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### Driving Business Results through Strategic Human Capital Management and Performance Improvement ###

Join us for a seminar on managing performance for outstanding business results, where we will explore how to effectively translate strategy into actionable human capital plans. Delve into techniques for identifying poor performance using Human Performance Improvement (HPI), and learn best practices for coaching and assessing employee competence. We will cover Absa’s Human Capital value proposition, segments of current and future employees, and strategies for talent attraction and retention. Discover the importance of measuring human capital strategy and integrating assessment into continuous development for optimal business outcomes. ###

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### Driving Business Results through Strategic Human Capital Management and Performance Improvement ###

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  1. Thomas EksteenUnisa 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. Current & Future Employee Segments Absa’s Leadership Brand Segmentation alternatives Preferred features 3-5 Preferred taxonomies Key Indicators Key needs of segments Absa Human Capital Value Proposition Absa’s Employment Brand Attractors for talent Image Attractive work experiences Stickiness factors Best practices for different segments Human Capital SWOT Reward and Consequence Management Current baseline Best practices for different segments The Human Capital strategy is informed from diverse perspectives 3 2 1 4 6 5

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

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

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

  8. Applied Competence Application Reflexive Competence Foundational Knowledge

  9. Assess Learn Outcomes

  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. Reaction • Learning • Behaviour • Results • ROI

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