Vodafone People Strategy (VPS)

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Vodafone People Strategy (VPS)
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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
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The War for Talent - McKinsey
The Old Way The New Way
Talent Mindset HR is responsible for people management All managers starting with the CEO- are accountable for strengthening their talent pool
Employee Value Proposition We provide good pay and benefits We shape our company, even our strategy, to appeal to talented people
Recruiting Recruiting is like Purchasing Recruiting is like Marketing
Growing Leaders We think development happens in training programs We fuel development through stretch jobs, coaching, and mentoring
Differentiation We treat everyone the same, and like to think that everyone is equally capable We affirm all our people, but invest differentially in our A, B, and C players
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The Deal
Employees Share of the deal is
The employees aspiration
Vodafone's Share of the deal is
Touchpoint
Organisation Change

1. We design a Red, Rock Solid, Restless,
   customer-oriented, and cost-effective
   organizations.
2. We trust and empower you to deliver against clear
   roles and accountabilities that are based on
   business objectives.
3. 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

1. I know Vodafones objectives and brand essence,
   and my role in delivering them
2. I take responsibility for knowing what changes
   are happening. I understand how will they affect
   me and accordingly respond to the changes
   professionally
3. 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, and how 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

1. I know what Ive signed up for and I want to be a
   part of Vodafone
2. I continuously seek out information and ask for
   feedback that helps me understand my role
3. 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

1. We recruit the right people who are aligned with
   Vodafone values
2. We are clear about Vodafones culture during the
   hiring process. And ensure that selection
   decisions are transparent and fair.
3. 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

1. I am encouraged to speak honestly about how I
   view things, and make suggestions for
   improvements
2. I work in a way that supports Vodafones values
   and goals, and take responsibility for building
   engagement in my team
3. I promote Vodafones brand and values with our
   customers, suppliers and my team

1. We communicate with you honestly, encourage
   feedback, and respond to them
2. We encourage, recognise and act upon good ideas
   and new ways of working
3. We equip line managers with the tools and skills
   needed to engage and motivate people

I can talk positively and confidently about our
business, its 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

1. 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.
2. We are clear about personal goals and what we
   expect from our leaders and people, and hold them
   responsible for delivering results
3. We ensure that leaders provide regular feedback
   and coaching to develop individuals and teams

Learning Development

1. I understand my goals and what is expected of me
   in terms of performance and behaviour, and I
   deliver on it
2. I seek out regular coaching and feedback and work
   on them in order to improve my performance.
3. 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

1. I understand what I am rewarded for and how I can
   influence it
2. I understand the value of the different elements
   of my reward package
3. I actively recognise others when their
   contribution is above and beyond the call of duty

Safety, Health Wellbeing

1. I ensure the safety, health and wellbeing of
   myself and others at work
2. I use the tools available and develop my skills
   to ensure I can look after the safety, health and
   wellbeing of myself and others
3. 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

1. We equip managers to measure and manage health,
   safety wellbeing
2. We help our people understand and attain a
   healthy lifestyle
3. We support your wellbeing at work, and help you
   achieve a work/life balance that works for you
   and the business.

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Thank you, Hany Mahmoud