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

Bank of America

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

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.

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

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

Bank of America

Results Operating Principles

Strategy Purpose

Bank of America

Integrated Strategy: Purpose

To help make financial lives better, through the power of every connection “

“

Bank of America

Integrated Strategy

To serve the core financial needs of people, companies and institutional investors, by connecting our capabilities across the company

“ “

Bank of America

Integrated Strategy: Operating Principles

Customer-driven Great place to work Manage risk

Manage efficiency Deliver for shareholders

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

HCM Overview

Research job opportunities

Apply and interview

Navigate career

Manage performance

Receive & accept offer

Onboard

Learn & grow Manage time

Receive pay & rewards

Retire or separate

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

HCM Best Practices

Culture

Strategy

Approach

Leadership

Governance

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

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

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

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

HCM Best Practices: Culture and Core Values

Deliver together, Act responsibly, Realize the power of our people, Trust the team “ “

HCM Best Practices:

Culture and the Human

Approach

Keep it simple, be transparent, show empathy, demonstrate caring “ “

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

Thank you