1. Planned
Work
Force
Data Driven Decisions
Aligned
Goals
and
High
Performance
Engaged Employees
Recruitment
New Hire
Orientation
KUSB LMS/LZ
Performance
Management
Rewards &
Recognition
Career Path
Development
Succession
Planning
Employee
Relations
‘Only those that feel valued can truly add value’
People Plans –
Personal Objectives
Visibility
Organizational
Structure
People’ Systems
processes SAP/LMS
Culture | Work Environment |
Partnership HR | Brands
Clarity Flexibility
Consistency & Simplicity Pillars
Retention
& Brand
Delivery

2. SPPIICED
Score
Card
ME
CE
PM
UA

3. 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)
(LOW)
Performance
(HIGH)
LOW Potential HIGH
Key Performer (5KP)
30% (16-21)

4. Talent Manager
‘Field
Trainer’
Manages
Specific
Skills/Talent
Identification
Independent
Review/Assessment
GIA
1
INTERNAL
OVERSEAS
LOCAL
2
HIRE
3
NHO
4
Generic
MAOS
5
Brand Training
LZ
6
PDR
9 BOX
MATRIX
PROBATION
REVIEW
9
Acceleration
TALENT POOLS
11
CLOSE SKILLS
GAP
KUSB
12
ASSESSMENT
13
BENCH
14
APPOINT
10
Identify
Training Need
Performance
Improvement
Plan
Keep the talent
inside pipeline
engaged until
business is ready
Talent
Attraction
Talent
Performance
Talent
Development
Talent
Engagement
Talent
Retention
Continuous
Improvement
Process
Reunion
8
Bench
Review
SUCCESS
CRITERIA
Gate Pass

5. KFG Career Path