The power of people made simple®

TChanges in Employee Engagement Over TimeFigure 1

Overall Engagement among the employedpopulation in 142 countries worldwide

Only 13% are engaged

2011 - 2012

2008 - 2009

Figure 2

100

90

80

70

60

50

40

30

20

10

0

2000 2001 2002 2003 2004 2005 2006 2007 2008 2009 2010 2011 2012

Source: Gallup/Miami Herald article, “Talented employees, great managers:hunting for the best �t” by Jim Harter, Gallup Chief Scientist of Workplace

Management & Well-Being, (2016)

Source: Human Capital Institute (2013), and Gallup/Steve Crabtree,“Worldwide, 13% of employees are engaged at work” (2013)

(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)(4) Source: Bain & Co., “Who’s Responsible for Employee Engagement?”, By Jon Kaufman, (Sept 2012)

% Disengaged

&

Actively Disengaged

% Engaged

Board revealed that today’s #1 CEO challenge is Human Capital Management (HCM). Gallup points out that employee engagement remains at 30% and at 13% in the US and globally, respectively (see Figure 2), despite the proliferation of HCM software vendors such as SAP/SuccessFactors, WorkDay, Oracle/PSFT-Taleo, ADP, Ultimate Software, Infor, Cornerstone, etc. This has been proven to impede growth, profitability, and customer satisfaction.

The workforce of tomorrow isn’t the same

workforce of yesterday or today. Humantelligence

is the first and only global solution that will improve

this relationship and I love what it can do to help

the development of the individual, and what it can

do for our country and for the people globally.”

Ed RensiStrategic Advisor and Former CEO of

McDonald’s Corporation, 34 year career

The relationship between the company and

its employees and workforce is broken.he “CEO Challenge Report” by The Conference

2

1

3,4

Humantelligence reduces turnover by 26%, improves engagement by 40% on key strategies mobilizing the entire workforce, and identifies a team or company’s culture at 87% accuracy, which allows for further workforce alignment and engagement.

24

27

63

62

13

11

1

Despite the entrance and proliferation of 100s

Humantelligence ERM Suite (Employee Relationship Management™)

of HCM/HRIS software solutions over the past 15 years, employee engagement hasn’t improved at all, especially among customer-facing companies with large, highly distributed low-wage workforces (see Figure 1). Why? These existing HCM solutions were not designed to increase employee engagement. They were intended for other purposes, such as process automation, data collection, system integration, better analytics, cost reduction, streamlining of processes, etc. They were not created to apply behavioral sciences to the front-line (or 80% of the workforce) for hiring, engagement, cultural alignment, and perfor-mance management. For perspective, three

quarters of the entire US workforce makes less than $50,000 annually, and for their employers the typical cost of turnover is 20% of that annual salary, or $10,000. Humantelligence was developed for this different overall workforce challenge – through better “employee relationship management” (ERM™) companies can improve hiring, engage-ment, turnover, and performance management for the entire workforce.

Tcloud-based SaaS solutions that solve today’s top workforce challenges and redefines the true meaning of HCM into a broader understanding of ERM™ (Employee Relationship Management). It is time for CEOs to recognize the fundamental relationship between individual managers and each employee, as well as between organizations and the workforce at large. Throwing an endless array of HCM software automation tools at the engagement problem will not fix it. A fundamental shift in the employer-employee relationship and better connection, communication, and collaboration is required. The HT solution fixes that by addressing the four key strategies that CEOs care about most: 1) grow talent internally; 2) provide employee training & development; 3) raise employee engagement; and 4) improve performance manage-ment and accountability.

HT does this not only at the executive ranks, but also at the customer-facing, front-line employee level. Tradi-tional HCM solutions do not address the 80% of the US workforce making less than $50,000. As such, the HT ERM platform is much more effective than HCM solutions for improving: 1) low productivity; 2) low chemistry; 3) high turnover; 4) low engagement; and 5) cultural alignment. HT aligns with the CEO priorities of growing internal talent, increasing engage-ment, and improving performance management.

