You Talk! We Listen! Together we define and design business simplicity FINANCIALS + OPERATIONS + PEOPLE PERFORMANCE = YOUR BIZ . Human Capital Scorecard & Global Strategy Deployment Entremaneur

HR Global Talent discover • plan • execute • succeed A completely new world Managing human capital in today’s global enterprises Global firms’ continued growth and success depends on their ability to compete for top-notch talent.

Managing Human Capital Where to find the talent? How to deploy our workforce effectively around the world? Do we “have”, “build” or “buy” talent to meet business needs? How to engage & reward a highly diverse/dispersed global workforce? Is the right global leadership in place now – and the pipeline? What about the HR function for a global organization? Is our talent aligned with the strategic goals of the organization? Do we have an innovative culture that can sustain competitiveness? Questions discover • plan • execute • succeed

Where to find the talent?

How to deploy our workforce effectively around the world?

Do we “have”, “build” or “buy” talent to meet business needs?

How to engage & reward a highly diverse/dispersed global workforce?

Is the right global leadership in place now – and the pipeline?

What about the HR function for a global organization?

Is our talent aligned with the strategic goals of the organization?

Do we have an innovative culture that can sustain competitiveness?

Looking Beyond Business and HR leaders must look beyond traditional solutions to find answers to these critical questions. discover • plan • execute • succeed They need to establish new rules for effective talent management and they must exercise creativity and flexibility in meeting the emerging talent challenges presented by globalization.

Business and HR leaders must look beyond traditional solutions to find answers to these critical questions.

Maximizing Shareholder Value Which practices are critical? Which control levers should HR pull to mobilize talent for strategy execution and maximize shareholder value? discover • plan • execute • succeed Rewards

Which practices are critical?

Which control levers should HR pull to mobilize talent for strategy execution and maximize shareholder value?

Maximizing Shareholder Value Cause-and-Effect relationship between HR deliverables/functions and customer/shareholder value Achieving recruiting and retention excellence Creating a total reward and accountability orientation Establishing a collegial, flexible workplace Opening up communication between management and employees Implementing focused HR technology discover • plan • execute • succeed Maximizing shareholder value requires focus on:

Cause-and-Effect relationship between HR deliverables/functions and customer/shareholder value

Achieving recruiting and retention excellence

Creating a total reward and accountability orientation

Establishing a collegial, flexible workplace

Opening up communication between management and employees

Implementing focused HR technology

HR Strategy Alignment discover • plan • execute • succeed Learning & Growth Internal Processes Internal Customer Financial Performance Create Alignment Identify HR activities that drive business performance Link people and processes to organizational strategy Identify actionable metrics to measure effectiveness Partner with IT to execute HR technology strategy Identify required KSAs, behaviors, values required Identify strategic job families that deliver results Define competency model for job families Create Capability Information Capital Global Core HRIS system Talent Management System HR data warehouse Digital HR Organizational Capital Know business needs Strategic identity Manage change Align workforce to strategy Human Capital Knowledge, skills, abilities & values Improve business acumen Develop strategic HR competencies Enhance and communicate EVP Attract , Develop, & Retain Talent Develop leadership pipeline Facilitate movement of talent across organization Standardize MT program Attract “best-fit” talent into company Drive Organizational Performance Align individual performance objectives to business outcomes Improve performance management process beyond evaluation Drive cross-functional alignment Transform HR into Strategic Asset Understand business needs Consult on talent solutions Provide metrics on effectives of HR Increase utilization and effectiveness of HR assets through process and technology governance Improve impact of HR on business performance Build customer focused workforce Develop execution oriented culture Get the right people in the right place at the right time Promote company as an employer of choice Enhance Organizational Capability through Talent Effectiveness

