1. TALENT MANAGEMENT IN CHALLENGING TIMES AJITHKUMAR B USTGlobal Director, GlobalHuman Resources

2. Putting the pieces together… Requires a different perspective Business NeedsIndividual Aspirations Integrated Talent Management

3. Why Talent Management ? Critical roles Identify People Fitment Who? What capabilities ? Engagement & Retention Predict risk Mitigate Manage performance Talent pipeline Development Prepare individual for higher responsibilities 3

4. Leadership buy-in and Commitment Organization Strategy Baseline framework Monitor Progress Succession Planning Assess ment Develo pment Plan Retenti on Acquis ition Keys to effective TM 4

5. Talent Management – Who owns it? Get Senior Management Buy-In and Commitment 5

6. Talent and Strategy Understand Organization’s Strategic Objectives 6

7. Technical and Behavioral Competencies Role Based Competency Modeling 7

8. Objective Assessment Competency & Potential Assessment 8

9. Talent Assessment – The “UST Global” way…!

10. Direct Report Ranking: 1. David Villa 2. Tomas Muller 3. Arjen Robben 4. Lionel Messi Insert Photo here Title/Band, Name O 4 HiPo Insert Photo here Title/Band, Name S 3 omo Insert Photo here Title/Band, Name I 2 Issue Insert Photo here Title/Band, Name S 2 Grow Insert Photo here OOM,Lionel Messi D4 Insert Photo here OM, Arjen Robben C3 Insert Photo here GRM, Thomas Muller B2 GNBS, David Villa A-1 + - Critical Position Potential High Potential Promotable Contribute Placement issue Grow - DA New - no colour Performance OOutstanding EExceed Expectations SMeets Expectations NNeed Improvement Behaviour 3 Role Model 2 Effective 1 Opportunity to improve Team Assessment The UST Global way…! 10

11. Individual Development plan 70% Experience20% Relationship10% Training Talent Development 11

12. Name & Title:Org:Manager: HBSE Career Aspirations (3 - 4 years) Strengths to Leverage (from the competency assessment) 1) 2) Current Year Development Opportunities (from the competency assessment) Experience - 70% (What? When? Who?) People Relationships - 20% (What? When? Who?) Education/Training - 10% (What? When? Who?) 1) 2) 3)v Individual Development Plan – The “UST Global” way…! 12

13. Succession Planning Individual Readiness 13

14. GM Succession Plan – The UST Global way…! Gong LiJohn McCainCondoleezza RiceTiger Woods Liu LianjieHillary Clinton Name Incumbents Ready Now Gary Johnson P. Mgmt John Doe PM, Name (Current Title) Edward Lee Mrketing Mgr Name (Current Title) Ready 1 Yr Lisa Smith ED, Sales Operation Name (Current Title) Rachel Ande Name (Current Title) OM OOM GRMAMPMPL (Org Owner) Ready 2-3 Yrs Li Wang Dir, Sales Leader Name (Current Title) Laura Chong ED, Prod Mgmt Name (Current Title) Other company Org Diversity Candidate Diversity Candidate Non-company Name (Current Title) Amy Meyers Mgr Marketing Name (Current Title) Critical Position 14

15. Project Mgr Top Talent Plan The UST Global way…! Gong LiJohn McCainCondoleezza RiceTiger Woods Liu LianjieHillary Clinton Name Positions Ready Now Gary Johnson Name (Current Title) Ready 1 Yr Lisa Smith on Name (Current Title) Architect Business Analyst PMO HRBSE Business Finace GRC (Org Owner) Ready 2-3 Yrs Li Wang Dir, Sales Leader Name (Current Title) Laura Chong ED, Prod Mgmt Name (Current Title) Other company Org Diversity Niche Skill Name (Current Title) Amy Meyers Name (Current Title) 15

16. Talent Acquisition Acquiring key talent 16

17. Talent Retention “High Fliers” and “The Stayers” 17

18. Talent Management – The Pieces of the Puzzle… Executive leadership‘s commitment and setting the tone Accommodating change in business strategy Knowing about the Competencies and Capabilities needed Ensuring Objective Assessments 70% Experience, 20% Relationship and 10% Training Focusing on Talent pipeline with Individual Readiness Ready Now workforce Harnessing both intellect and passion 18

19. Wrap up Slide 19 Yes it’s a challenge but Talent management can make wonders! Thanks