With tens of thousands of users across the US, Latin America, and Europe/Middle East, Humantel-ligence is helping solve the engagement problem globally. One of our largest customers, Honda USA – who has been using HT solutions since 2012 with thousands of users – recently nominated Humantelli-gence for the esteemed American Honda Premier Partner Award®, which is awarded to suppliers who embrace the Honda philosophy of exceeding expecta-tions.

As Figure 3 shows, Deloitte’s Annual “Bersin Report on HR Trends” recently concluded (2015) that the HR function has evolved over the past 30 years from being a personnel department, to “strategic HR”, to “Integrat-ed Talent Management”, and finally since 2015 into being a fully “Business-Integrated” HR function. Humantelligence’s solutions directly enable this trans-formational shift in the role of HR. For the first time

he Humantelligence (HT) suite provides innovative

Why Humantelligence’s ERM™ is the Next Evolution of HCM

How Humantelligence Helps HR Become “Business Integrated”

managers understand what motivates and drives

their people in order to increase productivity,

engagement and, ulti- mately, customer satisfac-

tion and performance results. My firm belief on how

we can make a difference in the lives of employees,

customers and organizations drove my involvement

with Humantelligence.

Ana DutraCEO of the Executives' Club of Chicago

Former CEO of Korn Ferry Consulting

Angelina Iyamah-WilsonHonda’s Manager of Organization Development

Honda to deploy innovative associate engagement,

development and people management practices.”

Humantelligence offers a unique, powerful,

and easy-to-use suite of solutions that enables

With a science-based yet very pragmatic set

of instruments, Humantelligence helps

4

2

Ian ZiskinBoard Member and Former CHRO, Northrop

Grumman Corporation, (2003-2010)

between a manager and the people who work for

them. Humantelligence is the first product I have

seen that simplifies and makes more practical the

manager-employee interaction and engagement

across workforce colleagues, which is now too

complicated. HT also helps everyone focus on the

right strategic actions, with measurable results,

holding everyone accountable, where appropriate.”

I’ve spent 28 years in HR trying to solve and

enhance the fundamental relationship

technology and workforce sciences are being combined to enable HR leaders to finally impact chemistry, hiring, engagement, and cultural alignment in a meaningful way – specifically, tied to performance management, KPIs, and business initiatives. As such, Humantelligence enables the HR function to transform into a “business-integration” role impacting the business operations directly and the bottom-line. How? By leveraging behavioral sciences at all levels and across the entire workforce, compa-nies gain valuable people and business insights that can be utilized to enhance business and operational decisions. HR can now influence revenue-driving strategies via targeted performance management tools that influence strategic goals, tasks, and actions at all levels of an organization. The merger of human capital, or talent management, with measuring KPIs and driving business results has finally arrived. The HR leader can now influence and prove a ROI around an organization’s people and culture, via the HT solution which makes “the power of people made simple”™.

A Disruptive Approach – “Targeting the 80%” Front-line, Customer-Facing Workforce.Conventional HR consulting and HCM solutions almost exclusively target the small nucleus of executive management and white-collar employees, NOT the much larger groups of front-line employees. In other words 80% of the customer-facing workforce within all industries including retail, restaurants, hospitality, healthcare, financial institutions, and call centers. HT can be used to reach the millions of underserved front-line employees who are responsible forproducing the business results that Fortune 1000 companies want.

A More Comprehensive Behavioral Science Tool – A SaaS Solution On All Platforms, Not Just a Stagnant Report. Today’s market for self-assessment tools are either cost-prohibitive at $300+ for senior executives (Top 5% of employees), such as Lominger from Korn

Unique Humantelligence Advantage vs Conventional HCM/HRIS Solutions

Humantelligence provides innovative cloud-based SaaS solutions that leverage behavioral science to improve chemistry, hiring, culture alignment, and engagement across an entire workforce and that drives strategic actions delivering measurable results.

