FOR PARTNERS

BullseyeEvaluation is adi Shif i ili iParadigm Shift in Facilitating

Corporate Performance

Engagement Drives Performance

Creating a Cycle of Productive Communications Facilitates HCM Practices

Effective Talent Management Creates Business Strategy Execution

Delivers significant KPI improvements

The Future of Work: Corporate Performance Management

• Performance management and alignment of individual goals with corporate intent is essential to achieve speed in the execution of strategy.

• With work communications centered around goals and KPIs, the outcomes gained are

– improved employee engagement,improved employee engagement, – lower turnover, – better management governance, – improved efficiency and effectiveness of activities with goals, and– the establishment of a performance culture which is the basis for uccessful

execution of strategy.

• Bullseye is a cloud based tool (SaaS) which integrates performance andBullseye is a cloud based tool (SaaS) which integrates performance and operational management in a very simple and elegant KPI dashboard application. It is a very cost competitive product, easily understood and can be implemented enterprise wide in a fraction of the time and cost necessary to deploy products with similar functionality. It has a multi-lingual user interface and is thereforewith similar functionality. It has a multi lingual user interface and is therefore capable of supporting global organizations. Herein by integrating operational dashboards with performance management, this tool effectively automates execution.

BullseyeEvaluation Drives a Culture of Performance

Performance is built upon frequent communications about goals.

CORPORATE KPI DASHBOARDS + TEAM PERFORMANCE + SOCIAL PERFORMANCEMANAGEMENT

Our approach to performance management helps managers effectively manage within

i tminutes.

-Facilitates social feedback & coaching/mentoring.

-Connects employees activities to corporate

3

Connects employees activities to corporate goals via a comprehensive virtual business dashboard solution that encompasses employee specific goals tied to operational and corporate performance metrics.

BullseyeEvaluation Introduction

B ll i t d l d tili th t it

Organizations buy BullseyeEvaluation to: Facilitate work communications connecting strategy

to execution Bullseye is so easy to deploy and utilize that it opens a gateway of opportunities to upsell additional services and products for our global distribution partners.

to execution Drive employee engagement Implement a perform culture Document standards, performance, and compliance.

O i ti h B ll h thOrganizations choose Bullseye when they:1. Are upgrading to SaaS for Social Performance Management to

augment Talent Management or Human Capital Management. • For enterprises: Upgrading from licensed software to SaaS to

reduce costs and gain access to the latest technology features

• For small organizations SaaS makes Performance Management affordable.

2. Require a direct link between work, operating measures and corporate objectives (1/3 of Bullseye clients).

Bullseye is a gateway beyond employee engagement andperformance management to human capital managementand work management.

4

The BullseyeEvaluation Difference

#1. Highly Intuitive Visual Interface as opposed to “Forms Online” Improves employee engagement through rapid and comprehensive feedback on the

vs. The CompetitionBullseyeEvaluation makes it easy for organizations to tHRive.

Improves employee engagement through rapid and comprehensive feedback on the critical metrics that affect corporate performance.

Visual social tool to facilitate frequent feedback/reviews, job management & self-service career management .

Minutes to complete an employee performance review. “T Cli k t P di ” i l di ll f t d hb d d t “Two Clicks to Paradise” including all features, dashboards, and reports. KPI Dashboards connect corporate objectives to employee performance.

#2. Implementation Made Simple. Self-Service AutoWizard for small business makes implementation a few days versusSelf Service AutoWizard for small business makes implementation a few days versus

months. Configurability means implementation takes weeks for enterprises versus months. Pre-configured industry solutions. High User Adoption & Utilization Rates via engagement tools.

#3. Content rich solution includes strategic HR products:- Assessments- Communications- Compensation

- Salary- Succession - Surveys

- Onboarding - Recruiting - Training

CONFIDENTIAL AND PROPRIETARY INFORMATION

- Competencies- Leadership- Learning

BullseyeEvaluation is sold through alliance partners, industry vertical solutions, and direct online.

HR products such as Competencies without Bullseye Industry Vertical Solutions

BullseyeMD for Healthcare

HR products such as with BullseyeBullseyeABC for Education

For small organizations…as simple as A B C…a) Take an Online Product Tourb) Purchase via eCommercec) Get Started with our Self-Service Autowizard™

Did you know that 1 in 3 employees is disengaged?

Talent leaves an organization when the organization is poorly managed and uninspiring.

“Engagement is a catalyst but not th l Y tthe only answer. You must harmonize your team by driving alignment and engagement.” - Rudy Karsan in “WE”

Bullseye is a gateway beyond employee

www.BullseyeEvaluation.com

Bullseye is a gateway beyond employee engagement and performance management to human capital management and work management.

