Humantelligence ERM Suite (Employee Relationship Management™) the Power of People Made Simple®

Humantelligence ERM Suite (Employee Relationship Management™) The power of people made simple®

Despite the entrance and proliferation of 100s quarters of the entire US workforce makes less than of HCM/HRIS software solutions over the past $50,000 annually, and for their employers the typical Figure 2 Overall Engagement among the employed 15 years, employee engagement hasn’t cost of turnover is 20% of that annual salary, or population in 142 countries worldwide improved at all, especially among customer-facing $10,000.1 Humantelligence was developed for this Only 13% are engaged companies with large, highly distributed low-wage different overall workforce challenge – through 2011 - 2012 workforces (see Figure 1). Why? These existing better “employee relationship management” HCM solutions were not designed to increase (ERM™) companies can improve hiring, engage- 24 63 13 employee engagement. They were intended for ment, turnover, and performance management 2008 - 2009 other purposes, such as process automation, data for the entire workforce. 27 62 11 collection, system integration, better analytics, cost Humantelligence reduces turnover by reduction, streamlining of processes, etc. They were 26%, improves engagement by 40% on Source: Human Capital Institute (2013), and Gallup/Steve Crabtree, not created to apply behavioral sciences to the “Worldwide, 13% of employees are engaged at work” (2013) key strategies mobilizing the entire front-line (or 80% of the workforce) for hiring, workforce, and identiﬁes a team or engagement, cultural alignment, and perfor- company’s culture at 87% accuracy, mance management. For perspective, three which allows for further workforce

Figure 1 alignment and engagement. The relationship between the company and Changes in Employee Engagement Over Time 100 its employees and workforce is broken. 90 The “CEO Challenge Report” by The Conference The workforce of tomorrow isn’t the same 80 2 % Disengaged Board revealed that today’s #1 CEO challenge is workforce of yesterday or today. Humantelligence 70

60 & Human Capital Management (HCM). Gallup points out is the ﬁrst and only global solution that will improve 50 Actively Disengaged that employee engagement remains at 30% and at 13% this relationship and I love what it can do to help 40 in the US and globally, respectively (see Figure 2), the development of the individual, and what it can 30

20 despite the proliferation of HCM software vendors such do for our country and for the people globally.” 10 % Engaged as SAP/SuccessFactors, WorkDay, Oracle/PSFT-Taleo, 0 Ed Rensi ADP, Ultimate Software, Infor, Cornerstone, etc. This 2000 2001 2002 2003 2004 2005 2006 2007 2008 2009 2010 2011 2012 Strategic Advisor and Former CEO of Source: Gallup/Miami Herald article, “Talented employees, great managers: has been proven to impede growth, profitability, and McDonald’s Corporation, 34 year career hunting for the best t” by Jim Harter, Gallup Chief Scientist of Workplace 3,4 Management & Well-Being, (2016) customer satisfaction.

