Developing our People Strategy

1. Developing our People Strategy Confidential

2. Agenda 1 Logica – Who we are and what we do Our Business Imperative 2 Our Value Propositions 3 Our Key Business Issues 4 5 The How - Our People Strategy Journey 6 Our People Strategy 7 Going Glocal in every market 8 Engaging Our People 9 Evaluating Progress is Key Top 5 Considerations 10 Questions 11 Logica confidential

3. Logica – Who we are & what we do • Leading Business and technology service company, employing 43,000 people • Revenues of £3.7 billion in 2010 • Providing business consulting, systems integration and outsourcing to clients around the world, including many of Europe’s largest businesses • Creating value for clients by successfully integrating people, business and technology • Committed to long term collaboration, applying insight to create innovative answers to clients’ business needs • Listed on both the London Stock Exchange and Euronext (Amsterdam) Logica confidential

4. Our Business Imperative How the brand and propositions interlink

5. Our Value Propositions - Logica with Clients What we ask of you… Access to the people who drive the strategy of your business. Transparency and a willingness to work closely with our team, sharing the information required for us to add value. Access to the people who operate your business, so that we can sustain our service approach and run a successful business in a changing environment. An understanding of our need to be a successful business when flexibly managing change What you can expect from us… Commitment to long-term collaboration with you to support your success.   An innovative mindset, drawing on cultural insight, business knowledge and an ingenious outlook on technology. Open engagement at all levels of your business, listening, exploring and adapting proactively to deliver seamlessly wherever you need. A flexible approach to creating long-term value in a changing world

6. Our Value Propositions - Logica with Employees What Logica expects fromyou To be committed, innovative & open through What you can expect fromLogica A rewarding environment where we....

7. Our Key Business Issues Visibility of career growth and development Ability to flex our resources to meet changing business need Attraction of emerging & key talent Costly restructuring exercises Effective management of attrition Too much of our cost is fixed Improving employee productivity Ability to apply experience across countries and clients Consensus culture inhibits speed and agility Grow the number of clients generating annual revenue above £10m from 70 to 105 over the next 3 years Logica confidential

8. The How - Our People Strategy Journey Logica confidential

9. Our People Strategy The key theme of our People Strategy 2012-2014 is relentless continuity Shape the future An engaged workforce, where people are passionate about our brand and values and actively share knowledge; confident to speak up, knowing they’ll be listened to and have an increased understanding of the role they play in shaping the future Develop exceptional people Continual targeted development through innovation, creative learning solutions and challenging work opportunities in a competitive global market place to ensure the growth of our people, our clients and our company Right people, right skills, right place A common Logica career model and resourcing methodology that will attract grow and retain people determined to utilise their skills, capabilities and experience to deliver client value Enable brilliant performance An exciting and challenging work environment that drives, enables and recognises brilliant individual, team and organisational performance whilst addressing those whose performance and contribution falls short of what is required to make Logica brilliant Logica confidential

10. Our People Strategy - Addressing our Key Business issues with People Solutions 2012-14 Visibility of career growth and development Right people, right skills, right place A global Logica Career Model Ability to flex our resources to meet changing business need A “fit for purpose” employment approach Attraction of emerging & key talent Global talent acquisition governance & standards Costly restructuring exercises Enable brilliant performance A People & Performance culture & framework framework Effective management of attrition Empower and engage our People Managers Too much of our cost is fixed Embed a Logica reward framework Improving employee productivity Shape the future A culture driving heightened employee engagement Ability to apply experience across countries and clients A strong knowledge management culture Consensus culture inhibits speed and agility Develop exceptional people Investment in our top leadership Targeted assessment and Grow the number of clients generating annual revenue above £10m from 70 to 105 over the next 3 years development to reinforce client intimacy Logica confidential

11. Going Glocal in every market – Driving consistent execution Logica confidential

12. Engaging our People Logica confidential

13. Evaluating Progress is Key Develop exceptional people Successful launch of the “Enable Brilliant Partners Programme” Embedded our Global Talent Management framework and improved our succession plans Our Global University has grown from strength to strength , aligning our faculties with business priorities One Young World offered our leaders of tomorrow to meet the world leaders of today Shape the future Successful launch of the new brand – enhanced through our “Brand Super champions” videos Embedded the Logica Story – re-enforcing brand messages and strengthening understanding of our strategic intent Launched the ‘Leap’ global volunteering platform & Future Proof Week Innovatively driving up engagement – e.g. India’s ‘Up and Close’ event where leaders drove employees to work Enable brilliant performance Set clear common People goals for every Partner through the Partner People Dashboard Up-skilling our People Managers e.g. covering 500 People Managers in India Launched our Global Diamond Awards programme recognising brilliance Drafted a new People Manager model and Performance Management Framework to be embedded in 2012 Right people, right skills, right place Creation of the first Group annual resource plan for 2011 and used experience to feed into our 3 year plan 2012-14 Drove a reduction in Average Cost of Labour of 2.2% between July-December 2010 Continued to maximise our Offshore blend – reaching the milestone of 5,000 employees in India and hoping to be at 6,000 by the end of 2012 Reducing our recruitment costs through innovative process improvements, e.g. Introducing employee referral programmes and utilising social networking Logica confidential

14. Top 5 Considerations Ensure HR is embedded into the Corporate Strategy process Adopt the perspective of looking from “client-in” rather than “HR-out” Keep it simple & glocally scalable Be ruthless in ensuring all activity is aligned to the strategy and underpins client and business needs Continuous drumbeat Logica confidential

15. Questions Logica confidential