CONFIDENTIAL AND PROPRIETARY INFORMATION

BullseyeEvaluation Did you know that 1 in 3 l i di d?BullseyeEvaluation

Performance Management Made Simple!

employees is disengaged?

Talent leaves an organization when the organization is poorly managed and uninspiring.f g p

©BullseyeEvaluation® is the simplest to use corporate performance management solution in the world.

What differentiates our solution is the ability to stimulate our clients t d f t i ti ith t t ftoward frequent communication with respect to performance improvements. Our configurable solutions provide actionable indicators including employees goals tied to operational metrics through an innovative patented, trademarked technology.

.

“Engagement is a catalyst but not the only answer. You must harmonize your team by driving alignment and engagement.” - Rudy Karsan in “WE”

www.BullseyeEvaluation.comCONFIDENTIAL AND PROPRIETARY INFORMATION8

- Rudy Karsan in WE

The Business Case

Today, only 1 out of 3 employees is Engaged. Di d E l E d E lDisengaged Employee Engaged Employee

- Going through the motions

- Often invisible- Dutiful, but negative

Emotionally Connected.

Overachieve. Discretionary Efforts.

- Show up only for check-ins

- Negatively impact the team

- Don’t leave the organization

Love their jobs. Believe in their

employers’ goals. Positive influence on

coworkers and departmentorganization department performance.

> What is not measured cannot be improved.

CONFIDENTIAL AND PROPRIETARY INFORMATION

The Future of Work

The Goal of Human Capital is to Drive Performance Top Ten Non-Financial Variables for HRDrive Performance. Top Ten Non Financial Variables for HR

1. Execution of corporate strategy2. Management team3. Quality of corporate strategy4. Innovation5. Ability to attract and retain talented

people6. Market share7. Management capabilities8. Alignment of compensation with g p

shareholder’s interests9. Leadership10. Quality of major business processes

“… people might be our most valuable asset, or our biggest liability!”

“People could be our only true competitive advantage, or our competitive disadvantage…”

“…success absolutely depends on the quality

CONFIDENTIAL AND PROPRIETARY INFORMATION

y p q yof our employees”

Corporate Performance Management

• Replace manual, error-prone ti

• KPI Dashboards improve reporting. service delivery., customer

service KPIs, and open revenue opportunities.

>What gets measured gets improved.

tHRive

CLAW 360 via Coaching for Change

Special Offer

What really drives financial success?

B ll E l ti tHRi W k hBullseyeEvaluation tHRive Workshop

Are you overpaying for what you get?

Do you need an organization specificDo you need an organization specific calculation of the impact HCM will have on your organization?

Half day workshop Half-day workshop.

Develop the ROI Business Case specifically for your organization.

“Train the Trainer” approach.

Building Perform Culture

The Business Case for Employee Engagement

The Business Case for Employee Engagement:• Only 1 in 3 employees is engaged. The Bottom Line: Organizations that use

Human Capital Management processes• Greater than 80 percent of U.S. workers

are dissatisfied with their performance reviews.

• 4 out of 5 employees are not satisfied

Human Capital Management processes outperform the competition.

44% higher revenue growth 26% higher revenue per employee 109% higher retention4 out of 5 employees are not satisfied

with the level of recognition they receive at work.

• Impact of a Perform Culture is nearly 4X revenue growth and 10X net income

109% higher retention

revenue growth and 10X net income growth.

– Engaged employees are 2X more productive at work. Feedback and recognition further motivates

Disengaged Employee Engaged Employee

- Going through the motions

- Often invisible- Dutiful, but negative

Emotionally Connected.

Overachieve. Discretionary Efforts. – Feedback and recognition further motivates

employees. – Goal setting improves performance by 15 to

25% depending upon job type.

, g- Show up only for

check-ins- Negatively impact the

team - Don’t leave the

i ti

y Love their jobs. Believe in their

employers’ goals. Positive influence on

coworkers and d t torganization department performance.

CONFIDENTIAL AND PROPRIETARY INFORMATION

The Future of Work

What are your human capital goals?First, define current versus future state. Second, choose your priority.

Workforce Planning

Career Alumni Management

Offboarding

Onboarding

E l B di

Career Management

Compensation Leaders

Employer Branding

Talent Upgrading

Talent Pools

Recruiting Portfolio

Job Performance Management

Workforce Optimization

Workforce Analytics

Time and Attendance

Perform Culture

Free Agents

Millenials

Regulatory Compliance & Governance

Talent Acquisition | Work Management | Talent & Human Capital Management Supply Chain Management

Sourcing Talent Pipeline

CPlayers

B Players

A PlayersProcessesnt

s

<10% 65% 30%+Processes

People

Requ

irem

en