(1) Source: Center for American Progress, “There Are Signi cant Business Costs to Replacing Employees”, by Heather Boushey & Sarah Jane Glynn (Nov 2012) (2) Source: The Conference Board, (2013) (3) Source: McKinsey: “Engagement report, United States” (2010) 1 (4) Source: Bain & Co., “Who’s Responsible for Employee Engagement?”, By Jon Kaufman, (Sept 2012) Why Humantelligence’s ERM™ is the With tens of thousands of users across the US, Next Evolution of HCM Latin America, and Europe/Middle East, Humantel- ligence is helping solve the engagement problem globally. One of our largest customers, Honda USA – I’ve spent 28 years in HR trying to solve and The Humantelligence (HT) suite provides innovative who has been using HT solutions since 2012 with enhance the fundamental relationship cloud-based SaaS solutions that solve today’s top between a manager and the people who work for thousands of users – recently nominated Humantelli- workforce challenges and redefines the true meaning them. Humantelligence is the first product I have gence for the esteemed American Honda Premier seen that simplifies and makes more practical the of HCM into a broader understanding of ERM™ Partner Award®, which is awarded to suppliers who manager-employee interaction and engagement (Employee Relationship Management). It is time for embrace the Honda philosophy of exceeding expecta- across workforce colleagues, which is now too CEOs to recognize the fundamental relationship tions. complicated. HT also helps everyone focus on the between individual managers and each employee, right strategic actions, with measurable results, as well as between organizations and the workforce holding everyone accountable, where appropriate.” at large. Throwing an endless array of HCM software Humantelligence offers a unique, powerful, Ian Ziskin automation tools at the engagement problem will not fix and easy-to-use suite of solutions that enables Board Member and Former CHRO, Northrop it. A fundamental shift in the employer-employee Honda to deploy innovative associate engagement, Grumman Corporation, (2003-2010) relationship and better connection, communication, and development and people management practices.” collaboration is required. The HT solution fixes that by addressing the four key strategies that CEOs care Angelina Iyamah-Wilson Honda’s Manager of Organization Development With a science-based yet very pragmatic set about most: 1) grow talent internally; 2) provide of instruments, Humantelligence helps employee training & development; 3) raise employee managers understand what motivates and drives engagement; and 4) improve performance manage- their people in order to increase productivity, ment and accountability. engagement and, ultimately, customer satisfac- How Humantelligence Helps HR tion and performance results. My firm belief on how HT does this not only at the executive ranks, but also at we can make a difference in the lives of employees, Become “Business Integrated” the customer-facing, front-line employee level. Tradi- customers and organizations drove my involvement with Humantelligence. tional HCM solutions do not address the 80% of the US As Figure 3 shows, Deloitte’s Annual “Bersin Report on workforce making less than $50,000. As such, the HT HR Trends” 4 recently concluded (2015) that the HR Ana Dutra ERM platform is much more effective than HCM function has evolved over the past 30 years from being CEO of the Executives' Club of Chicago Former CEO of Korn Ferry Consulting solutions for improving: 1) low productivity; 2) low a personnel department, to “strategic HR”, to “Integrat- chemistry; 3) high turnover; 4) low engagement; ed Talent Management”, and finally since 2015 into and 5) cultural alignment. HT aligns with the CEO being a fully “Business-Integrated” HR function. priorities of growing internal talent, increasing engage- Humantelligence’s solutions directly enable this trans- ment, and improving performance management. formational shift in the role of HR. For the first time

2 Figure 3 How the HR Function has evolved over the last 30 years

Integrated Talent Business-Integrated HR Personnel Strategic HR Management Differentiate & Segment Talent Department Management, Succession, Globally Optimize Talent Practices Recruitting, L&D, Org Design Leadership, Coaching, Predict & Analyze Data Administration Total Rewards Integrated Processes Integrated with the Business About Humantelligence Payroll Service Center, CoE Talent Management Regulation HR Business Partner Drive the Business Backoffice Function Enable Staff Automate Plan for the Future Serve Staff Automate About Humantelligence Control

