Presented at Knowledge Resources Conference

1. Talent pipeline approach to career and succession management: Dr Stanley Arumugam 2006 Knowledge Resources Conference

3. Succession management – a key business issue

9. Growing internal talent pools Ref: DDI

11. Employment Value Proposition key strategy for growing the talent pipeline Increase the size of the available talent pool Increase individual-organisational fit Improve employee commitment and retention “ organisations with managed EVP’s are able to effectively source from more than 60% of the labour market” CLC 2006 People Organisation Work Opportunity Rewards 5 EVP Categories

12. Business case: career and succession management Strategic “themes” Financial Operational Organisation Workforce requirements Labour market realities Workforce strategies Growth Globalisation Gearing EVA GTL/CTL hubs Integrated chemicals business SA growth Operational safety Joint ventures Shared services Integrated facilities ± 1000 secondees > 6000 local hires Leadership in complex environments Technical skills and experience Transformation GTL industry growth DG shortage in SA SA growth, projects Global skills shortage Accelerated sourcing Leadership development Technical development Retention Skills transfer Organisational health Multifaceted diversity Retirement waves New ventures Existing business Transformation Succession Management 10 Year People Planning

16. ALDP Candidate Mapping on the Integrated Managerial / Technical Pipeline Quality Service Practice Strategy 7 5 9 5 N=26 # 1 # 3 # 5 # 6 # 4 Manage Business Manage Group Manage Multi-function Manage Self Expert/Consultant Manage Others Manage Enterprise Function Manage Self Operational # 2 Manage Self Technical/Professional Manage Function Manage Managers Manage Enterprise # 7 Manage Enterprise Sub-Function

17. The End – Questions ? [email_address] Phone: 011-4413148 Group HRD – SASOL