Humantelligence is the pioneer in applying workforce sciences to both human capital management and performance management, enabling HR leaders to measure and impact strategic business operations, productivity, revenue, and ultimately profit.

Humantelligence HCM/ERM solutions are delivered on a secure, reliable, and highly scalable architecture that offers customers rapid deploy-ment, rapid results, and continuous innovation at a lower total cost of ownership than other solutions.

About Humantelligence

How the HR Function has evolved over the last 30 yearsFigure 3

AdministrationPayrollRegulationBackoffice Function

PersonnelDepartment Recruitting, L&D, Org Design

Total RewardsService Center, CoEHR Business Partner

Strategic HRManagement, Succession,Leadership, Coaching,Integrated ProcessesTalent Management

Integrated TalentManagement Differentiate & Segment Talent

Globally Optimize Talent PracticesPredict & Analyze DataIntegrated with the Business

Business-Integrated HR

(4) Source: Deloitte’s Annual “Bersin” Report on HR Trends recently concluded (2015)

ControlServe Staff Automate

Enable Staff AutomateDrive the BusinessPlan for the Future

About Humantelligence

Delivered via Software as a Service (SaaS)

3

accessible to any team leader, including how to communicate, motivate, and lead the employee, as well as their teaching and learning styles. Further differentiation comes with the fact that the HT solution is not paper-based, but in the cloud, and as such, the data analytics can be presented on any device – mobile, laptop, etc. – and can roll-up and aggregate the data in a more user-friendly way. This behavioral science can then be leveraged for side-by-side comparisons of employees to resolve conflict, team or group comparisons to identify “best teams,” and overall corporate culture diagnosis for divisions, functions, and the entire organization. This makes Humantelligence one of the first

Ferry; or are antiquated “report-based” tools like Predictive Index, Birkman, Caliper, and DiSC, which still require an on-site visit by a PhD Organizational Behavior consultant for ½ day interpretation of the results at a $2000+ price tag. In addition, these tools are often focused simply on the “behaviors” of employees and are not as comprehensive as Humantelligence’s “four lenses” which include the same scientifically proven results around employee “behaviors”, but also contain insights into their “motivators”, ideal work, and life priorities. In addition, the HT solution provides key tips around three other leadership and management areas off-the-shelf, for each individual employee

tools to identify, diagnose, and present your company’s “true” corporate culture. (Figure 4, 5).

Disruptive Technology – Tying Behavioral Science to Operational Performance Manage-ment. Current technology addressing the HR solutions market is mostly from the mainstream ERP vendors (SAP/SuccessFactors, Oracle/PSFT, WorkDay, etc.). Their DNA and technology are antiquated and ill-suited to the modern, millenni-al-driven global workforce: mobile-first, socially connected, trained via gamification, tech-savvy, armed with big data, and increasingly multi-lin-gual. HT is built from the ground up to be easy, fast and fun – accessible for front-line employees in the modern global workforce, both in English or Spanish. It’s proprietary technology uses 30 years of proven science in a mobile-responsive, social, gamified platform that integrates into existing enterprise technologies.

The unique HT Action Management System (AMS®) is a performance measurement and management tool that provides a closed loop 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 the front-line employee focused on the company’s key strategic goals, tasks, and actions. The Human-telligence platform is an agile-produced cloud solution leveraging the latest open-sourced infra-structure, so users will benefit weekly from updates and new features.

What does the Humantelligence Self-Assessment Measure?Figure 4

Additional Key ManagementTips are Delivered to All leaders?

Figure 5

Themes that provide a guidepost

or filter for making important

choices in all areas of your life

The Humantelligence Assessment isdesigned to collect a wealth ofinformation about people from theirresponses to a few simple questions.Unlike a questionnaire that asks foropinions, or tries to measure knowledgeor skills, the Assessment uncovers theWHY, HOW and WHAT about peoplewhen it comes to work.