Humantelligence provides innovative cloud-based

SaaS solutions that leverage behavioral science to (4) Source: Deloitte’s Annual “Bersin” Report on HR Trends recently concluded (2015) improve chemistry, hiring, culture alignment, and engagement across an entire workforce and that technology and workforce sciences are being Unique Humantelligence Advantage drives strategic actions delivering measurable combined to enable HR leaders to finally impact vs Conventional HCM/HRIS Solutions results. chemistry, hiring, engagement, and cultural Humantelligence is the pioneer in applying alignment in a meaningful way – specifically, tied to A Disruptive Approach – “Targeting the 80%” workforce sciences to both human capital performance management, KPIs, and business Front-line, Customer-Facing Workforce. management and performance management, initiatives. As such, Humantelligence enables the HR Conventional HR consulting and HCM solutions almost enabling HR leaders to measure and impact function to transform into a “business-integration” role exclusively target the small nucleus of executive strategic business operations, productivity, impacting the business operations directly and the management and white-collar employees, NOT the revenue, and ultimately profit. bottom-line. How? By leveraging behavioral sciences much larger groups of front-line employees. In other at all levels and across the entire workforce, compa- words 80% of the customer-facing workforce within all nies gain valuable people and business insights that industries including retail, restaurants, hospitality, can be utilized to enhance business and operational healthcare, financial institutions, and call centers. HT decisions. HR can now influence revenue-driving can be used to reach the millions of underserved strategies via targeted performance management front-line employees who are responsible for tools that influence strategic goals, tasks, and actions producing the business results that Fortune 1000 at all levels of an organization. The merger of human companies want. Delivered via Software as a Service (SaaS) capital, or talent management, with measuring KPIs Humantelligence HCM/ERM solutions are and driving business results has finally arrived. The A More Comprehensive Behavioral Science Tool – A delivered on a secure, reliable, and highly scalable HR leader can now influence and prove a ROI around SaaS Solution On All Platforms, Not Just a Stagnant architecture that offers customers rapid deploy- an organization’s people and culture, via the HT Report. Today’s market for self-assessment tools are ment, rapid results, and continuous innovation at a solution which makes “the power of people made either cost-prohibitive at $300+ for senior executives lower total cost of ownership than other solutions. simple”™. (Top 5% of employees), such as Lominger from Korn

3 Ferry; or are antiquated “report-based” tools like accessible to any team leader, including how to tools to identify, diagnose, and present your Predictive Index, Birkman, Caliper, and DiSC, which communicate, motivate, and lead the employee, company’s “true” corporate culture. (Figure 4, 5). still require an on-site visit by a PhD Organizational as well as their teaching and learning styles. Behavior consultant for ½ day interpretation of the Further differentiation comes with the fact that the Disruptive Technology – Tying Behavioral results at a $2000+ price tag. In addition, these HT solution is not paper-based, but in the cloud, and Science to Operational Performance Manage- tools are often focused simply on the “behaviors” of as such, the data analytics can be presented on ment. Current technology addressing the HR employees and are not as comprehensive as any device – mobile, laptop, etc. – and can roll-up solutions market is mostly from the mainstream ERP Humantelligence’s “four lenses” which include and aggregate the data in a more user-friendly way. vendors (SAP/SuccessFactors, Oracle/PSFT, the same scientifically proven results around This behavioral science can then be leveraged for WorkDay, etc.). Their DNA and technology are employee “behaviors”, but also contain insights side-by-side comparisons of employees to resolve antiquated and ill-suited to the modern, millenni- into their “motivators”, ideal work, and life conflict, team or group comparisons to identify “best al-driven global workforce: mobile-first, socially priorities. In addition, the HT solution provides key teams,” and overall corporate culture diagnosis for connected, trained via gamification, tech-savvy, tips around three other leadership and management divisions, functions, and the entire organization. armed with big data, and increasingly multi-lin- areas off-the-shelf, for each individual employee This makes Humantelligence one of the first gual. HT is built from the ground up to be easy, fast and fun – accessible for front-line employees in the Figure 4 modern global workforce, both in English or Spanish. What does the Humantelligence Self-Assessment Measure? It’s proprietary technology uses 30 years of proven

The Humantelligence Assessment is PEAK PERFOMANCE science in a mobile-responsive, social, gamified designed to collect a wealth of Life Priorities Work Motivators platform that integrates into existing enterprise information about people from their Themes that provide a guidepost Hidden motivators that drive your technologies. responses to a few simple questions. or ﬁlter for making important work behaviors and help to explain choices in all areas of your life “WHY” you do your work Unlike a questionnaire that asks for The unique HT Action Management System opinions, or tries to measure knowledge Work Behaviors Ideal Work (AMS®) is a performance measurement and or skills, the Assessment uncovers the “HOW” you tend to behave in “WHAT” you like to do, the management tool that provides a closed loop WHY, HOW and WHAT about people a given situation, the typical characteristics of the work itself that when it comes to work. ways that you go about your work give you the most energy and fulﬁllment process delivering multimedia content, tools, training, and tips for day-to-day operational increases in motivation, management, and leadership at all levels of an organization, down to Figure 5 Additional Key Management the front-line employee focused on the company’s Tips are Delivered to All leaders? key strategic goals, tasks, and actions. The Human-