Identify HR activities that drive business performance

Link people and processes to organizational strategy

Identify actionable metrics to measure effectiveness

Partner with IT to execute HR technology strategy

Identify required KSAs, behaviors, values required

Identify strategic job families that deliver results

Define competency model for job families

Information Capital

Global Core HRIS system

Talent Management System

HR data warehouse

Digital HR

Organizational Capital

Know business needs

Strategic identity

Manage change

Align workforce to strategy

Human Capital

Knowledge, skills, abilities & values

Improve business acumen

Develop strategic HR competencies

Enhance and communicate EVP

Attract , Develop, & Retain Talent

Develop leadership pipeline

Facilitate movement of talent across organization

Standardize MT program

Attract “best-fit” talent into company

Drive Organizational Performance

Align individual performance objectives to business outcomes

Improve performance management process beyond evaluation

Drive cross-functional alignment

Transform HR into Strategic Asset

Understand business needs

Consult on talent solutions

Provide metrics on effectives of HR

Increase utilization and effectiveness of HR assets through process and technology governance

Specific Company Practices Talent that hits the ground running Companies need to hire people who are already stars at doing the same kind of work in a similar environment Make it a great place to work Make sure your company is known as a great place to work. Focus on refining and communicating employer identity Make a presumption people are alike rather than different Place your resources where they can do the most good discover • plan • execute • succeed

Talent that hits the ground running

Companies need to hire people who are already stars at doing the same kind of work in a similar environment

Make it a great place to work

Make sure your company is known as a great place to work. Focus on refining and communicating employer identity

Make a presumption people are alike rather than different

Place your resources where they can do the most good

Specific Company Practices Synchronize pay - create opportunities For all - salary, opportunity for a bonus and stock options - All should share in this opportunity, and then share in the rewards Crucial importance - senior leadership Strong trust and confidence in senior leadership provokes higher returns Practice what you preach Understanding the balance between day-to-day operations and big picture initiatives; HR must establish credibility through seamless performance; HR must link the human capital strategies to business strategies discover • plan • execute • succeed

Synchronize pay - create opportunities

For all - salary, opportunity for a bonus and stock options - All should share in this opportunity, and then share in the rewards

Crucial importance - senior leadership

Strong trust and confidence in senior leadership provokes higher returns

Practice what you preach

Understanding the balance between day-to-day operations and big picture initiatives; HR must establish credibility through seamless performance; HR must link the human capital strategies to business strategies

Human Capitals Greatest Value Workforce behaviors that execute business strategy discover • plan • execute • succeed Employee skills have a market value based on what they are worth to the other companies… … but their strategic value is based on the role they play in your firm’s strategy execution.

Human Capital Business Defined Measuring the contribution of human resource management practices to the financial performance of the organization. discover • plan • execute • succeed Source: HR Scorecard: Linking People, Strategy, and Performance , Becker, Huselid, Ulrich, 2001 Entremaneur Human Capital Profile is the measuring stick!

Alignment Checkpoints Enterprise Value Proposition Board and Shareholder Alignment Corporate Office to Corporate Support Corporate Office to Business Units Business Units to Support Units Business Units to Customers Business Units to Suppliers / Alliance Partners Business Support Units to Corporate Support Source: Alignment, Kaplan, Norton discover • plan • execute • succeed

Enterprise Value Proposition

Board and Shareholder Alignment

Corporate Office to Corporate Support

Corporate Office to Business Units

Business Units to Support Units

Business Units to Customers

Business Units to Suppliers / Alliance Partners

Business Support Units to Corporate Support

Alignment Checkpoints discover • plan • execute • succeed Source: Alignment, Kaplan, Norton Board of Directors Enterprise Strategy Update Functional Strategy Update Customers SBU Strategy Update Support Unit Strategy Update Vendors/Alliances 1 2 3 4 8 6 7 5 Enterprise Strategy Map Board Strategy Map Enterprise Strategy Map Corporate Functional Strategy Map Enterprise Strategy Map SBU Strategy Map Enterprise Functional Strategy Map Business Unit Strategy Map SBU Strategy Map Support Unit Services Support Units Corporate Planning Process Business Planning Process

Linking People, Strategy & Performance Human capital becomes the key element in creating and sustaining value in business. No consensus blueprint for recognizing, developing, managing, or measuring this intangible asset exists. Thus begins - Entremaneur Strategic Solutions Real time approach to human capital performance vision, strategies, activities (people) On-line Strategy Questionnaire On-site Strategy Session(s) On-line Scorecard Ties real time people activities to strategies and vision discover • plan • execute • succeed

Human capital becomes the key element in creating and sustaining value in business.

No consensus blueprint for recognizing, developing, managing, or measuring this intangible asset exists.

