August 2021 HR Lineup

— HR Lineup

August 2021

— Table of contents

Project Fusion – Introducing FusionOne: Everything about the digital HR transformation in one place Bookmark FusionOne to stay informed about the enhanced digital people experience coming to ABB Early returns from ABB’s new External Career Portal See how our new External Career Portal is bringing talent to ABB and how you can help New recruiting data and analytics Phenom People Analytics module provides new insights into job posting performance New candidate hiring process and new hire welcome videos Two new videos launch ing to further enhance the candidate and new hire experience Video preferences survey – Help us create more engaging video content Take this short survey Behavioral-based Interview Training (BIT) Register to receive training on this important technique Global Parental Leave Program ABB’s new gender-neutral parental leave program supports an inclusive working environment Introducing new HR procedures Procedures support our core HR policies

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— HR Lineup

Bi-monthly publication for ABB line managers

Welcome to the August 2021 issue of the HR Lineup , a tool created in response to your requests for sharing of relevant Human Resources information and updates regarding annual processes, special projects and initiatives, and other items of interest. We need your help and partnership to ensure the content we include is meaningful and of use to you! Please share your feedback and questions, as well as suggestions for content to

include in the future, by sending an email to HRLineup@abb.com.

Thanks, and enjoy!

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— Project Fusion – Introducing FusionOne: Everything about the digital HR transformation in one place Bookmark FusionOne to stay informed about the enhanced digital people experience coming to ABB

ABB is currently undergoing an immense digital HR transformation, referred to as Project Fusion, that will significantly change our people processes, systems and ways of working. In late 2022 we will launch Workday, our new global HR system that will replace the current landscape of fragmented tools and become the sin- gle source of HR data across the entire or- ganization. This innovative, cloud-based solution is currently used by numerous Fortune 100 companies across the globe. The Workday platform will also be augmented by additional integrated best-of-breed solutions, selected to meet our specific requirements in the areas of talent attraction and Open Job Market, capability building, document

creation and automation, and global mobility management. One tool is already available – have you checked out our new Internal and External Career Portals?* They, together with the new Candidate Relationship Management system (CRM) for recruiting and the Phenom People Analytics module, are just the first step towards the new and improved HR experi- ence we will create with Fusion!

*ABB employees are, by default, directed to the Internal Career Portal. In order to view the external career site, please either log out from your Internal Career Portal account, use a different browser, or view the site in a new Incognito window (for Chrome) or a new InPrivate window (for Edge).

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An information portal to keep you up to speed

From hire to retire, Fusion will transform all major people processes. How will you recruit external and internal candidates for your team? How will you set goals, provide feedback, and assess employee perfor- mance? How will you access people data and generate reports covering all your employees, regardless of their team or country? The answers to these questions – – and many more – will be provided before Workday is officially launched in late 2022. FusionOne, our brand-new information portal, provides a one-stop destination for all relevant details and updates about Project Fusion. Why are we undergoing this transformation? Where are we at on the implementation roadmap? What are the benefits of having one global HR system with standardized processes? How will Fusion change the everyday experience of our employees? Who can you contact

to learn more? FusionOne will help you stay updated on all important project-re- lated information and to post any questions you may have. Explore FusionOne today, and check back periodically for new and exciting updates!

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— Early returns from ABB’s new External Career Portal See how our new External Career Portal is bringing talent to ABB and how you can help

Our brand-new career sites are off to a great start! Check out these stats, which reflect data between May 31 and July 1:

2,500,000 career pages views Compared to 633,000 views in the same period in 2020

The majority of job seekers come from India (23%) followed by the US (15%), Ireland (14%) and Germany (6%)

517,000 job seekers who entered the career site (June 29, 2021, was the peak day so far – with almost 40,000 viewers recorded on the page) Compared to 253,000 visitors in the same period in 2020 26% of the total career site traffic comes from mobile devices, with that number jumping to 40% of job seekers submitting applications via mobile Just 27% of applications came frommobile in 2020

120,000 unique leads left their contact details, signed up for job alerts, joined the talent community, connected their profiles to our career site or applied for a job

77,000 applications were submitted for our open positions

Help maximize the reach and success of your job postings

• Adjust the existing job spec so it reflects your needs and send it, along with your requisition, to your Talent Partner. Your Talent Partner will then finalize it to en- sure we are able to leverage the Artificial Intelligence capabilities of our new sys- tem. This will include reviewing for gen- der neutral language that supports our D&I commitment, using key words and avoiding ABB-specific abbreviations. • Focus on people stories. When sharing a new job opening, or even when posting about your normal daily activities, it is a good practice to showcase stories from your team (of course, with the consent of the person portrayed).

