1. Mobile workforce training platform
Context-aware training solution
David Lerman Matt Weiler Mathieu Prado
Michael Bogobowicz Elena Gusakova
74 Customer Conversations
18
August 31, 2012

2. • American companies are trending towards contingent workforces
– Represents over 10% of overall workforce of large companies
• 1.3B mobile workers projected in 2012
– 37% growth from 2010
– 75% of North American workforce expected to be mobile by 2020
In
Office, 46
Where Workers Feel Most Productive Tablet Boom
%
In Office
At Home
Airplane
Hotel
At
Café
Home, 38
Public Transport
%
No Preference
• Huge opportunity to leverage mobile technology for training
Sources: IDC, iPass, ITPro, Cisco, Unisys, Comscore

3. Myth Status
Enterprises are using more mobile and contingent
workers
Enterprises want to enable training on mobile
devices
Workers are increasingly using technology to be
productive outside of the office
Enterprises are open to creating training content on
third party platforms
Selling effort requires multiple sign-offs, from HR up
the chain to CIO/CTO

4. • Growing market
• Competitive market
• Large players:
• The six largest LMS providers constitute 50% of
the market (SuccessFactors Learning and
Market Sumtotal Systems are the two largest)
• Fragmentation:
structure • The remaining 50% are: smaller LMS product
vendors, training outsourcing firms, enterprise
resource planning vendors, and consulting firms
• Active market:
• Players are entering with newer options

5. $
PowerPoints
$$
and docs $$$
Self paced
Accessibility
learning
$$$ Webinars
Help desk
$$
$$
Trial and $$$
error
Coworkers
$$$ word of
$$ Classroom mouth
training
Customization to audience

6. Knowledge/Mobile Task/Contingent

7. Mobile Just-in-time

8. HR ERP Location LMS 1 LMS 2
Enterprise Context Training Content
Contextual Training
Worker Context
User Activity
7

10. Employer Employee
• Large enterprise, where scalable • Permanent task worker
worker training is compounding pain • Engages in discrete work
point (ex: Fortune 5000) activities
• Often employed in large
• Established training strategy with
numbers
library of assets
• Succession training
• Employs task / contingent workers activities
• Highlighted industries include
financial • Contingent worker
services, pharma, consumer • Short-term hires
products, business services • Limited contracts
• Shifting responsibilities
• Off-schedule training needs
• No formal training classes
• Limited development
motivation

11. Immediate Short Term Medium Term
• Solicit additional • Build 5-company • “Trojan Horse”
hypotheses consortium to Strategy to LMS –
feedback collaborate on proprietary
build specs, share Minerva LMS to
• Identify early development own the vertical
evangelists costs learning
• Retain re-sale management
• Build-out more rights value chain
detailed demo
(wireframes, dem • Continue to
o video, test JIT develop customer
algorithms) pipeline

12. David Lerman Mathieu Prado 31 8 2012
Minerva: Context-Aware Training Matthew Weiler Elena Gusakova
Michael Bogobowicz
6
Fortune 5000
Platform must enable
(w/ existing LMS)
content creation / access Module-based, JIT content Ongoing Sales
HR/Vendor Force Pipeline
Management Systems for context-aware training
Employers
Sales force handholds
sales process Employer- (“Trainers”)
Edu strategy + quant Generated Content
3rd Party Content
tracking ensures content
Providers
retention
Human Division
Studios Equipped For Easily develop/distribute Resources Managers
High Quality Video training content to
Recording workforce
Protection of proprietary
client data/best practices Direct Marketing /
Reusable training content CIO / IT Department
SI/VARs Trials
Client-side human capital ↓ costs, ↑ ROI
(to design modules) Human Sales /
Support Task or Contingent
Screen / Event Training can be done
Recording Vendors Internet access & mobile Workers
devices Client LMS anywhere, anytime SI/VARs (“Trainees”)
content
Subscription
Educational
Back-End ($/user/month)
Research / Best
Hosting
Practices
Add’l Set-Up / Free to
Customization Fee Employee
Commission/
Coding / Customer 3rd Party Content –
Referral Fees
Development Acquisition Revenue Share
(SI/VAR)

14. What We Thought What We Found What’s Next
Enterprises are using more Confirmed How are mobile and
mobile and contingent contingent workers treated
workers differently? What are the
unique pain points?
Enterprises want to enable Somewhat – Where budgets
training on mobile devices and security allow
Workers are increasingly using Confirmed, but security is a
technology to be productive major concern
outside of the office
Enterprises are open to Yes, but various learning Ask Customers:
creating their own training curves, and lots of platform (1) Is there an unaddressed
content options to do so market gap?
(2) Big enough market for
many players?
(3) Isolate disruptive options
Selling effort requires multiple Confirmed – Lots of Can there be smaller,
sign-offs, from HR up the chain stakeholders from HR up divisional customers within an
to CIO/CTO through the board of directors org?