Humantelligence Self-Assessment develops leadersat all levels of the organization with the off-the-shelftips on how to lead, motivate, and communicate witheach and every employee, thus further enhancingengagement, understanding, and communication.

Life Priorities

“HOW” you tend to behave in

a given situation, the typical

ways that you go about your work

Work Behaviors

Hidden motivators that drive your

work behaviors and help to explain

“WHY” you do your work

Work Motivators

PEAK PERFOMANCE

“WHAT” you like to do, the

characteristics of the work itself that

give you the most energy and fulfillment

Ideal Work

4

An unparalleled and proprietary personality “self-as-sessment” scan (online, 36 questions, 15 minutes) that helps understand four key culture “lenses” of the workforce, specifically, work motivators, behaviors, ideal work, and life priorities. It also delivers off-the-shelf tips for leaders on how to motivate, lead, and communicate with every employee. This solution improves individual employee self-awareness, as well as team understanding, communication, and chemistry.

Humantelligence Talent Fit: Job Position preview on the platform

Humantelligence Assessment: Question Sample

Our Four Solutions & Their Benefits

Self-Assessment Solution1

5

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 skills (resume, know-how), but also for predictive

Talent Fit / Hiring Solution2

success based on “fit” with the company’s corporate culture, group/team fit, and/or hiring manager fit. For companies that have several high performers in one role, the tool aggregates their behavioral science data and creates an “Ideal Profile” which hiring managers can recruit and benchmark against, saving countless hours in the filtering and interview process. This allows compa-nies to improve their hiring of “engaged employees”

through cultural fit measures which is only happen-ing 6% of the time today, as most just hire for technical skills based on a resume review (62%), or on simply behavioral interviews (32%). Although the latter two are the easiest and quickest factors to measure in the hiring process, they are not an accurate indicator of high performance as much as the former category of employees, or the “want to” (engaged) employees.

5

6

(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)

actions of the company. HT’s AMS makes that correlation, ensures it gets done, tracks it, measures the outcome, and provides a way to incentivize each employee individually through gamification. Think of an LMS system that becomes job-related or strategic initiative-related, and not just stagnant learning content. (i.e., it is like taking a library of content and building a role-related curriculum).

Internal Corporate “Social Networking for Productivity” Tool – allows for “best case” sharing between individuals and groups, by category, product, or topic. This helps create a “social-like” community among employees for better understand-ing of each other, communicating with each other, and connecting with each other – a la “LinkedIn Groups meets Facebook”, but for “productivity” enablement. This is a tool to share best-case-ap-proaches and other information by common

Humantelligence Action Management System: End-User Goal Dashboard

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 toalign 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

3

business-related interests, market or product focus, or other related services, where sharing informa-tion becomes a competitive advantage for the organization. For instance, a large consumer products company’s brand manager of detergent brand XYZ, can learn a new insight from a market research study that would impact the scent of a detergent, and they could have a social group called “XYZ Brand Managers in Europe”, and share it with all of those individuals quickly, and easily. People across an organization, distributed across large areas or territories, can now connect on common business goals, personal interests, and career development needs. In addition, prior to meetings with new employees/subordinates, or at off-site strategy sessions with unknown colleagues, an employee can get information to help them understand how to motivate, lead, and communicate with that person, in advance of

Engagement Solution

6

meeting them, so that the meetings are more produc-tive and efficient, with greater connection and understanding.

