1. Thomas Eksteen Unisa Seminar, 15 March Managing Performance for Business Results

2. Translating strategy into Human Capital Plans Using HPI to identify and zone in on poor performance Coaching and Assessing for Competence Turning Competence into Performance Measure, Measure, Measure

3. Human Capital strategy – We value our people

4. 1 The Human Capital strategy is informed from diverse perspectives Absa’s Employment Brand Image Best practices for different segments Reward and Consequence Management Stickiness factors Attractors for talent Absa Human Capital Value Proposition Key Indicators Preferred features Absa’s Leadership Brand Key needs of segments 3-5 Preferred taxonomies Segmentation alternatives Current & Future Employee Segments Best practices for different segments Attractive work experiences Current baseline Human Capital SWOT 2 3 4 56

5. Competences, Knowledge, Skills Potential Performance Remuneration Strategy Business Performance Talent management: An integrated approach

6. Talent Attraction Talent Management Talent Development Talent Retention Culture/ Enablement Integrated Approach on Human Capital value proposition

7. Human Performance Improvement  Determine Business Results  Behaviour  Current  Gap  Cause Analysis  Identification of solution  Implementation

8. Applied Competence Application Foundational Knowledge Reflexive Competence

9. Outcomes Learn Assess

10. Coaching and assessing for Competence  Agreement on required standard  Focused coaching  Assessment once competent  Integration of assessment  Naturalistically and continuously  Instant feedback  Competence becomes behaviour

11. 1.Reaction 2.Learning 3.Behaviour 4.Results 5.ROI