: externalise or invest in HR software >Payroll and flexible benefits >Management of medical checks, maternity and paternity leave, holidays,…

9. 9 Volunteers Recruitment Diversification of expertise and origins. From National campaign to word of mouth. Integration in the value chain Expect strict compliance with rules. Give them the same tools and training and even more… Communication and recognition Assessing the quality of services delivered by volunteers is the best recognition of their participation to the mission