Protecting Your Investment: Creating Full-Cycle Support for International Assignees

1. Global Mobility Globale MobilitätMovilidad Internacional 人力资源全球调配政策中心 Protecting Your Investment: Creating Full-Cycle Support for International Assignees Presenters: Laurette Bennhold-Samaan, Global HR & Mobility, Washington, DC

2. Overview • Accenture- who we are and what we do • Global Mobility Overview, Construct and Approach • Critical Steps to our Mobility Program • Evolution of Mobility at • Accenture • Next Practices

3. Accenture company description • Our clients • In fiscal 2009, Accenture served 96 of the Fortune Global 100, three-quarters of the Fortune Global 500 and government agencies in more than 120 countries. • Services we offer • Management consulting • Systems integration • Technology consulting • Information technology (IT) outsourcing • Business process outsourcing Revenues before reimbursements FY 2009 Americas $9.40 billion Europe/Middle East/Africa $9.90 billion Asia Pacific $2.27 billion Total $21.58 billion

4. Key Accenture Global Mobility Facts • In FY10, Accenture supported over 14,000 cross-border assignees plus 4,000 business travelers (less than 60 days) • Short term assignments, less than 1 year: 80% (11,200 people) • Long term assignments, greater than 1 year: 20% (2800 people) • Industry leading number of assignees • A complex, largely virtual, organization • 190,000 employees, 52 country • offices, clients in 120 countries in • 200 cities around the world

5. Global Mobility Overview How does global mobility support Accenture’s HR strategy? Offers cross-border experiences to our people Increases HR capability to develop global skills for our future leaders Builds innovative programs that enable overall growth and geographic expansion of our business Ensures we move the right talent to the right places Provides tools and resources for the assignees and their families throughout the assignment life cycle • How does global mobility support Accenture? • Supports our clients and evolving business needs • Develops a global mindset of our employees and sustain our global network • Increases our executives and employees global and career experience • Fuels our global growth 5 5

6. Global Mobility Construct • Business Driven Assignments • Fulfill business gaps • Fulfill a temporary need • Successful assignment: accomplishment of business goal • On-time delivery/completion of project • Role no longer necessary • Talent Driven Assignments • Build skills and ‘global literacy’ • Growth of professional skills and business acumen • Successful assignment: building global professionals • skills increase due to knowledge sharing • Understanding of how the business functions in other countries

7. Talent Driven Mobility Approach Design aspects: We have moved towards a new talent based mobility approach that: • increases opportunities for our people to enhance career development • enables overall growth and geographic expansion of our business • helps us win the talent war by beinginnovative The changes we made ensure: • a link between mobility and leadership development • builds global experience for our current /future leaders to grow Accenture • a culture that reinforces a global mindset Operational aspects: • New programs • Providing enhanced tools to aid our assignees and their spouses/partners/families • Creating anend-to-end operational process

8. Critical Steps to our Mobility Program (both Talent and Business Driven) Work with various stakeholders 2. Address critical issues and revamp existing mobility policies 3. Enhance the employee experience by providing better support 4. Create resources and tools 5. Maximize technology 8

9. 1. Global Mobility’s Integration Points and Stakeholders Facilities & Services Finance Travel Scheduling and Sourcing Global Mobility RMS Communications Compensation, Benefits, Career planning and performance Procurement Global Asset Protection Legal Policy Group 9

10. 2. Address critical issues and revamp existing mobility policies

11. 3. Enhance the employee experience

12. Assignment Life Cycle Support Examples • Pre- Decision, • Pre-departure Support: • Candidate • assessment/workbook • Schooling Info • * Destination Info • Website Resources • Navigator Site for • New Policy & Programs • Repatriation info Self- Assessment Recruitment & Selection Preparation Pre-Assignment Visit Reintegration & Adjustment • End of Assignment • Strategies: • Repatriation Debrief • Repatriation • Integration Training • Localization Re-entry Settling In Services Repatriation & Debriefing In Country Cultural & Language Training • Pre-departure & • In-Country Support: • Settling In Services • Cross-cultural Training • Language Training • Spouse/partner • Support • * Family Website Preparation for Re-entry Culture Shock & Adjustment Adapting Business Skills

