Presentation by Dan Deets, Global HR Services Executive at Bank of America. Paris, France 2014.

2. Human Capital Management
(HCM)
Dan Deets
SVP, HR Services Executive

3. Bank of
America
For more than 200 years…
Bank of America has been connecting people,
companies and institutional investors

4. Bank of
America
People
 49MM consumer and small business relationships
 5,151 banking centers
 16,259 automated teller machines
 Leading provider of mobile banking services with 14MM
active users
 No. 1 in online banking1; 30MM active accounts
1 Source: comScore, Q4-13 US Online Bank Benchmarker.

5. Bank of
America
Companies
 One of the largest U.S. Commercial Banks and a Top 3
global player within Corporate and Investment Banking
 Relationships with 83% of the 2013 Global Fortune 500
and 98% of the 2013 U.S. Fortune 1,000

6. Bank of
America
Institutional Investors
 Unparalleled coverage with nearly 700 analysts covering
3,400+ companies, 1,000+ corporate bond issuers
across 60 countries and 25 industries

7. Bank of
America
ResultsOperating Principles
StrategyPurpose

8. Bank of
America
Integrated
Strategy:
Purpose
To help make financial lives
better, through the power
of every connection“
“

9. Bank of
America
Integrated
Strategy
To serve the core financial
needs of people, companies
and institutional investors, by
connecting our capabilities
across the company
“ “

10. Bank of
America
Integrated
Strategy:
Operating
Principles
Customer-driven Great place to work Manage risk
Manage efficiency
Deliver for
shareholders

11. Bank of
America
Integrated
Strategy:
Results
 Record capital and liquidity levels
 Business performance showing solid
client activity
 Expense initiatives on track to achieve
cost saving targets
 Net charge-offs approaching record lows
 Continued progress on legacy issues

12. HCM
Overview
Research job opportunities
Apply and interview
Navigate career
Manage performance
Receive & accept offer
Onboard
Learn & growManage time
Receive pay & rewards
Retire or separate

13. HCM
Overview:
HCM
Commitments
In everything we do, we’re committed to
better, one connection at a time through:
 Make interactions easier
 Make expertise more accessible
 Make relationships more human
 Success that is shared

14. HCM Best
Practices
Culture
Strategy
Approach
Leadership
Governance

15. HCM Best
Practices:
Strategy
 Ensure alignment to business strategy
 Think from the “outside-in”
 Provide signature experiences that matter
 Outsource transactional support and
simple service
 Advocate for the use of technology –
it’s effective and efficient

16. HCM Best
Practices:
Leadership
 Be inclusive and involve stakeholders early
 Establish guiding principles and trust your
teammates
 Communicate “what you know, when you
know it” – consistently
 Manage risk, don’t avoid it
 Use facts and data to guide decisions
 Encourage and reward informed debate

17. HCM Best
Practices:
Approach
 Define and maintain a 3-5 year view of
projects and corresponding outcomes
 Choose the right project management
methodology to match complexity
 Use the employee experience as a change
management tool
 Maintain priorities – risk, quality, speed, cost
 Focus on workforce readiness and adoption

18. HCM Best
Practices:
Governance
 Establish shared goals for all those involved
in delivery and transformation
 Cover people, process and technology change
 Have a well defined escalation path
 Control scope, resources and timeline
 Hold senior leaders accountable for
participating and being supportive publicly

19. HCM Best
Practices:
Culture and
Core Values
Deliver together, Act responsibly,
Realize the power of our people,
Trust the team“
“

20. HCM Best
Practices:
Culture
and the
Human
Approach
Keep it simple, be
transparent, show empathy,
demonstrate caring“
“

21. Bank of
America
HCM
To-Do List
10. Think from the employee point of view
9. Choose the right set of advisors and business partners
8. Attract and retain the right team members –
optimize mobility and turnover
7. Manage the workforce spectrum –
full-time, part-time and contingent
6. Embrace the use of technology / social media
5. Move from administration to consultation –
on talent and performance
4. Keep stakeholder buy-in and momentum over
an extended period of time
3. Meet complex regulatory requirements in
geographies / jurisdictions
2. Ensure business leaders and employees are
well prepared for change
1. Stay in touch with employee expectations

22. Thank you