Vodafone People Strategy (VPS)

1. Vodafone People Strategy (VPS)

2. Did We Say “Talent Matters”?“The top software developers are more productive than average software developers not by a factor of 10X or 100X, or even 1,000X, but 10,000X.” Nathan Myhrvold, former Chief Scientist, Microsoft Source: Tome Peters

3. Fortune 100’ CEO’s spend 33% of their time in people issues. HR is the primary mission of today’s CEO

4. The War for Talent - McKinsey

6. The Deal Employees’ Share of the deal is: The employee’s aspiration: Vodafone's Share of the deal is: Touchpoint Organisation & Change • We design a Red, Rock Solid, Restless, customer-oriented, and cost-effective organizations. • We trust and empower you to deliver against clear roles and accountabilities that are based on business objectives. • We anticipate and respond to the market. We are clear with you when and why the business needs to change, the direction we are taking, and what is your role to help the business achieve its goals • I know Vodafone’s objectives and brand essence, and my role in delivering them • I take responsibility for knowing what changes are happening. I understand how will they affect me and accordingly respond to the changes professionally • I am a team player and treat everyone as a customer. My role and goals are clear and challenging, I know who my customers are, andhow I fit into my team and the organisation, I understand organisational changes as they occur, and I enjoy the way we do things around here • I know what I’ve signed up for and I want to be a part of Vodafone • I continuously seek out information and ask for feedback that helps me understand my role • I understand my skills and capabilities, and the opportunities that exist in Vodafone, so I can manage my career realistically Resourcing I am attracted to Vodafone as an employer, and my experience as I join, and as I move internally, assures me of a challenging career, and support when I change roles or leave the business • We recruit the right people who are aligned with Vodafone values • We are clear about Vodafone’s culture during the hiring process. And ensure that selection decisions are transparent and fair. • We support our people to manage their career and we create opportunities whereby they can move within Vodafone to enhance their skills. When people leave the business, we treat them with honesty, dignity and respect Communication & Involvement • We communicate with you honestly, encourage feedback, and respond to them • We encourage, recognise and act upon good ideas and new ways of working • We equip line managers with the tools and skills needed to engage and motivate people • I am encouraged to speak honestly about how I view things, and make suggestions for improvements • I work in a way that supports Vodafone’s values and goals, and take responsibility for building engagement in my team • I promote Vodafone’s brand and values with our customers, suppliers and my team I can talk positively and confidently about our business, it’s easy to find out what I need to know to perform at my best, and my ideas and thoughts are listened to and acted upon • We support you to create a development plan to enhance your skills that would help you meet the business needs together with your needs. We provide you with various options on how to learn and how to implement this learning in your role. • We are clear about personal goals and what we expect from our leaders and people, and hold them responsible for delivering results • We ensure that leaders provide regular feedback and coaching to develop individuals and teams Learning & Development • I understand my goals and what is expected of me in terms of performance and behaviour, and I deliver on it • I seek out regular coaching and feedback and work on them in order to improve my performance. • I know my personal development needs and aspiration, and work on enhancing them I get regular feedback on how I am doing, and I am encouraged to develop my skills and behaviours to continually improve my performance, and realise my potential Reward & Recognition • We reward our people based on their personal performance to enable and support the achievement of business objectives. • We provide you with relevant financial and non-financial rewards that are of value to you. • We reward and recognise both team and individual performance, and contributions above and beyond the call of duty I know my contribution is valued because I can see how my performance drives the reward and recognition I receive • I understand what I am rewarded for and how I can influence it • I understand the value of the different elements of my reward package • I actively recognise others when their contribution is above and beyond the call of duty Safety, Health & Wellbeing • I ensure the safety, health and wellbeing of myself and others at work • I use the tools available and develop my skills to ensure I can look after the safety, health and wellbeing of myself and others • I alert Vodafone when something looks wrong, and about accidents if they occur I work in a stimulating and safe environment, knowing the organisation cares about my wellbeing and supports me in developing a healthy lifestyle • We equip managers to measure and manage health, safety & wellbeing • We help our people understand and attain a healthy lifestyle • We support your wellbeing at work, and help you achieve a work/life balance that works for you and the business.

7. Thank you, Hany Mahmoud