1. Identity & Purpose Desired State Vision 2012 Target Achievements Projection into the external environment Key Successful factors / Value Drivers / Internal Capabilities Mission Values Safety: the creation and relentless maintenance of a healthy and safe work environment and safe work practices in everything we do. Integrity: do the right things, do things right, say what you do and do what you say. Honesty and openness in communication: ethical and honest dealings with all stakeholders and openness in communication on an informed and need-to-know basis with due regard to privacy and confidentiality. Customer focus: all applicants and employees are entitled to high quality customer service. Excellence: develop and maintain high performance and proficiency standards in all services provided to both employees and applicant. Competence: develop a talented and motivated workforce, mastered through education, mentoring, training and experience. Our Shareholders Value generation – Fiduciary responsibility, dividend generation by unlocking value and generating savings. Sustainable development – Strategic decisions are derived from responses to changes in the environment and long term thinking aimed to ensure we are sustainable and relevant. Our People Management / leadership – Management is committed to working on strategy implementation and evaluates on their ability to coach / advice / guide and ensures successful outcomes. Individual and team capabilities – Capabilities are built and maintained through formal training programs and mentoring programs. Organizational culture – Culture of performance, nurtured by staff and management. Our Services Efficiency of processes – We operate reliable, robust services, monitored for quality. Process efficiency – All operational processes are mapped and optimized to be cost efficient information systems – information systems meet the service management business needs. Our customers Responsive to customer needs – We understand and partner with internal customers to address their needs. Competitive services – Our effective solutions provide the organization with good value for money. Relationships We partner with specialized recruiting and training companies to deliver value added services. Value Added We contribute to the optimization of resources and improved service delivery to our applicants and employees. Brand We are recognized among the companies that provide excellent working environments and best personal development opportunities. 100% HR processes optimized 95% On-time delivery of HR service requests 80% Internal customer satisfaction To play a pivotal role within the organization general setting by nurturing a culture of performance through the development of cost effective and result oriented HR programs. To provide high quality HR services to support organizational value generation. Human Resources Department Desired State of Evolution smartKPIs.com prepopulated template. Developed for demonstration purposed only. To be customised as per the environment in which each organisation operates.

2. Desired State of Evolution (DSOE) – Brief Description In order to implement a logical and articulated strategic performance management system, any entity should clearly identify its purposeful identity: who it is, what its values are, what is the direction it is heading to and what it is trying to achieve. Thus, the process of integration of all strategic statements of an organization that comprises values, mission, destination statement and vision is facilitated by the creation of the Desired State of Evolution. – The first level, “Identity and purpose” is represented by the mission and values of the organization. The mission statement is essential, as it represents the reason why the organization exists. Linked to it are organizational values used by many organizations to drive behavior, being considered an integral part of organizational culture. By linking them to the mission, desired state and vision, they become an important component of the strategy management system and key elements or organizational communication. – “Desired State”, the second level of components is represented by three sets of elements. This is an intermediary level that makes the link between mission and vision. It integrates the “destination statement” approach of representing the desired state of the organisation at a future point, while adding by internal oriented capabilities, competencies, value drivers or key success factors and the projection of the organization in the external environment – The third level is represented by the “Vision Statement”, as a representation of the desired state of the organization in a more distant future. The sequence: Values -> Mission -> Desired State -> Vision represents a storyline that illustrates the desired evolution path of the organization. For more details about the Desired State of Evolution please visit: http://www.balancedscorecardreview.com/pages/bsc-concept/components/ http://www.balancedscorecardreview.com/pages/bsc-concept/components/ Template © KPI Insititute Ltd 2011. Terms of use available at: http://www.smartkpis.com/terms-of-use.html (“Template Terms”)