13. Assignee’s Support Network Relocation Mgt Solutions Program Sponsor Career Counselor Assignee Project Manager Human Resources Supervisor

14. 4. Create resources and tools Sample Tools: Job Aids, Playbooks Career Counselor/Assignee Mobility Guide Individual Development Plan Repatriation Integration Training  

15. 5. Maximize technology GOALS Create an on-line initiation form Create a one-stop web site for access to support and information Create a network of support among the assignees and families themselves Encourage knowledge sharing and cross-border support. Create a family website to provide support and resources on the transition, spouse career, children and schools, culture, and country-specific information. Created a site on employee website to house all information related to mobility. One stop shop for: Links to policies and contacts Articles of interest Chat function and ask a question function Specific sections for HR, employee’s managers and Finance External web site for spouses and families 15

16. Updated and new! Global Mobility Websites  Global Mobility & Relocation Navigator Website Accenture Mobility Family Support Website 

17. Summary of the Critical Steps to our Mobility Program 1. Work with various stakeholders: Ensure the assignee's needs are addressed Strategic Integrated responsibilities • 4. Create tools • Job Aids • Career Counselor/Assignee Mobility Guide • Individual Development Plan • Repatriation Integration Training • 2. Address critical issues and revamp existing mobility policies: • Manage the compliance, financial risk, immigration, tax, legal and labor law issues • New policies: Provide more flexibility, ensure market competitiveness, and offer greater opportunities for employees to enhance their career • 5. Maximize technology: • Create a one-stop web site for access to support and information • Create a network of support among the assignees and families themselves • Encourage knowledge sharing and cross-border support. • 3. Enhance the employee experienceby providing better support: • Destination services • Family matters • Spouse career • Education issues • Cultural savvy • Repatriation 17

18. Global Mobility Success at Accenture An overwhelming majority (83%) of employees feel that their international assignmentwill beviewed as a positive experience on their next project/role; of this majority 85% felt thatinternational experiencewas a key component to their personal career goals. 80% of employees felt that their international experience increased their commitment to Accenture. • 85% of employees would recommend their expatriate experience to others and 85% would do it again. • All data from Accenture, Relocation Management Solutions and Global Mobility 2009 Survey 18

19. Global Mobility Evolution • 2007 • Global mobility policies decentralized, 49 country-specific approaches • 2008 • Implemented new global policy framework for business driven programs. Began to move away from prescriptive provisions to consistent, intent based, market relevant provisions. • 2009 • Designed, tested new talent driven programs (build skills and global literacy). • Emphasis on support/resources to employees and families. • 2010 • Focus on employee experience. • Linked to leadership development and development assignments. • Launched talent driven approach • Launched new mobility employee and family website • Added global medical plan for long term assignees • Operational mobility work transitioned to a service center to better serve our employees

20. Then and Now Strategic HR Business Partner with various stakeholders Set Policies and Strategies Position Accenture as Best Practice Example Among Peers Sets policy and escalation for exceptions Support Critical Recruiting and Staffing Initiatives Link Mobility to Talent Management Integrate technology with policies, programs and services Maximize ROI for Accenture and Employees Manage Expanded Integration Points

21. Global Mobility: Where Accenture is Going Offering global experiences to our people to accelerate our talent management and develop a global mindset. Making mobility more affordable to our business Designing flexible and innovative programs to meet the needs of the business, which enable overall business growth and geographic expansion—right talent to the right places Supporting our human capital strategy to develop global skills for our leaders, now and in the future Continuing emphasis on connecting leadership development and mobility Enhancing the employee experience by providing tools and resources for assignees and their families throughout their assignment life cycle (pre-departure through repatriation)

22. Questions & Answers Questions?