17. David Lerman 26 8 2012
Minerva: Enterprise Training Platform Matthew Weiler
Michael Bogobowicz 2
High Level
• Limited primary partners/suppliers • Key activity: Customer uptake • Employers (“Trainers”)
• User-generated content means • Trainers need to create relevant • Lead w/self-service – sign-up via web • The purchaser of platform
platform is all that’s required content and share w/workers • Value prop: Platform to easily • Full company roll-out will require • The developer of content
• Possible content partner: Creators of • Workers need to use modules develop/distribute training content more • Employees (“Trainees”)
3rd party training content who want to • Company needs to accept platform to workforce seats, integration/customization • The consumer of content
use our platform • Channels (SaaS): Internet • Especially useful for remote workers • Platform should automate customer
• Reduces “graveyard” issue – early browser, mobile app [employee-level who can’t sit in classroom/lecture content creation Detail
users are greeting with pre- logins] hall
• Smartphone/tablet-dependent job
existing content • Monthly/annual payment • Module-based allows for infinite
functions
• Possible development partner: combinations of relevant content to
• Large enterprises who need to scale
Screencast recording vendor various worker types
training programs
• Possible development partner: Local • Can act as individual tutor
• Enterprises with contingent
studios/Kinko’s with high-quality addressing worker’s individual
workforces, who constantly hire as-
recording rooms for video content needs / weaknesses (adaptive
needed, off-schedule
• Possible development partner: Event learning, like GMAT)
• Divisions who self-train employees
recording vendors (to capture formal • Human capital (to design modules) • Reusable content saves money
• Any company/division who must
lectures/webinars) • Buy-in from company, divisions to • Digestible modules keeps workers
train remote/mobile sales force(s)
• Possible distribution partners: use this as a training tool engaged
• Sales teams
Enterprise software vendors; Vendor • Protection of proprietary client • Customization / quantitative
• Awareness – Trade shows, online • Industries with formalized on-
Management Systems (for contingent data/best practices performance feedback ensures
ads, direct sales, case boarding training
workers) • Require educational basis for lift vs. content retention
• Industries with continuing education
status-quo (“better teaching tool”) • Mobile access makes “on-the-go” studies, WOM/viral
• Trial (30/60/90 days) use to # seats • Human Resources
• Require results basis for better training easy, can be done in small
efficiency, savings, organization, etc downtime moments • Self-service online subscriptions
w/add’l customization
• Zendesk support (online channel)
• Back-end hosting Revenue
• Coding/development • Subscription model ($/seat/month) - $5-10?
• Education research / best practices • Add’l modules/templates for extra $
• Customer acquisition • Customization / consulting
• Sales team • Currently paying for employees to run training, 3rd party
• Advertising outsourcing, 3rd party materials
• Industry events Current costs
• Overhead (office, salaries, etc) • Lost revenues/working hours from ee’s running training
• Highly scalable once platform designed • 3rd party outsourcing
• Biggest variables: content storage, on-boarding • Aim for low customer concentration

18. David Lerman Mathieu Prado 28 8 2012
Minerva: Workforce Training Platform Matthew Weiler Elena Gusakova
Michael Bogobowicz
3
Easily develop/distribute Fortune 5000
3rd Party Content mobile training content to Self-Service
Providers Platform must enable workforce Registration
content creation / access
Employers
Module-based content for Employer-
Screen / Event (“Trainers”)
custom syllabus Generated
Recording combinations Content
Vendors
Reusable training content Human Division
Studios Equipped Resources Managers
For High Quality ↓ costs, ↑ ROI
Video Recording
Mobile content for “on-the-
HR/Vendor Protection of proprietary go” training can be done CIO / IT
Management client data/best practices anywhere, anytime Department
Systems
Internet Access & Mobile
Online Self-Service
Devices Quantitative performance Mobile
(Sales/Sign-Up)
feedback ensures content Employees
Human Capital (To retention Human Sales / (“Trainees”)
Design Modules) Support
Educational Subscription
Back-End
Research / Best ($/user/month)
Hosting
Practices
Add’l Set-Up /
Customization Fee
Coding / Customer
Development Acquisition 3rd Party Content –
Revenue Share

19. David Lerman Mathieu Prado 29 8 2012
Minerva: Workforce Training Platform Matthew Weiler Elena Gusakova
Michael Bogobowicz
4
Platform must enable Fortune 5000
Edu strategy + quant Ongoing
3rd Party Content content creation / access Self-Service
tracking ensures content Sales Force
Providers Registration
retention Pipeline
Sales force handholds Employers
Employer-
Screen / Event sales process (“Trainers”)
Easily develop/distribute Generated
Recording mobile training content to Content
Vendors workforce
Human Division
Studios Equipped Resources Managers
For High Quality Reusable training content
Video Recording ↓ costs, ↑ ROI
Protection of proprietary Module-based, JIT content CIO / IT
HR/Vendor
client data/best practices for custom syllabus
Management Department
combinations
Systems
Internet access & mobile
Online Self-Service
devices Mobile
Mobile content for “on-the- (Sales/Sign-Up)
Client-side human go” Training can be done Workers
capital anywhere, anytime Human Sales / (“Trainees”)
(to design modules) Support
Educational Subscription
Back-End
Research / Best ($/user/month)
Hosting
Practices
Add’l Set-Up / Free to
Customization Fee Employee
Coding / Customer
Development Acquisition 3rd Party Content –
Revenue Share

