HR Lineup February 2021

— HR Lineup

February 2021

— Table of contents

Project Fusion: enabling our Open Job Market With our new Internal Career Portal it is even easier for employees to take ownership of their careers People Performance Management Setting up for 2021 Goal setting Helping your employees set relevant goals How much time? How does time spent on every-day activities compare to time spent on career planning? ABB Interview Scheduler Introducing automated interview scheduling Featured GBS HR KPIs

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— HR Lineup

Bi-monthly publication for ABB line managers

Welcome to the February 2021 issue of the HR Lineup , a tool created in response to your requests for the sharing of relevant 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 ch-gbshrcoms@abb.com.

Thanks, and enjoy!

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— Project Fusion: enabling our Open Job Market With our new Internal Career Portal it is even easier for employees to take ownership of their careers

Every year the ABB Open Job Market offers around 10,000 job openings globally. They come from all levels, Business Areas and functions. Staying on top of available op- portunities is an important piece of finding and moving into the next step in a career.

Our new, mobile-enabled Internal Career Portal, built upon the award-winning technology of Phenom People, enables our Open Job Market and makes search- ing and applying for positions at ABB simpler than ever.

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The Talent Profile is the starting point. The moment an employee uploads a CV or LinkedIn profile, or submits information about their experience and skills to the por- tal, Artificial Intelligence (AI) can source and recommend the most suitable open roles. Comparison of the employee’s capabilities and the listed job requirements will return a ‘fit score’ – a rank which will automatically tell the employee whether that role is a good match for them. Based on their preferences and interests, employees can also set up job alerts and be notified as soon as additional relevant postings are published. The system will evolve and learn with users – once an em- ployee bookmarks a certain role or starts an application process, the portal will highlight similar open positions in the future to ensure career opportunities are not missed. The new Internal Career Site not only enables smart application, it also hosts Global Employee Groups – ABB-wide communities of people who share the same interests, passions or beliefs. Encouraging employees to make the most of the Open Job Market The ABB Way gives all of us the power to take actions and decisions about our next steps in the company. While employees are responsible for driving their own careers, it’s still your role as a manager to under- stand your team members’ aspirations and plans and to help them unlock their potential. It may mean supporting a swift move, providing developmental feedback, or redistributing tasks in the team. Set- ting goals and making plans for 2021 as part of the Performance and Development Appraisal (PDA) is a great opportunity to initiate such career conversations and sup- port your employees’ individual choices.

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Coming soon: in-depth data for hiring managers and an exceptional candidate experience Launching our new Internal Career Site is just the beginning of our digital HR jour- ney under the umbrella of Project Fusion. In the coming months we will see the pre- miere of a similar page for our external candidates intended to create a truly excellent experience for everyone who considers or applies for a job at ABB. Hiring managers will be equipped with a breadth of data that will better inform hiring decisions. Recruiters will receive new tools to more effectively manage the process and, assisted by AI, discover more candidates for the business. And all of us will have a chance to participate in the global employee referral program, more easily referring talented individuals from our personal networks to opportuni- ties at ABB.

Are you interested in learning more about the future career experience at ABB? Visit our new Internal Career Portal today! The implementation of Phenom People is the first exciting deliverable of the larger HR digitalization initiative, Project Fusion.

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— People Performance Management Setting up for 2021

Recap of the key dates for the 2020/2021 PDA • Employee self-appraisal latest by December 18, 2020 • PDA discussion target January 24, 2021 • PDA rating completion latest January 24, 2021 • Completion of PDA by February 28, 2021 • Employee sign-off latest by February 28, 2021

Strong performance management is key to creating value and growth for the orga- nization and its employees. Receiving feedback and engaging in quality conver- sations regarding how we are performing provides insights into our strengths, our key contributions and areas for develop- ment and growth. We are now halfway through the 2020/2021 Performance and Development Appraisal (PDA), and many of you might already have had a conversation on the past year’s per- formance with your employees. In addition to highlighting achievements and lessons learned, the assessment can help define the appropriate performance and behavior goals for 2021 and some actions for inclu- sion in the development plan.

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As communicated previously, and in align- ment with compensation planning time- lines, final ratings were due in HRGT by January 24 . The PDA will remain open for entry of the 2021 performance and behav- ior goals until February 28 . This allows additional time to develop and agree upon specific and measurable goals, and for employees who participate in the AIP, to also link up to three (3) goals in the system for the Individual Performance Measure. How does the system work? • Managers were to finalize a performance rating in the system by 24 th January, but did not need to submit the PDA. Manager can propose performance goals through discussion with employee, and submit the PDA document for employee acknowledgement by 28 th February; or • Manager can raise an AskHR ticket and request the PDA be returned to the em- ployee after the rating has been entered.

This allows the employee to enter and/or update goals without any visibility to the performance rating and submit to man- ager for review; or • In the case of an offline PDA, the man- ager loads the PDA document with a per- formance rating to HRGT and can then download the document for the comple- tion of goal setting until 28 th February. • The performance rating can be extracted from HRGT without the PDA being com- pletely finalized in the system, allowing for goals to be set. By now you should have also received in- formation regarding the Annual Salary Review and Annual Incentive Plan pro- cesses and timing for 2021. If you have any questions on these processes, or on peo- ple performance management in general, please contact your local HR Business Partner. Please also visit the new Single Cycle page on Inside+.

