© 2013 Fidessa group plc

Talent & Internal CapabilityThe Fidessa Journey

Kevin Keegan – Recruitment Manager

Nick Halder – L&D Manager

15th May 2014

Fidessa

2

Agenda

Who we are

What we are talking about

Who are Fidessa

Internal talent

Our approach

Next steps

Questions

Fidessa

3

Who are we?

Kevin Keegan – Recruitment Manager

Six years in-house recruitment experience Seven years in contingency recruitment Seven years non-recruitment working in financial services LinkedIn Profile

Nick Halder (FBILD) - Learning & Development Manager

Fourteen years Learning & Development Seven years with Fidessa Extensive experience in the FS IT software industry LinkedIn Profile

Fidessa

4

Bersin by Deloitte Research

Back in 1997, McKinsey coined the phrase, “war for talent2.” Today, one could argue that the war is over and “the talent won.” While unemployment remains high among many groups, highly skilled workers are in great demand, making it critical for organizations to become a “talent magnet” and creating a steady pipeline of top people.

This attraction should reach both outward and inward. Externally, organizations need to focus on building and communicating a strong and relevant employment brand, and treating every employee as a brand ambassador.

Source: Bersin by Deloitte, Deloitte Consulting LLP. Building A Strong Talent Pipeline for The Global Economic Recovery -Time for Innovative and Integrated Talent and HR Strategies

Fidessa

5

Who are Fidessa?

Pedigree - Market leader with benchmark products & services for both the buy-side & sell-side

Experienced - Delivering leading-edge systems for 30 years, used by 85% of tier-one institutions - $13 trillion worth of transactions flow across our global network each year

Scale - Global presence & broad client base: major banks & asset managers to niche brokers & hedge funds 1,700 staff, 950 clients, 27,000 users

Established - Listed on LSE (FDSA), FTSE 250 member, around £270m turnover, around 30% compound growth since listing

Fidessa

6

Continued…Fidessa’s Vision: is about making it is easier to buy, sell and own tradable assets of all types on a global basis

Fidessa’s Culture • Technology

orientated• Passionate and

proud of what we do

• Belief in quality and attention to detail

• Co-operative team based approach

(same today as in 1981)

Fidessa’s Values:• Teamwork &

Collaboration• Service• Commitment &

Dedication• Excellence• Innovation

Fidessa’s Mission: is to “take cost out of the system” by using technology to make the process easier, quicker and cheaper

Fidessa

7

Talent & Internal Capability – Our Approach • Global initiative – initial role out in the UK

• Business buy in – the benefits are for them

• Rationalisation – 1,700 staff but 2,200 job titles on our system, target <100

• Career Framework built

• Appraisal and performance management defined and implemented

• Personal development and progression opportunities defined through career framework

• New Applicant Tracking System currently being implemented – directly links into L&D module

Recruitment Learning & Development Performance Management

Fidessa

8

Identifying Talent

Whole of market

Searchable candidates

Business qualified

Manager qualified

Internal Talent

Fidessa

9

Our Progress

Recruitment

Implementation - now

Learning & Development

Implemented 2010

Performance Management

Implemented 2011

Talent Pipeline Internal & External

Implementation 2014

Succession Planning Implementation 2015

Career Framework - Implemented 2011

Job Rationalisation - 2014

Fidessa

10

Career – “cradle to grave”

On-going seamless cycle

Measured

Training

Performance Management

Continual Development

Career Progression

Internal Opportunities

Final Model

Fidessa

11

Career Framework – Why?

• Initial driver – employee engagement survey 2010

• No route for progression & not senior opportunities available

• Required a Technical Framework as progression route seen only as Management

• Multi-stream model – Fidessa relevant

• Discussions with 80 staff members – “what does great look like?”

• Distilled framework validated globally – rolled out 2011/12

Benefits

• Progression route for internal talent

• Transparency of skills and competencies – visible to all

• Global consistency – offering mobility

• Fed into L&D – performance review change & L&D aligned to competencies

Fidessa

12

Fidessa Career Framework

Fidessa

13

How do we manage this?

CV Parsing

Applicant Management Configurable Workflow & Requisition Management

Enhanced employer branding & improved candidate experience

Social Network Integration

Employee Referral Engine

Collaborative Reviews, Ratings &

Rankings

Build Talent Pools of Internal & External

Candidates

Assign Training & Assessments

Build Universal Profiles

Integration with external systems

Fidessa

14

Talent Pools

Fidessa

15

Universal Profile – Fidessa “LinkedIn”

Fidessa

16

Talent Pools

“PUSH”

• HR Managers, Recruitment, L&D & Managers work together

• Identify & encourage staff through performance reviews & career discussions

• Clarity over requirements – competencies & skills

• Ability to assign development plans – training courses etc.

• Contact Talent Pool to alert opportunities

Fidessa

17

How do we manage this? – Defined Paths

Fidessa

18

Defined Paths

“PULL”

• Clear career ‘pathing’ for all roles globally

• Individuals can lead their own career path

• Job notifications can be set up to highlight opportunities

• Pool of “Silver Coaches” of internal staff to support development

Fidessa

19

Talent pooling internal & external

Succession planning

Global roll out

Global talent management

Next steps on the journey

Fidessa

20

Conclusion

Seeking to build strongest talent pool of both internal and external individuals

Working collaboratively across the business to identify and develop internal staff

Improved communication lines and processes for our talent pools

Global mobility opportunities with defined skills and competencies

Fidessa

21

Questions?

Questions?