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From Check-the-Box to Just-in-Time: A New Approach to Global Systems Implementation Roll-out plan Sept 2013 18 countries 10,000 people Wave 1 Canada Latin America July 2014 Oct 2014 Sept 2015 Wave 2, Release 1 MEA (excl. Turkey) Europe Wave 2, Release 2 UK, US, PR Asia Pac ANZ Europe MEA (Turkey) Wave 3 China & HK Japan South Asia Europe Russia & CIS 50 countries 12,000 people 20 countries 64,500 people 42 countries 51,000 people Europe Spain, Portugal, Israel Netherlands, Greece, Switzerland Europe Ireland, Italy Poland, Romania Europe Belgium, Luxemburg Germany, France, Central Europe, Scandinavia Finland & Baltics Adriatics

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New ways of working Key activities that everyone will be able to do in Workday Search: Find other workers and view organisation charts Leaves of Absence Request leaves of absence (but vacation will NOT be tracked in Workday) PDPs Complete your Performance and Development Plans in Workday and be able to give and get feedback Contact details: Maintain your contact details and upload a photo New Employee ID number Find your new Employee ID number in your personal information Mobile Youll be able to access Workday on mobile devices - using your MUD ID and password Talent profile Highlight your skills, qualifications and aspirations in a searchable talent profile (restricted visibility to others) Support Materials You will find comprehensive support materials, including access to a new HR Knowledge Management System via the UK and US HR landing pages UK / US Manager Briefing Pack 22 Action Ensure you cascade this information to your team Actions and notifications Receive actions and notifications in my Workday inbox (and my Outlook inbox) Everyone will view information and carry out self-service processes from their Workday landing page Employees without people manager responsibilities will see fewer self-service process related icons on their Workday landing page (below) than people managers who see more (next slide)

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Learning Toolkit for Line Managers and Employees Comms ToolDescriptionHow Accessed What is Changing Communication Leverage communications to explain what is changing how to access HR, changing role of Line Manager etc. Suggestion of some basic Workday tasks to ensure familiarity with system e.g. Upload photo, check My Team In line with local communication plan Learning Toolkit to be made available for Line Managers and Employees Introducing Workday Presentation Overview of Workday and key concepts relevant to Line Managers e.g. Position Management Live Meeting or Face- to-Face delivery Workday Navigation Job Aid Basic navigation hints and tips- including use of android devices Suggestion of some basic Workday tasks to ensure familiarity with system e.g. Upload photo, check My Team Knowledge Management System Option to print as leaflets Process on a PageOverview of most common processes Targeted at Line Managers and Employees Links into Workday and guidance around search terms Knowledge Management System Video VignettesRecorded demonstrations of the most frequent Line Manager and Employee transactions Knowledge Management System Embed and Grow Support YammerCreate a vibrant Gemini/Workday community where questions/solutions can be offered; thus banking as a repository Yammer Gemini Programme Group Workday Help textPerformance support at point of use in the systemWorkday

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Making routine people related tasks simpler across GSK 4UK / US Manager Briefing Pack 2 WatchWatch a short video explaining what the initiative is about Learn more WatchWatch a short video on Workday key concepts and navigation ReadRead Manager Briefing Pack 1 (if you missed it) WatchWatch a short video on the new HR Knowledge Management System Actions Attend any training sessions youve been invited to

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Learn more The UK US Implementation Community Site is a one stop shop for background and operational information on the deployment of Gemini related changes in the UK and USUK US Implementation Community Site Links to other sources of information 5 UK / US Manager Briefing Pack 2 Encourage your team find out more about the changes Action You can follow the programme on Yammer (search for Gemini group)Yammer Meet with your business unit change network teambusiness unit change network team Look out for information around your site and on plasma screens You can also get in touch with the deployment teamget in touch

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Sues background notes Presentation title6

