“SaaS Performance Management Solves the Mandate for Documented Employee and Workforce Performance Management”

About the market opportunity: The market size for Performance Management software applicationsi t th $1B ll di t G t Hi t i ll P f M t

Solving the Value Equation.SaaS Performance Management

is greater than $1B annually according to Gartner. Historically, Performance Management waslicensed software, but today, is largely being replaced by SaaS (software as a service).

SaaS Performance Management includes:• The web-based tool includes: Performance Management, Goals Management, Training & Learning

d l CRM f t d th dd h ti i

Performance Management is a segment of software within the Human Resources or HCM (Human Capital Management) software market, also commonly

modules, CRM features and other add-on apps such as surveys, compensation, succession. • Pre-configured industry solutions for regulated organizations such as Education, Government,

Healthcare, and multinational corporations.

SaaS Performance Management Market Introduction Historically, the cost to implement, manage, and utilize a performance management system based on a

yreferred to as “Talent Management.”

Most licensed software providers have connected Performance Management y p g p g y

licensed software model has inhibited the routine use of these systems. These non SaaS systems have additionally required mass customization and coding to fit workflow processes and end-user adoption has been limited due to expense. Today, there exists a significant number of organizations that, due to performance mandates and/or regulations, are now required to document performance.

Economic budget reductions and compliance require performance management reviews be completed as well

Performance Management to Compensation and other functions of Human Resources.

For many organizations, the need to document Economic budget reductions and compliance require performance management reviews be completed as well

as documented throughout an employee’s life with an organization from hiring, to salary compensation, to promotions, bonuses and other activities. Having standardized, unbiased periodic evaluations is a risk mitigation requirement and performance necessity for today’s organizations. The workforce realities for 2012 and beyond include: + Management complexities make a performance management a requirement for regulated organizations.

Th j it f b d t h l i l t ti h f il d t li t l i d

need to document performance due to budget or regulations is a must.

Approximately, two dozen enterprise HCM vendors have significant client + The majority of server based technology implementations have failed to live up to pre-close promises due

to “User Adoption Failure” to use the technology. + Only 50% of organizations conduct annual or semi-annual performance reviews.

SaaS Performance Management fits into a company’s current, regular HR workflows: C t d t d t d d f l ti th kf i li d i k iti ti i l th t

have significant client concentrations using Performance Management.

For mid-market and SMBs (small business), there does

t i t h t li t f j Creates documented standards for evaluating the workforce, ensuring compliance and risk mitigation; in less than ten (10) minutes!

Creates a culture of performance orientation which motivates and engages employees around the corporate, team and personnel goals.

Saves both managers and HR professionals time. © 2011 Ephor Group | 1 (800) 379-9330 | www.ephorgroup.com | 24 E. Greenway Plaza Suite 440 | Houston, TX 77046

not exist a short-list of major players as manual, home grown, or Excel based processes are common.