Thus begins - Entremaneur Strategic Solutions

Real time approach to human capital performance

vision, strategies, activities (people)

On-line Strategy Questionnaire

On-site Strategy Session(s)

On-line Scorecard

Ties real time people activities to strategies and vision

Entremaneur Strategy Process The ultimate… Four Distinct Steps discover • plan • execute • succeed … real time… … Executive & Company Scorecard!

Entremaneur Process in Play discover • plan • execute • succeed Breakthrough Performance Step 3: Company & Executive Real-Time Scorecards Organization Chart (s) People & Time Chart (s) Dollar Allocation Chart (s) Vision, Strategy and Activity alignment Chart Step 1: Preliminary Business Strategy Profile 5 – 10 minute online questionnaire Individual Group Comparison / Recommendations Step 2: Strategic Onsite On-site Consulting Services & On-line SCORECARD Onsite Strategy Session(s) Onsite Integration, Implementation, Measurement & Management Session(s) Step 4: Individual Performance Profile Performance Management Organizational Cascading & Alignment Activity Performance Alignment Profile

Organization Chart (s)

People & Time Chart (s)

Dollar Allocation Chart (s)

Vision, Strategy and Activity alignment Chart

5 – 10 minute online questionnaire

Individual

Group Comparison / Recommendations

On-site Consulting Services & On-line SCORECARD

Onsite Strategy Session(s)

Onsite Integration, Implementation, Measurement & Management Session(s)

Performance Management

Organizational Cascading & Alignment

Activity Performance Alignment Profile

Business Strategy Continuum discover • plan • execute • succeed

Strategy Questionnaire BENEFITS and COST EFFECTIVENESS OF ENGAGING discover • plan • execute • succeed What Business Strategy Questionnaire does Benefits of Business Strategy Questionnaire What I can do with results of Business Strategy Questionnaire Simple delineation of Defined Vision and Strategies …a Simple Snapshot updated in real time Documents perceived Vision and Strategies and highlights inconsistencies Simple and quick assessment of Corporate Alignment – focus, control with integrated Vision and Strategies Alignment of Leadership Defines managements alignment, directs company to be on the same page, maintains simplicity Drives efficiencies & ties together Finances +Operations + People Performance Alignment of People Performance Defines that people activities compliment defined Vision and Strategies all the time, simply and in real time Uncover growth opportunities, drive business revenue, profitability, competition and internal hurdles Clear view of finances + operations + people performance and thus communication Defines where things are done, how they are done, and where $’s are allocated Improve internal communication aligned to activities and defined Vision and Strategies

Onsite Consulting & Online SCORECARD BENEFITS and COST EFFECTIVENESS OF ENGAGING discover • plan • execute • succeed What Entremaneur On site Consulting & Online Scorecard does Benefits of Entremaneur On site Consulting & On line Scorecard What I can do with results of Entremaneur On site Consulting & On line Scorecard Simple delineation of Defined Vision and Strategies …a Simple Snapshot updated in real time Documents perceived Vision and Strategies and highlights inconsistencies Simple and quick assessment of Corporate Alignment – focus, control with integrated Vision and Strategies Alignment of Leadership Defines managements alignment, directs company to be on the same page, maintains simplicity Drives efficiencies & ties together Finances +Operations + People Performance Alignment of People Performance Defines that people activities compliment defined Vision and Strategies all the time, simply and in real time Uncover growth opportunities, drive business revenue, profitability, competition and internal hurdles Clear view of finances + operations + people performance and thus communication Defines where things are done, how they are done, and where $’s are allocated Improve internal communication aligned to activities and defined Vision and Strategies

Entremaneur Fees Online Strategy Questionnaire…………………………………………………… $199/Group Onsite Strategy Session(s)……………………………………………………… $4,500/Group Online Strategy Executive & Company Scorecard.................................................. $Annual Licensing/Group Online Strategy – Individual Activity Profile..... $Included with Annual Licensing/Group & Individual discover • plan • execute • succeed Entremaneur, by CNC, Inc., Steps and Fees

CNC, Inc. - Contact www.cncincsolutions.com 562.498.3466 Business Vision & Strategies = YOUR business foundation! Do not hesitate – start now! discover • plan • execute • succeed