Humantelligence Self-Assessment develops leaders telligence platform is an agile-produced cloud at all levels of the organization with the oﬀ-the-shelf solution leveraging the latest open-sourced infra- tips on how to lead, motivate, and communicate with structure, so users will benefit weekly from updates each and every employee, thus further enhancing and new features. engagement, understanding, and communication.

4 Our Four Solutions & Their Beneﬁts

Self-Assessment Solution success based on “fit” with the company’s through cultural fit measures which is only happen- 1 corporate culture, group/team fit, and/or hiring ing 6% of the time today, as most just hire for An unparalleled and proprietary personality “self-as- manager fit. For companies that have several high technical skills based on a resume review (62%), or 5 sessment” scan (online, 36 questions, 15 minutes) performers in one role, the tool aggregates their on simply behavioral interviews (32%). Although the that helps understand four key culture “lenses” of behavioral science data and creates an “Ideal latter two are the easiest and quickest factors to the workforce, specifically, work motivators, Profile” which hiring managers can recruit and measure in the hiring process, they are not an behaviors, ideal work, and life priorities. It also benchmark against, saving countless hours in the accurate indicator of high performance as much as delivers off-the-shelf tips for leaders on how to filtering and interview process. This allows compa- the former category of employees, or the “want to” 6 motivate, lead, and communicate with every nies to improve their hiring of “engaged employees” (engaged) employees. employee. This solution improves individual employee self-awareness, as well as team understanding, communication, and chemistry.

Humantelligence Assessment: Question Sample

2 Talent Fit / Hiring Solution

This could be the most important innovation in hiring since the resume. Talent Fit allows you to hire the right people for the right role, leveraging the most powerful behavioral science that exists –

matching new or internal candidates – not only for Humantelligence Talent Fit: Job Position preview on the platform skills (resume, know-how), but also for predictive

(5) Source: Robertson & Smith, ‘Personnel Selection’, Journal of Occupation and Organizational Psychology, (2001) (6) Source: Schmidt & Hunter, ‘The validity and utility of selection methods in personnel psychology’, Psychological Bulletin, (1998) 5 3 Engagement Solution

A simple way that Humantelligence begins to solve the engagement problem for the entire workforce: goals, tasks & actions, to the right people, at the right time. The five Engagement Solution modules help with the continual engagement and performance management of the entire workforce. Until now, most companies with large front-line customer-facing, low-wage workforces have had no way to connect directly with this population of employees on a one-to-one basis. This solution helps deliver information, training, strategic mandates and goals to Humantelligence Action Management System: End-User Goal Dashboard this population and then measures and benchmarks that workforce against those strategic actions, as well actions of the company. HT’s AMS makes that business-related interests, market or product focus, as captures business, consumer, and employee correlation, ensures it gets done, tracks it, measures or other related services, where sharing informa- insights through quick “pulse” surveys easily deployed the outcome, and provides a way to incentivize tion becomes a competitive advantage for the to the entire workforce. each employee individually through gamification. organization. For instance, a large consumer Think of an LMS system that becomes job-related or products company’s brand manager of detergent Action Management System (AMS) & Perfor- strategic initiative-related, and not just stagnant brand XYZ, can learn a new insight from a market mance Management – allows organizations to learning content. (i.e., it is like taking a library of research study that would impact the scent of a align and motivate employees around key specific content and building a role-related curriculum). detergent, and they could have a social group strategic goals, tasks, and actions – by company, by called “XYZ Brand Managers in Europe”, and share division, by territory, or by function – delivering fast, Internal Corporate “Social Networking for it with all of those individuals quickly, and easily. measurable business results. HT’s AMS solution Productivity” Tool – allows for “best case” sharing People across an organization, distributed across takes LMS (Learning Management System) to a between individuals and groups, by category, large areas or territories, can now connect on new level by providing actionable content that product, or topic. This helps create a “social-like” common business goals, personal interests, allows employees to on-board more effectively community among employees for better understand- and career development needs. In addition, prior and stay current with new processes, learnings and ing of each other, communicating with each other, to meetings with new employees/subordinates, or programs, while being measured as they complete it. and connecting with each other – a la “LinkedIn at off-site strategy sessions with unknown Many large companies have LMS today, but they are Groups meets Facebook”, but for “productivity” colleagues, an employee can get information to not utilized well because there is no correlation back enablement. This is a tool to share best-case-ap- help them understand how to motivate, lead, and to employee’s daily jobs, or to key strategic goals or proaches and other information by common communicate with that person, in advance of