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We at GSK challenged ourselves to develop a just-in-time (JIT) learning approach for the global roll-out of an HRM system. Well share our story (the ups and downs) of how we moved from the enterprise norm of check-the-box training to JIT resources that enable HR professionals, managers and employees to access information right at their points of need. Such resources include system help text, knowledge management, video vignettes, floor walkers and more. Note: we used no eLearning modules! * Enabling learners to have personalized experiences based on their moments of need * You can influence compliance! * JIT training saves time without compromising results Presentation title7

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Just In Time training for Workday (HRM) implementation Introduction 5 mins Introduce myself, Sue Bradshaw; Director Learning Quality; I lead the learning consultancy and governance team in GSK. In this story; I was learning consultant, and project lead for design and delivery of the enterprise wide approach to our Workday implementation; and global learning lead for Wave 1 in Canada and LATAM The story- 25 minutes GSK for the first time will have an enterprise wide HRM system and have taken a historic decision for this to be a cloud based SaaS system- Workday. Our challenge was how to create an effective and sustainable approach that did not overburden the organisation. Historically training has been very compliance tick-box driven with high use of LMS and low use of performance support tools In this story, I will share the approach we implemented; which includes system help text, Knowledge Management site; Process on a Page guidance; links to supplier materials, video vignettes; floor walkers and for HR only- detailed F2F training. No e-learning modules ! A few slides here to illustrate How change, communications and learning worked together E.g. Addressing challenges from compliance ( we did not adopt a no training/no access policy) Estimated savings 50,000 manager days and 20,000 days of other employees time How a formal After Action Review has improved the approach for next 80 markets Ongoing challenges with other programme implementations (e.g. SAP Enterprise Resource Planning) Active discussion with Participants- 25 minutes (happy to have this as part of the story presentation) How reliant on tick box and no training no/access training is your organisation What are the challenges and successes you have had in changing perception of good adult learning? Summary/wrap up 5 mins Just in time works just like in our home lives ( no e-learning to use Google or Amazon) Performance support enables the learner to have a personalised experience based on their needs in the moment A comprehensive approach to performance support 8 Themes; Learning personalisation; Video for learning; OJL & performance support And a little bit of re-branding learning

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New ways of working 9 Key activities that People Managers will be able to do in Workday Administration & Compensation You can change position details, worker location and approve business title changes Youll be able to promote, transfer and initiate secondments You can delegate activities to a peer or a superior in my absence Youll be able to initiate ad hoc salary increases and one time payments (subject to approval) You can use one time payments for recognition awards until the new Recognition system goes live in February 2015 Youll enter performance ratings and merit salary increases (subject to approval) in Workday rather than the Compensation Recommendation system Joiners and Leavers Youll initiative the hiring, on-boarding and voluntary leavers processes Youll still use Fieldglass and the Security vetting tool to bring in contingent workers Dashboards and reports Youll have on demand access to detailed reports and dashboards e.g. Headcount and Open Positions for direct reports and those down their organisation Talent You can place people on the 9 box grid and manage succession plans Youll be able to print out talent cards for talent review meetings Performance Youll review and approve PDP performance objectives Action Find out more about changes to the system landscape herehere Leaves of Absence Youll initiate, approve and return team members from Leaves of Absence People Managers will see additional process related icons on their Workday landing page UK / US Manager Briefing Pack 2

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Presentation title10

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Key milestones and different audiences Time frame can vary from 6 months to a year, depending on the market Core local team New project members Project team Trainers All HR SIT participants Tenants Trainers SRT participants Audiences: People managers HR with recruitment responsibilities Employees Knowledge Management Content Owners Localisation workshop SITTTT sessions SRTHR Go-Live Go-Live Learning Toolkit 13 Oct 2013

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Resource savings from Workday training approach Formal TrainingManagersEmployees Cohort50,00080,000 Original plan- hours82 Original plan- time190 FTE60+ FTE Original plan- cost$11.4m most opportunity$1.8m lost opportunity Actual10 Time (saving)24 FTE (166 FTE)0 (60FTE) Cost (saving)$1.2m ($10.2)0 ($1.8M ) Rough and very conservative resource costs Working assumptions 260 working days 8 hour working days $50,000 manager average salary 30,000 employee/CW average salary