Business Survey Feedback Tool (Pulse Survey)– allows large companies with products and services that are consumer focused to get instant, quick, andconsistent market feedback and business insights from large populations of employees, by product, by territory, or by function or store. For the first time, retailers, restaurants, hotels, and healthcarecompanies can reach 80% of their workforce and get instant market research – and aggregate results for key strategic business insights delivered via easy-to-read dashboards, thus providing information to change business decisions and be more profitable

solution allows individuals to obtain and manage peer, 360 degree, subordinate and manager feedback more frequently and in one place. This puts a key component of employee personal development into their own hands in an easy-to-manage way. Specifical-ly, every employee can manage quick and easy, off-the-shelf questions (20-25) about their performance, career and development improvement from peers, managers, and mentors; keeping it in a central reposi-tory so that they can manage, store, and track how they are doing. This makes the annual review process easier, with real-time feedback that is obtained at completion of projects, and not like many today – where people (both employee and feedback provider) are not sure of what the performance and feedback 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 & 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 that it can be acted on and used effectively.Humantelligence Survey Feedback Tool: Survey Question Results & Analysis

or customer-focused. The solution allows compa-nies to do quick survey pulses or research, in a very easy to implement way – at any level and for any sub-set audience of an organization – that lead to insights around two areas – i) organizational behavior (e.g., engagement, satisfaction, and other internal organizational initiatives), and ii) business operational results and tactics (i.e., product launches, customer feedback, or insights). Both will help improve engagement, sales, and productivity, in advance of issues, proactively, and not reactively as its currently the case.

Career & Development Feedback Tools – know-ing that coaching and feedback are key to on-going performance management and engagement, our

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Allows companies to measure and understand their culture; thus, hire people who best fit the team and corpo-rate 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 scien-tifically 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 of action to improve the merger integration process and finally deliver expected results.

Lastly, this tool allows a company to compare an underper-forming 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.

4

Humantelligence Culture Analytics, Team Culture View

Humantelligence Culture Analytics, View Comparing Two Organizational Cultures

Culture Analytics Solution

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Mobile and Web Access for All FunctionalityOur technology platform supports both smartphones and tablets through a fully responsive design. All features are available for desktop browsers and mobile devices.

Dashboard for Each Employee – Every end user has a unique dashboard where the company connects directly with them for both talent man-agement 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 manage-ment 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 analytics to be applied to culture and engagement indicators, and not just business indicators.

Cloud-based for Scale, Reliability andSpeed of DeliveryOur applications are hosted and managed with one of the top cloud providers in the world. Along with our architectural design, our platform allows for easy scale to millions of users to handle the largest clients. Over the last few years we have

had zero unscheduled downtime which means you can count on accessing our solutions at all times. Finally, we can get you up and running in production in typically under a week and we are investing in growing our integration into other platforms to make implementations even easier in the near future.

Technology Platform BenefitsSecure, 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.

99.999%UPTIME

Humantelligence Action Management System on Desktop or Mobile.

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TALENT MANAGEMENT

PERSONAL

GROWTH

& DEVELOPMENT

INDIVIDUALS LEADERS TEAMS, GROUPS, OR ORGANIZATION

TALENT FIT

& HIRING TOOL

LEADERSHIP,

COMMUNICATION

& SOCIAL NETWORKING

FOR PRODUCTIVITY

WORKFORCE

PULSE & BUSINESS

SURVEYS

CULTURE

ALIGNMENT

ACTION

MANAGEMENT

SYSTEM

CONTINUAL ENGAGEMENTSTRATEGIC ACTION MANAGEMENT& PERFORMANCE MEASUREMENT

Self-Assessment & Diagnostic of internal motivators & culture.

Understand employees and candidates at their core level (behavioral & motivational).

Easier Delivery & Measurement of Training.

Self-Awareness: 1st time investing in low-wageemployees.

Hiring for the best “fit” and not just skills (EQ+IQ), matching what better predicts long-term-success.

Fit with manager, team, and company culture.

Develop Ideal Role & Team Profiles.

Optimize / Balance Team Dynamics.

Coaching on how to lead & motivate each team member.

Quick tips on how to communi-cate per employee.

Understand ideal work and life priorities of each team member.

Social networking to share best-case approach by group, function, or category.

Monitor the engagement “pulse” of the organization, by team, function, division, group, region & overall.

Test reactions to corporate “business” initiatives in real time, before it’s too late.

Drive business analytics & insights through HR.