20. David Lerman Mathieu Prado 30 8 2012
Minerva: Workforce Training Platform Matthew Weiler Elena Gusakova
Michael Bogobowicz
5
Platform must enable Module-based, JIT content Fortune 5000
3rd Party Content content creation / access for custom syllabus Ongoing Sales
Providers combinations context- Force Pipeline
aware training Employers
Sales force handholds Employer-
Screen / Event (“Trainers”)
sales process Edu strategy + quant Generated
Recording Content
Vendors tracking ensures content
retention
Human Division
Studios Equipped
Easily develop/distribute Resources Managers
For High Quality
Video Recording training content to
Protection of proprietary workforce
HR/Vendor client data/best practices Direct Marketing / CIO / IT
Management Reusable training content Trials Department
Systems ↓ costs, ↑ ROI
Internet access & mobile
devices Human Sales /
Support
SI/VARs Training can be done Workers
Client-side human
anywhere, anytime SI/VARs (“Trainees”)
capital
(to design modules)
Subscription
Educational
Back-End ($/user/month)
Research / Best
Hosting
Practices
Add’l Set-Up / Free to
Customization Fee Employee
Commission/
Coding / Customer 3rd Party Content –
Referral Fees
Development Acquisition Revenue Share
(SI/VAR)

21. David Lerman Mathieu Prado 31 8 2012
Minerva: Workforce Training Platform Matthew Weiler Elena Gusakova
Michael Bogobowicz
6
Platform must enable Fortune 5000
3rd Party Content content creation / access Module-based, JIT content Ongoing Sales
Providers for context-aware training Force Pipeline
Employers
Sales force handholds Employer-
Screen / Event (“Trainers”)
sales process Edu strategy + quant Generated
Recording Content
Vendors tracking ensures content
retention
Human Division
Studios Equipped
Easily develop/distribute Resources Managers
For High Quality
Video Recording training content to
Protection of proprietary workforce
HR/Vendor client data/best practices Direct Marketing / CIO / IT
Management Reusable training content Trials Department
Systems ↓ costs, ↑ ROI
Internet access & mobile
devices Human Sales /
Support Desk-based
SI/VARs Client-side human Training can be done taskworkers
capital anywhere, anytime SI/VARs (“Trainees”)
(to design modules)
Subscription
Educational
Back-End ($/user/month)
Research / Best
Hosting
Practices
Add’l Set-Up / Free to
Customization Fee Employee
Commission/
Coding / Customer 3rd Party Content –
Referral Fees
Development Acquisition Revenue Share
(SI/VAR)

22. 7

23. 7

24. • 1.3B mobile workers projected in 2012
– 37% growth from 2010
– 75% of North American workforce expected to be mobile by 2020
• 54% of mobile workers feel they can be productive outside of the
office
• Between 60-70% of mobile workers aged 22-54 use a tablet
In
Office, 46
Where Workers Feel Most Productive Tablet Boom
%
In Office
At Home
Airplane
Hotel
At
Café
Home, 38
Public Transport
%
No Preference
• Huge opportunity to leverage mobile technology for training
Sources: IDC, iPass, ITPro, Cisco, Unisys, Comscore

25. My Dashboard Statistics Users Catalogue Help
Reports User Activity
 User Activity
 User Satisfaction 4000
 User Location 3500
 Course Scores
 Course Feedback 3000
 Time-to-Complete
 Heatmaps
2500

Open
Top Users 2000
 Failed Courses Passed
1500
Failed
1000
500
0
May Jun Jul Aug Sep Oct Nov Dec

27. “Anytime” training is desired; classroom time seen as meddlesome
Even large companies in 2012 still put key employees on planes to teach
across the country, or across the world; human presence still valued
Outsourced jobs to key locations like India and Manila are a fertile ground to
leverage remote services
Some large companies still lack formalized training beyond “on the job”, “1-on-
1” mentorship, or handing out PPTs
Potential added value by integrating principles of Instructional Learning Theory
for proven retention – VERY complicated to build legitimate program
A lot of corporate training is focused around compliance and not advancement
On-boarding still often involves binders and papers that aren't read or checked
for understanding

28. Technology enhances the perceived value of training, whereas paper
diminishes it (at least in younger generations)
iPad adoption is being discussed by many firms, but adoption timeline
unclear
Companies are moving to support mobile devices, but often put
restrictions such as only corporate issue can access internal
resources
iPad adoption as a part of their current training software solution has
been discussed as a medium for expanding language offerings