1. Maersk Drilling

2. Insert department name via ‘View/Header and Footer…’ Agenda Erik Roesen Larsen Maersk Drilling Induction process Online products Slide no. 2Department

3. Insert department name via ‘View/Header and Footer…’ Maersk Drilling History Slide no. 3Department 1972 Maersk Drilling 1975 First new-building 1976 Egyptian Drilling Company 1994 Floating Production 1995Maersk Contractors 2008 Maersk Drilling & Maersk FPSOs

4. Insert department name via ‘View/Header and Footer…’ Slide no. 4Department Vision We wish to be recognized as an outstanding provider of high quality and cost effective drilling services through the integration of advanced rig equipment, innovative technology, highly skilled people and safe operations

5. Insert department name via ‘View/Header and Footer…’ Maersk Drilling offices Copenhagen Esbjerg Baku Cairo Houston Maracaibo Rio Perth Brunei Dubai Stavanger

6. Insert department name via ‘View/Header and Footer…’ Drilling rig types

7. Insert department name via ‘View/Header and Footer…’ Jack-upSemi-sub Drilling bargeLand rig Rig types Maersk Drilling’s fleet

8. Insert department name via ‘View/Header and Footer…’ It’s Big!

9. Insert department name via ‘View/Header and Footer…’ Implementation of the new Induction Process

10. Insert department name via ‘View/Header and Footer…’ Executive summary – What’s new? Decentralized responsibility Responsibility of introducing new employees is delegated to local leaders (Tools and process developed by HR but executed by local leaders) Process focus We will get a coherent and modularized induction process and not incoherent tools and events Accessibility Tools accessibel for leaders and empolyees through the Intranet/myHR/SIRIUS before and through out the induction process Fleksibility Local introduction course to avoid late cancellation – can fit into schedule Tools to be used according to the needs of the new employee (leaders, employees transferred from other BU etc.) Impact HR to measure turnover of new employees Measurement of leaders satisfaction with the induction process New employees to be measured on satisfaction, knowledge and behaviour

11. Insert department name via ‘View/Header and Footer…’ As-is situation - challenges: The overall challenge: Lack of a standardized and modularized induction process with tools and activities to support the frontline leaders in the induction of new employees Specific issues supporting the overall challenge: Lack of attendance in current induction course (Winning Performance:36% in MD, 14% in MF and 0%in MS) Many late cancellations Late participantion (3 to 18 months after joining) High travel and accomondation cost Current course objectives and content to a large extend part of the management education program

12. Insert department name via ‘View/Header and Footer…’ New induction process: Overall business and learning objectives Overall Business Objective Overall Learning Objective Activity Raise time-to-competence and social integration Ensuring new employees get the right support, training and assistance to make them successful in their new job within the first three months. Increase new employees’ ability to execute the company strategy and values. Appoint a buddy to push social integration. Business courses Starters Day Buddy arrangement Reduce new employee turnover and decrease turnover costs Secure a coherent and sufficient induction process. Identify roles, responsibilities and accountability in the induction process. Close follow-up of new employees within the first three months. Checklists Follow-up activities Secure a standardised and cost efficient induction process for all new employees Assisting managers in introducing the new employees in a standardised way. Secure flexibility and availability with different induction tools.Utilise new methodology to deliver new skills and knowledge more effectively. Checklists CEO welcome Regional Manager welcome Intranet/SIRIUS portal

13. Insert department name via ‘View/Header and Footer…’ Overall induction process Prework (2-4 weeks before) Start up (First weeks) Onboarding (First 3 month) Documents: Contract Job description Welcome package: StarCity Relevant brochure Welcome letter Checklist: Organise workplace Prepare first day Appoint Buddy Inform Team Event: Meet Team Meet Buddy Guidelines: Relevant systems Relevant tools Checklist: First day event Local practicalities Video: Safety introduction Courses: Starters Day Relevant mandatory courses E-learning: SIRIUS Synergy Event: 3 month employment conversation Setting objectives Evaluation of induction process

14. Insert department name via ‘View/Header and Footer…’