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— Goal Setting Helping your employees set relevant goals

2. Use the ABB Values as a guide. Read through the descriptions and think about how they apply to your key contribu- tions and deliverables, and career aspira- tions. For example, one element of Curiosity is to Learn from failures and successes. Ask yourself how can I/should I be displaying that in my daily perfor- mance? An example of a behavior goal could be: I will display curiosity by seeking feedback on where I have performed well and where I could make improvements on my perfor- mance. I will ask for a minimum of four pieces of feedback from others around me for each performance goal and use this to learn and grow. During discussion with my leader on my performance, I may share this feedback and how I have adjusted or where I need additional support. As a leader it is important that you spend the time to work with your employees to identify their key contributions and develop goals that are specific and measurable. There are a range of resources on Inside+ that may support you during this process including: • Targets/Goals – Quick Reference Sheet • Performance Goal (Target) setting – user manual • Guide to goals • Performance Goal Library Development Planning is a also a critical piece of performance management – for more information please access this Refer- ence Guide.

Research indicates that people perform best when they clearly understand where the work they deliver fits into the bigger picture, and their goals provide a clear sense of direction and focus. Goals that are developed through understanding and collaboration between the employee and manager also highlight how the role and the work can positively contribute to the overall success of ABB and/or the Division, providing motivation and mean- ing to our work. While some employees have already set their goals for 2021, still others are cur- rently doing so ahead of the closure of the process at the end of February. Addition- ally, goals should be reviewed periodically throughout the year, and may be adjusted as necessary based on business needs. When helping your employees set behav- ior goals, the following techniques may provide some assistance. 1. Consider: • What behaviors have made some work- ing relationships really successful (my own relationships or ones I have observed)? • How can I strengthen, develop or improve some of these behaviors into everyday performance? • What one or two behaviors / values do I need to demonstrate for my goals to be successful? How will I know that this has been achieved?

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— How Much Time?

How does time spent on every-day activities compare to time spent on career planning?

The annual performance and development appraisal (PDA) allows managers and em- ployees to engage in a two-way conversa- tion that reflects on the past year and es- tablishes expectations for the coming year. It is also an excellent opportunity to discuss and reflect on one’s broader career and as- pirations. In addition, the Open Job Market empowers employees to own and actively drive their careers forward, and through the Electrify Your Career (EYC) Portal we offer resources that can help. This self-service platform is available to all employees globally who have an ABB email address. It offers a variety of interactive

tools, valuable tips and material to help navigate career development. Whether an employee wants to reflect on what career means to them, the skills and strengths they bring to the table, what makes them unique and how they communicate that to others, how to best balance their private and professional life or how to have power- ful conversations with you, their manager, on their personal development and career desires, EYC can help. Knowing you are responsible for your career is one thing, but actually taking the time to sit down and carefully reflect on what the next step could look like is an- other. For several weeks in December 2020 and January 2021 we ran a campaign to en- courage all of us to consider how much (or how little) time we invest in developing our careers, in comparison to the amount of time we spend on other activities. The intent was to encourage active career plan- ning and use of the EYC resources. If you didn’t have a chance to take part in the quizzes offered during the campaign it’s not too late! Access the EYC page in Inside+ and click on any of the links within the “Can you guess…” rotator – and encour- age your employees to do the same!

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— ABB Interview Scheduler Introducing automated interview scheduling

Need to find time to interview candidates for an open position? We are pleased to introduce automated interview scheduling!

In alignment with our ongoing drive toward digitalization, we are excited to announce the global go-live of automated interview scheduling as of January 1, 2021. The new tool enables interviewers and candidates to quickly and easily agree on a convenient time slot. In the past, interview scheduling included multiple Outlook invitations and emails sent back and forth causing delays and, often, frustrations for all involved. The ABB Inter- view allows real-time availability exchange between interviewers and candidates through any device connected to the Inter- net. The Scheduler will accelerate the hiring process by simplifying the coordination of interviews and will create a streamlined

digital user experience for both internal and external ABB interview participants.

To watch a video with more information about how the tool works, CLICK HERE. A short user guide including information on how to provide feedback can be found HERE. If you have questions that are not answered by the video or user guide, please raise a General request for “Interview Scheduler” HERE. A dedicated Interview Scheduler page is also available on ABB Inside+. Click HERE to access the page. We look forward to facilitating a simpler, more digital process, and wish you suc- cess with your interviewing!

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— Featured GBS HR KPIs

95% Labor Relations Service Quality

95% Labor Relations Competency

99% Master Data Resolution

The percent of respon- dents who indicated the information provided at the start of the project met or exceeded their expectations.

The percent of respon- dents who indicated the knowledge and exper- tise of the labor rela- tions team members met or exceeded their expectations.

The number of master data errors resolved within 60 days.

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

go.insideplus.abb.com/corporate-functions/human-resources/working-at-abb

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