You have an important role to play in help- ing ABB become even more recognizable as an employer of choice. Keep these rec- ommendations in mind to maximize the reach and success of your postings and the new career portal: • Remember to share your open positions on all social media channels – LinkedIn, in particular. • When posting, use ABB hashtags: #ABBCareers and #MyABBstory. If you need additional guidance about social media posts, please review our Social Media Guidelines. • Urge your network to point candidates to the new career site, and encourage your contacts to get tailored job recom- mendations based on their interests and to sign up for job alerts.

— Together we can build on our employer brand, attract diverse talent, and bring new, exciting stories to ABB!

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— New recruiting data and analytics Phenom People Analytics module provides new insights into job posting performance

You can probably intuitively feel that the way people look for jobs and behave on the job market has transformed within the last year. What if you could back up this feeling with clear, real-time data? See which job boards have attracted the most valuable leads? Track which job categories tend to be filled quicker? Inves- tigate the success of your campaigns and social media posts? Check how many can- didates have applied using mobile devices, or see how your job ads have resonated with candidates?

With the launch of Phenom People, the first innovative offering from Project Fusion, our digital HR transformation, we opened up a whole new world of data analytics. Let’s take a closer look at what we can learn from this new tool and how we can utilize data to advance your re- cruiting efforts.

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Everything you may want to know about your job posting With the recent launch of our career sites* powered by Phenom People, we have now access to advanced data and analytics to ensure you get the necessary visibility into the performance of your postings. Here are just a few data points available through your Talent Partners: • Number of applications received so far and their sources – traffic channels that drove candidates to the career site, including performance of specific job boards where the ad is posted, and ef- fectiveness of the targeted campaigns. • Peak days when the highest number of visits to your job description page on our career site were recorded. • Key information about job seekers and leads interested in your posting – where they come from, when they accessed the site and even if they used a desktop or mobile device to review the ad. • Performance of your postings in the context of e.g. the whole category, like e.g. like R&D or Sales.

Reach out to your Talent Partner to get all the insights Once your job post is on the external mar- ket, reach out to your Talent Partner to as- sist you in keeping an eye on the influx of data. Through their access to the Phenom Analytic module, they will be able to share all of the important data insights, discuss benchmarks and recommendations from the Phenom Artificial Intelligence (AI) plat- form and consider if any changes to the current recruiting process should be made to source the best candidates for you.

*ABB employees are, by default, directed to the Internal Ca- reer Portal. In order to view the external career site, please either log out from your Internal Career Portal account, use a different browser, or view the site in a new Incognito win- dow (for Chrome) or a new InPrivate window (for Edge).

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— New candidate hiring process and new hire welcome videos Two new videos launch ing to further enhance the candidate and new hire experience

With the launch of our newly designed end-to-end Talent Acquisition process, which was covered in the June 2021 HR Lineup, we are providing an enhanced, digital experience for candidates, hiring managers and new joiners. As a part of this, we are excited to be introducing two new videos in the near future! • Candidates who have been selected to move forward in the recruitment process will receive this hiring process video. It describes ABB’s digital approach, provides an overview of what they can expect to experience, and reassures them that we will be there to support them as they go through the process.

• To continue providing a personal touch within a digital process, once a candidate has accepted an offer they’ll receive a customized version of this welcome video. It will be personalized to include their name and is designed to demon- strate how excited we are to have them join the ABB family. These two videos will be rolled out in the coming weeks, and we can’t wait for these additional enhancements to the experience!

— Video preferences survey

Help us create more engaging video content – take this short survey

We are always looking for ways to communicate more effectively, and would like your input on video communications . Please help us better understand how you prefer to watch video content by completing this short, anonymous survey. It should take less than two minutes, and will help us to create more engaging content for you. Thanks!