6 meeting them, so that the meetings are more produc- or customer-focused. The solution allows compa- solution allows individuals to obtain and manage peer, tive and efficient, with greater connection and nies to do quick survey pulses or research, in a 360 degree, subordinate and manager feedback understanding. very easy to implement way – at any level and for more frequently and in one place. This puts a key any sub-set audience of an organization – that lead component of employee personal development into Business Survey Feedback Tool (Pulse Survey) to insights around two areas – i) organizational their own hands in an easy-to-manage way. Specifical- – allows large companies with products and services behavior (e.g., engagement, satisfaction, and other ly, every employee can manage quick and easy, that are consumer focused to get instant, quick, and internal organizational initiatives), and ii) business off-the-shelf questions (20-25) about their performance, consistent market feedback and business insights operational results and tactics (i.e., product career and development improvement from peers, from large populations of employees, by product, by launches, customer feedback, or insights). Both will managers, and mentors; keeping it in a central reposi- territory, or by function or store. For the first time, help improve engagement, sales, and productivity, tory so that they can manage, store, and track how they retailers, restaurants, hotels, and healthcare in advance of issues, proactively, and not reactively are doing. This makes the annual review process companies can reach 80% of their workforce and as its currently the case. easier, with real-time feedback that is obtained at get instant market research – and aggregate results completion of projects, and not like many today – for key strategic business insights delivered via Career & Development Feedback Tools – know- where people (both employee and feedback provider) easy-to-read dashboards, thus providing information ing that coaching and feedback are key to on-going are not sure of what the performance and feedback to change business decisions and be more profitable performance management and engagement, our was at the end of the year for a project or interaction that was 2-7 months prior.

Engagement Survey Tools – allows for easier delivery of engagement surveys across the entire workforce, with the ability to see results to put into action. More real-time & actionable, these pulse surveys, as described in Deloitte-Bersin “Report on Culture & 4 Engagement”, give managers and leaders real-time feedback on employee satisfaction and sentiment in almost every possible area – making engagement a more real-time, and actionable topic among HR and business leaders. As they mention, think about it as the “always on, anonymous suggestion box” for business. This tool allows data to be collected about the work environment, managerial capabilities, and the company’s mission at every level and everywhere, so Humantelligence Survey Feedback Tool: Survey Question Results & Analysis that it can be acted on and used effectively.

7 4 Culture Analytics Solution

Allows companies to measure and understand their culture; thus, hire people who best fit the team and corporate culture, and create best performing teams to drive performance and culture alignment. It uses research- validated methods (i.e. proven behavioral science) to measure how strong, weak, and consistent a person’s fit is with a group or team culture, as well as for the overall organization. In sum, it allows “culture analytics” to assess candidates, identify leaders, drive change, and improve productivity.

