1. People Days Talent Review Process Eva Daňová HR Partner IBM Slovensko, IBM ISC

2. 2 Agenda  Predstavenie IBM  Prečo potrebujeme mapovať talenty  People Days dizajn  Hodnotenie zamestnancov  Dashboard  Career smart

3. 3 …it all started 100 years ago A merger of 3 companies on June 16, 1911 creates the Computing-Tabulating-Recording Company (CTR). In 1924 company name changed to International Business machines (IBM) First disabled worker was hired in 1914 Since 2012 Ginni Rometty has been the IBM CEO

4. 4 IBM Who are we now? Globally integrated enterprise Serving customers in more than 170 countries More than 400,000 IBMers Leader in diversity and innovations

5. IBM na Slovensku IBM Slovensko, s.r.o.  Vznik: december 1992  Pobočky: Bratislava, Banská Bystrica a Košice  Klienti: bankovníctvo, vláda, telco, výroba Martin Murgáč Generálny manažér

6. IBM International Services Centre  Vznik: 2003  Miesto: Bratislava  30 medzinárodných centier  69 rôznych centier  46 rôznych jazykov Alan Knight Generálny manažér IBM na Slovensku

7. Talent programs in IBM BTL Lead Pro People Days

8. Why we need talent management ? Reduce attrition Improve skills and capabilities Improve Engagement Improve Business Results CEE Talent mapping in one place available 24/7 Region usage Local management usage Succession Planning

9. People Day Design Performance Assessment PBC (PBC Too)l Assessment of Potential BTLR (Leads) High Bands Assessment of Potential Low Bands People Days Assessment 9 Box creation PlanningExecution Development Roadmaps participation start Retention Plan Education Programs Nominations Promotion Plan Q1 Q2 Q3 Q4 Q1 Global process IMT specific process Q2... Re usage of the data for various initiatives like: salary decisions, equity, MBA etc.

10. Career/ Dev Leaders teaching leaders- LEAD Pro observers; Mentoring (as mentor) Career/ Dev Leaders teaching leaders - LEAD Pro observers; Mentoring Prg (as mentor & mentee) Leadership Academy OR Professional Certification path Career/ DevBTL or Emerging Talent group member Leadership Academy, Elevate, Emerging Talent Development Program Or Professional Certification path Leaders teaching leaders - LEAD Pro observers; Mentoring Prg (supreme relationship) & Exec interviews with CGM or CEE Exec Career/ Dev Skills transfer Skills gaps closure action plan developed Career/ Dev Put on watch list if re-assessment of potential is required (at potential/downwards) Skills gaps closure action plan developed Career/ DevBTL or Emerging Talent group member Leadership Academy, Elevate, Emerging Talent Development Program OR Professional Certification path Mentoring Prg (as mentee) – ensure effective mentoring relationship Career/ Dev As to be terminated, solid replacement identified Career/ Dev Improvement plan in place (3-6m), job role change to be considered, solid replacement identified Career/ DevAssess if issue is performance or potential is wrong. IAs to be re-evaluated, replacement to be identified Limited At Potential Medium Potential Ult Potential to achieve 1 Band progression High Potential Ult Potential to achieve 2 more Band progressions POTENTIAL Plateauing L2 Exit Plan L3 L1 Positive Plateauing M1 M2 M3 Watch / Develop Watch Watch / Exit H1 H2 H3 Critical to Retain / Promote Develop / Coach Coach / Assess High Performer(PBC 1 and 2+) Solid & Consistent Performer(PBC 2) Needs improvement(PBC 3) PERFORMANCE TOP 20 % BOTTOM 15 % Methodology 9-box Model

11. Performance definitions

12. High Potential – is a person who is promotable 2 bands up or capable of taking a leadership role in IBM, demonstrating IBM Leadership Competencies Potential definitions Medium Potential – is a person who has the capacity of moving up one level in the organization and/or expanding the scope and complexity of his/her role. This person has the capacity but needs more time in his/her role taking the responsibility of key leadership role. At potential – is defined as the quality, state, or degree of being of the highest importance. This item is not to assess the criticality of the role for the company but rather criticality of the person for business or for a specific project. The reason of identification of criticality is to take the right actions to retain that person.

13. Client workforce dashboard 13

14. IBM CareerSmart Career growth at IBM – that is their expertise, capabilities, and leadership - through IBM CareerSmart. IBM CareerSmart is a simple yet well planned approach to career development. It is a suite of career development resources and tools that provides a trusted source for career planning, growth, and tracking.

15. Questions?