Take the survey now!

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— Behavioral-based

Interview Training (BIT) Register to receive training on this important technique

When recruiting for an open position, your aim is to select the best person for the job. Behavioral-based interview training (BIT) is a technique that enables you to gain critical insights into a candidate’s potential, strengths and development areas. It focuses on understanding past behavior in order to predict likely future performance. “Many business managers suggest that recruiting people is a constant challenge. Even with many years of experience, it is not always easy to assess candidates in a limited amount of time – neither face-to- face nor virtually (current reality). Behav- ioral-based interview training provides the skills and techniques that enable our business managers to apply the STAR – Situ- ation, Task, Action, Result – model, explore the job relevant information/details embedded within the ABB values.

This helps business managers consolidate the information/details and decide ac- cordingly. Having our business managers trained in BIT will improve the interview effectiveness and the overall quality of the interview result,” said RA Talent & Learning Manager Fanny-Yi Wan. BIT is available for line managers and is delivered virtually by our provider, Cubiks. If you are interested, you can register here. Please note: the training fee is US$920 and will come out of your cost center. Be sure to get your manager’s approval before enrolling. You will need to submit your purchase order when you register for the program.

For further information and to learn more, please visit our Inside+ page.

S T A R

Situation What was the situation?

Task What was your task/responsibility?

Action What did you do? How did you do it?

BIT supports the STAR model, which will help you find the right candidate for the job

Result What was the result/outcome?

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— Global Parental Leave Program ABB’s new gender-neutral parental leave program supports an inclusive working environment

We believe all ABB employees, regardless of their gender and sexual orientation, should have the same opportunity to bal- ance work and family time, and have a sup- portive environment where they can con- tinue to contribute their best, especially when they’ve become a new parent. ABB recently announced a new gender- -neutral Global Parental Leave program as part of our commitment to inclusive working environments for all employees

and reinforcing the reputation of ABB as an employer of choice. Employees un- der the program worldwide are entitled to paid parental leave following the birth or adoption of a baby. Our new program supports our ongoing effort to create safe, fair, equitable and inclusive working environments in which our employees can succeed and develop. With our new Global Parental Leave pro- gram, we are supporting our colleagues as parents and helping to give the next generation a secure start in life. Under the new program, both primary and secondary caregivers will receive a certain amount of paid leave following the birth of a child or when they become a parent by adoption or surrogacy. Primary caregivers will receive 12 weeks of paid leave and secondary care- givers will receive four weeks. Where local legislative standards are more generous than the benefits set by ABB, the local leg- islative standards apply. The leave may be taken at any time within the first year of the baby’s birth or adoption, in agreement with the employee’s line manager.

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How you can help

As an ABB line manager, you will have a crucial role in implementing our new program within your team(s), and ensuring people understand why we introduced it and how it works.

When available, participate in new Global Parental Leave program briefings / communication ses- sions in your country. The timing of these will vary based on your location and country implemen- tation timeline. Help promote and explain the program and its benefits to employees.

Show your support when your employees, regardless of gender or sexual orientation, apply for parental leave when they become a parent.

Ensure open communication with your employees. If needed, address any conflicts transparently with support from your HR Business Partner.

The global parental leave program will go into effect by Jan. 1, 2022. Implementation will be on a country-by-country basis under the leadership of local management. It is also subject to local laws and regulations, and any required prior engagement of em- ployee representatives. The exact timeline

and details of the local roll-outs will be communicated by your local country team. Good communication is key to success. With your help, we can ensure that our employees are aware of their parental leave entitlement and know the best way to take advantage of this exciting program.