Can you actually measure and diagnose your culture scientifically today? Unlikely. Our solution is the first step. In addition, the tool is a unique way to solve the existing conundrum as to why 80% of M&A deals do not deliver on the results expected. Basically, our unique solution allows two companies to identify any cultural misalignment -- by group, division, function, or territory – before the merger or acquisition. This way they can put together a plan Humantelligence Culture Analytics, Team Culture View of action to improve the merger integration process and finally deliver expected results.

Lastly, this tool allows a company to compare an underperforming team (i.e. in sales) with other high performing sales teams within the same company, teasing out the issues affecting the underperforming team. As such, the tool can suggest solutions based on behavioral science insights to fix and improve overall performance across teams.

8 Humantelligence Culture Analytics, View Comparing Two Organizational Cultures Technology Platform Beneﬁts Secure, reliable, and highly scalable architecture that oﬀers customers rapid deployment, rapid results, and continuous innovation at a lower total cost of ownership than other solutions.

Mobile and Web Access for All Functionality Cloud-based for Scale, Reliability and had zero unscheduled downtime which means Our technology platform supports both smartphones Speed of Delivery you can count on accessing our solutions at all and tablets through a fully responsive design. All Our applications are hosted and managed with one times. Finally, we can get you up and running in features are available for desktop browsers and of the top cloud providers in the world. Along with production in typically under a week and we are mobile devices. our architectural design, our platform allows for investing in growing our integration into other easy scale to millions of users to handle the platforms to make implementations even easier in Dashboard for Each Employee – Every end user largest clients. Over the last few years we have the near future. has a unique dashboard where the company connects directly with them for both talent management needs (i.e. training, development, and motivation), and for measuring, tracking and bench- marking individual performance against specific corporate strategic goals, tasks, and actions. All of this is accomplished in a gamified way.

Business Intelligence, Measurement & Data Analytics – Key strategic performance management goals, tasks, and actions are tracked and measured across the “entire” organization over time. The impact is quantified around KPIs and engagement indicators, which furthers the matching of motivations and behaviors with business results and optimal culture, team balance, and engagement by role and level. To note, this tool allows for data 99.999% analytics to be applied to culture and engagement indicators, and not just business indicators. UPTIME

Humantelligence Action Management System on Desktop or Mobile.

9 The Humantelligence ERM™ Solution Mapping & Beneﬁts

STRATEGIC ACTION MANAGEMENT TALENT MANAGEMENT CONTINUAL ENGAGEMENT & PERFORMANCE MEASUREMENT

LEADERSHIP, PERSONAL WORKFORCE ACTION TALENT FIT COMMUNICATION CULTURE GROWTH PULSE & BUSINESS MANAGEMENT & HIRING TOOL & SOCIAL NETWORKING ALIGNMENT & DEVELOPMENT SURVEYS SYSTEM FOR PRODUCTIVITY

Self-Assessment & Diagnostic Hiring for the best “fit” and not Coaching on how to lead & Monitor the engagement Make culture a competitive and Establish a process for creating of internal motivators & culture. just skills (EQ+IQ), matching motivate each team member. “pulse” of the organization, consistent advantage. strategic change across the what better predicts long-term- by team, function, division, entire workforce. Understand employees and success. Quick tips on how to communi- group, region & overall. Understand different strengths candidates at their core level cate per employee. among team members & Focus and mobilize entire (behavioral & motivational). Fit with manager, team, and Test reactions to corporate optimize team dynamics. workforce on key initiatives, company culture. Understand ideal work and life “business” initiatives in real goals, and actions. Easier Delivery & Measurement priorities of each team member. time, before it’s too late. Understand sub-cultures and of Training. Develop Ideal Role & Team the interplay among groups & Measure & benchmark Profiles. Social networking to share Drive business analytics & functions. performance on KPIs at all Self-Awareness: 1st time best-case approach by group, insights through HR. levels of organization. investing in low-wage Optimize / Balance Team function, or category. Hire for “best teams”. employees. Dynamics. Benchmark/gamify leadership Understand cultural differences ranking across key intiatives. for better integration for M&A.