Make culture a competitive and consistent advantage.

Understand different strengths among team members & optimize team dynamics.

Understand sub-cultures and the interplay among groups & functions.

Hire for “best teams”.

Understand cultural differences for better integration for M&A.

Establish a process for creating strategic change across the entire workforce.

Focus and mobilize entire workforce on key initiatives, goals, and actions.

Measure & benchmark performance on KPIs at all levels of organization.

Benchmark/gamify leadership ranking across key intiatives.

The Humantelligence ERM™ Solution Mapping & Benefits

10

22%

21%

10%

48%

41%

28%

37%

25%

65%

41%

such as McKinsey, Bain & Co., Deloitte-Bersin, IBM, and Gallup arrive at the same conclusion – for Fortune 1000 CEOs, whose success is dependent on a large, highly distributed and customer-facing low-wage workforce, they will be hard pressed to identify other investments that yield better results and returns more quickly than those designed and focused to improve employee engagement, cultural alignment, and performance management.For instance, in extensive employee engagement research conducted by Gallup based on data from a total of 1.4 million employees and 50,000 businesses across 34 countries and 49 industries, they found that companies in the top quartile of employee engagement blew away comparable companies in the bottom quartile of employee engagement on every key metric studied:

Other benefits of higher engagement:

Productivity & Profit: “Engaged work places yield a 38% increase in productivity and a 27% increase in profitability".

Net Income/EPS: “Companies with high employee engagement demonstrate a 13.2 % improvement in net income and a 27.8 % improvement in EPS (earn-ings per share), while companies with low employee engagement showed a 3.8 % decline in net income and an 11.2 % decline in EPS over the same 12 month period”.

Performance: “Highly engaged employees can impact business performance by up to 30%. Fully engaged employees are 2.5 times more likely to exceed performance expectations than disengaged colleagues”.

CEOs are challenged today with low engagement at 13%. This contributes to poor chemistry in the boss-employee or employer-employee relation-ship, misaligned corporate culture, high turnover, and poor performance at all levels of an organiza-tion. The current HCM solutions that exist do not address these problems at all.

Humantelligence’s Employee Relationship Management™ (ERM™) solution is the first comprehensive SaaS platform with solutions that significantly improve hiring, align culture, reduce turnover, improve engagement, and also mobilize the front-line employees to focus on the company’s key strategic goals, tasks, and actions.

Given that 80% of the workforce makes less than $50,000 annually, this is a game changer for how an HR tool can impact business at the front-line. As such, our solution works side-by-side existing HCM solutions seamlessly, but also enables the transformational shift in the role of HR to becom-ing “business integrated”.

Are you ready to engage with your employees?

higherprofitability

higher productivity

higher customermetrics

fewer safetyincidents

fewer qualityincidents (defects)

lessshrinkage

lowerabsenteeism

lower turnover(in high-turnover orgs)

lower turnover(in low-turnover orgs)

fewer patientsafety incidents

eading researchers and management consultantsL

Source: The Hay Group (2010)

Source: Towers Perrin - ISR (2010)

Source: Bruce Campbell Morden Survey White Paper from Gallup research (2010)

11 (7) Source: State of the American Workplace Report: Employee engagement insights for US Business Leaders”, Gallup, (2013)

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

In Conclusion:

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 toalign 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

Humantelligence, Inc., retains the right to change the Hosted Service and this brochure

at any time in its sole discretion. Accordingly, each Product of the Hosted Service may,

subject to the terms of the Agreement, change in design and/or functionality over the

applicable subscription term. ® Humantellignece, Inc. All rights reserved.The Power of People Made Simple®

OR A

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Request a demo or a pilot of our ERM™ Solution

info@humantelligence.com+1-305-916.9707www.humantelligence.com

See how Humantelligence can reduce turnover by 26%, improve engagement by 40% on key strategies mobilizing the entire workforce, and identify a team or company’s culture at 87% accuracy which allows for further workforce alignment and engagement.