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We had the opportunity to speak with Global Business Controller in Motion Systems Drives Kern Jain, and Country Managing Director ABB Sweden and LBU Manager Robotics and Discrete Automation Dennis Helfridsson, regard- ing their perspectives on the Global Parental Leave program. Do you think ABB’s new Global Parental Leave program promotes diversity and inclusion and will promote ABB as a pre- ferred employer for talent attraction or retention? Kern: “Yes, it is a great commitment and example of leadership, and will help people believe that we are really committed to our core values. It definitely creates a positive and healthy environment. This goes a long way in employee satisfaction and retention.” Dennis: “I believe it does, as it will send us to the top of the ranking when it comes to parental leave benefits. Competitiveness is all about being better in relative terms, and with our new program we will be stron- ger than a lot of other companies active in the same sector. The program sends a clear message to both current and future employees that ABB is a company that val- ues work life balance, and that we aim to

care for our work force. With the new pro- gram, ABB takes a step to stand out as an attractive company for young talents who may wonder how they will be able to focus on both their career and a potential family.” What do you think are the most important aspects a line manager should consider in order to promote a gender-neutral program? Kern: “Line managers should work con- sciously toward gender equality. The pa- rental leave program is a great initiative and important step in that direction, and we need to encourage employees to use it. I have personally worked to be more aware of using “gendered” terms, like calling everyone “guys” in team comprised of male and females. The same goes for titles, and environmental and culturally based terms we might be using. We should drive toward zero gender preferences in the work environment.” Dennis: “I think it is of utter importance to “walk the talk,” and to actively encourage both primary and secondary caregivers to make use of the opportunity to take paren- tal leave. We know, for example, that men tend to take out fewer days of parental leave, no matter who is the economic “bread winner” in the family. In order to fully promote and implement the new program, we need both male and female managers to pave the way and lead by example through taking the days allowed themselves in addition to encouraging their team members to do so. In the long run, the time we are on parental leave is so short, but it gives so much back with regard to getting to know our children, and learning all their cues. The bond with your child is for a lifetime; why would only primary caregivers be given the benefits of parental leave?”

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— Introducing new HR procedures Procedures support our core HR policies

As announced in the June 2021 HR Lineup, four new core HR policies are now in effect and available on the ABB governance portal. These policies include: Hire to Retire, Labor Relations, People Development, Performance & Reward. Each core HR policy is supported by related core HR procedures. These procedures in- clude additional details and carry the same weight and compliance requirements as the policies, meaning it is mandatory that Divisions, Business Areas, GBS and Corpo- rate follow these policies and procedures. Together, the policies and procedures

provide specific governance information, including roles, responsibilities and ex- pected actions in a more simple and struc- tured way, ensuring clarity and giving straightforward information to the stakeholders. “The core HR policies and procedures provide clear framework around key HR elements and further drive simplifica- tion, harmonization and consistency in approach of applying these policies in Business Areas, Divisions, GBS and Corporate Functions,” said Grazyna Eubanks, Head of HR Corporate Functions.

Introducing the first set of core HR procedures, which are effective July 1, 2021

People Development policy • Open Job Market procedure makes all vacant positions, including senior leadership positions, visible across ABB globally. It enables employees to drive their careers by applying for vacancies at any time Performance & Reward policy • People Performance Management procedure describes the minimum requirements for each of the core components of People Performance Management at ABB • Short-Term Incentive procedure sets out the types of Short-Term Incentive plans and describes the minimum mandatory rules for designing and implementing them in terms of employee participation, application for specific employment situations and the calculation of awards • Job Evaluation procedure describes the principles of job evaluation, outlines ABB’s job evaluation methodology, ex- plains when and how it is applied and states the governance for setting grades Coming soon… Additional core HR procedures will be introduced over the next few months and will include the following.

Performance & Reward policy • Compensation structure procedure sets the principles behind the design of ABB’s compensation structures, the basic framework that applies to all countries, as well as the key directions on adherence • Salary planning and review procedure defines the directions for carrying out salary actions in alignment with ABB’s principles for salary review, and describes the key concepts and processes associ- • One-time grants or awards procedure describes the core requirements related to defined types of special one-time grants, explains when each type of such grant can be used and describes further implications. Please take the time to familiarize yourself with the core HR policies and procedures under the HR section of the ABB governance portal. If you have further questions, contact your HR Business Partner. ated with salary reviews, including salary planning and salary ranges

— GBS HR Your People Partners Trista Schlick, Global HR Communications & Experience Lead trista.schlick@ch.abb.com

https://go.insideplus.abb.com/about-abb/global-business-services/gbs-human-resources

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