INDIVIDUALS LEADERS TEAMS, GROUPS, OR ORGANIZATION

10 Strong Return-On-Investment (ROI) on ERM / Engagement SaaS

L eading researchers and management consultants Other beneﬁts of higher engagement: In Conclusion: such as McKinsey, Bain & Co., Deloitte-Bersin, IBM, and Gallup arrive at the same conclusion – for Fortune Productivity & Profit: “Engaged work places yield a CEOs are challenged today with low engagement 1000 CEOs, whose success is dependent on a large, 38% increase in productivity and a 27% increase in at 13%. This contributes to poor chemistry in the highly distributed and customer-facing low-wage profitability". boss-employee or employer-employee relationship, misaligned corporate culture, high turnover, workforce, they will be hard pressed to identify Source: Bruce Campbell Morden Survey White Paper from Gallup research (2010) other investments that yield better results and and poor performance at all levels of an organiza- returns more quickly than those designed and Net Income/EPS: “Companies with high employee tion. The current HCM solutions that exist do focused to improve employee engagement, cultural engagement demonstrate a 13.2 % improvement in not address these problems at all. alignment, and performance management. net income and a 27.8 % improvement in EPS (earn- For instance, in extensive employee engagement ings per share), while companies with low employee Humantelligence’s Employee Relationship 7 research conducted by Gallup based on data from a engagement showed a 3.8 % decline in net income Management™ (ERM™) solution is the first total of 1.4 million employees and 50,000 businesses and an 11.2 % decline in EPS over the same 12 comprehensive SaaS platform with solutions across 34 countries and 49 industries, they found that month period”. that significantly improve hiring, align culture, companies in the top quartile of employee engagement Source: Towers Perrin - ISR (2010) reduce turnover, improve engagement, and blew away comparable companies in the bottom also mobilize the front-line employees to focus quartile of employee engagement on every key metric Performance: “Highly engaged employees can on the company’s key strategic goals, tasks, studied: impact business performance by up to 30%. Fully and actions. engaged employees are 2.5 times more likely to higher less Given that 80% of the workforce makes less than exceed performance expectations than disengaged 22% profitability 28% shrinkage $50,000 annually, this is a game changer for how colleagues”. an HR tool can impact business at the front-line. higher lower Source: The Hay Group (2010) 21% productivity 37% absenteeism As such, our solution works side-by-side existing HCM solutions seamlessly, but also enables the higher customer lower turnover 10% metrics 25% (in high-turnover orgs) transformational shift in the role of HR to becom- ing “business integrated”. fewer safety lower turnover 48% incidents 65% (in low-turnover orgs) Are you ready to engage with your employees? fewer quality fewer patient 41% incidents (defects) 41% safety incidents

11 (7) Source: State of the American Workplace Report: Employee engagement insights for US Business Leaders”, Gallup, (2013) A simple way that Humantelligence begins to solve the engagement problem for the entire workforce: goals, tasks & actions, to the right people, at the right time. The five Engagement Solution modules help with the continual engagement and performance management of the entire workforce. Until now, most companies with large front-line customer-facing, low-wage workforces have had no way to connect directly with this population of employees on a one-to-one basis. This solution helps deliver information, training, strategic mandates and goals to this population and then measures and benchmarks that workforce against those strategic actions, as well as captures business, consumer, and employee insights through quick “pulse” surveys easily deployed to the entire workforce.

Action Management System (AMS) & Perfor- mance Management – allows organizations to align and motivate employees around key specific strategic goals, tasks, and actions – by company, by division, by territory, or by function – delivering fast, measurable business results. HT’s AMS solution takes LMS (Learning Management System) to a new level by providing actionable content that allows employees to on-board more effectively and stay current with new processes, learnings and programs, while being measured as they complete it. Many large companies have LMS today, but they are not utilized well because there is no correlation back to employee’s daily jobs, or to key strategic goals or

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