Pla

nn

ed

Work

Forc

e

Data Driven Decisions

Alig

ned

Goals

an

d

Hig

h P

erfo

rman

ce

Engaged Employees

Recruitment

New Hire Ori-entation

KUSB LMS/LZ

Performance Management

Rewards & Recognition

Career Path Development

Succession Planning

Employee Re-lations

‘Only those that feel valued can truly add value’

People Plans –Personal ObjectivesVisibility

Organizational Structure

People’ Systemsprocesses SAP/LMS

Culture | Work Environment | Partnership HR | Brands

Clarity

Flexibility

Consistency & Simplicity

Pillars

Retention &

Brand Delivery

SPPIICED

Score

Card

ME

CE

PM

UA

High Professional (7HPR)

5% (24-25)

Adaptable Professional (8AP)

5% (26-27)

High Potential (9HP)

5% (28-32)

Future High Professional (4FHPR)

10% (12-15)

Future High Potential (6FHPO)

10% (22-23)

Low Performer (1LP)

5% (0-6)Inconsistent Performer (2IP)

10% (7-9)Rough Potential (3RP)

20% (10-11)

(L

OW

) P

erf

orm

an

ce

(HIG

H)

LOW Potential HIGH

Key Performer (5KP)

30% (16-21)

Talent Manager‘Field

Trainer’Manages

Specific Skills/Talent

Identification

Independent Review/Assessment

GIA

1INTERNALOVERSEAS

LOCAL

2HIRE

3NHO

4Generic MAOS

5Brand Training

LZ

6PDR

9 BOX MATRIX

PROBATION REVIEW

9Acceleration

TALENT POOLS

11CLOSE SKILLS

GAP KUSB

12ASSESSMENT

13BENCH

14APPOINT

10Identify

Training Need

Performance Improvement

Plan

Keep the talent inside pipeline engaged until

business is ready

Talent Attraction

TalentPerformance

Talent Development

TalentEngagement

TalentRetention

ContinuousImprovement

Process

Reunion

8Bench Review

SUCCESS CRITERIAGate Pass

KFG Career Path