1. The power of people made simple®
T
Changes in Employee Engagement Over Time
Figure 1
Overall Engagement among the employed
population 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/MiamiHeraldarticle,“Talentedemployees,greatmanagers:
huntingforthebestfit”byJimHarter,GallupChiefScientistofWorkplace
Management&Well-Being,(2016)
Source: HumanCapitalInstitute(2013),andGallup/SteveCrabtree,
“Worldwide,13%ofemployeesareengagedatwork”(2013)
(1)Source:CenterforAmericanProgress,“ThereAreSignificantBusinessCoststoReplacingEmployees”,byHeatherBoushey&SarahJaneGlynn(Nov2012)
(2)Source:TheConferenceBoard,(2013)
(3)Source:McKinsey:“Engagementreport,UnitedStates”(2010)
(4)Source:Bain&Co.,“Who’sResponsibleforEmployeeEngagement?”,ByJonKaufman,(Sept2012)
% 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 Rensi
Strategic 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.

2. 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 Dutra
CEO of the Executives' Club of Chicago
Former CEO of Korn Ferry Consulting
Angelina Iyamah-Wilson
Honda’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 Ziskin
Board 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

3. 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 for
producing 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 years
Figure 3
Administration
Payroll
Regulation
Backoffice Function
Personnel
Department Recruitting, L&D, Org Design
Total Rewards
Service Center, CoE
HR Business Partner
Strategic HR
Management, Succession,
Leadership, Coaching,
Integrated Processes
Talent Management
Integrated Talent
Management Differentiate & Segment Talent
Globally Optimize Talent Practices
Predict & Analyze Data
Integrated with the Business
Business-Integrated HR
(4)Source:Deloitte’sAnnual“Bersin”ReportonHRTrendsrecentlyconcluded(2015)
Control
Serve Staff Automate
Enable Staff Automate
Drive the Business
Plan for the Future
About Humantelligence
Delivered via Software as a Service (SaaS)
3

4. 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 Management
Tips 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 is
designed to collect a wealth of
information about people from their
responses to a few simple questions.
Unlike a questionnaire that asks for
opinions, or tries to measure knowledge
or skills, the Assessment uncovers the
WHY, HOW and WHAT about people
when it comes to work.
Humantelligence Self-Assessment develops leaders
at all levels of the organization with the off-the-shelf
tips on how to lead, motivate, and communicate with
each and every employee, thus further enhancing
engagement, 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

5. 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.
HumantelligenceTalentFit:JobPositionpreviewontheplatform
HumantelligenceAssessment:QuestionSample
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,‘PersonnelSelection’,JournalofOccupationandOrganizationalPsychology,(2001)
(6)Source:Schmidt&Hunter,‘Thevalidityandutilityofselectionmethodsinpersonnelpsychology’,PsychologicalBulletin,(1998)

6. 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
HumantelligenceActionManagementSystem:End-UserGoalDashboard
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 to
align 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

7. 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, and
consistent 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 healthcare
companies 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.HumantelligenceSurveyFeedbackTool:SurveyQuestionResults&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
4
7

8. 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
HumantelligenceCultureAnalytics,TeamCultureView
HumantelligenceCultureAnalytics,ViewComparingTwoOrganizationalCultures
Culture Analytics Solution
8

9. Mobile and Web Access for All Functionality
Our 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 and
Speed of Delivery
Our 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 Benefits
Secure, 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
HumantelligenceActionManagementSystemonDesktoporMobile.
9

10. 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 ENGAGEMENT
STRATEGIC 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-wage
employees.
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

11. 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?
higher
profitability
higher
productivity
higher customer
metrics
fewer safety
incidents
fewer quality
incidents (defects)
less
shrinkage
lower
absenteeism
lower turnover
(in high-turnover orgs)
lower turnover
(in low-turnover orgs)
fewer patient
safety incidents
eading researchers and management consultantsL
Source:TheHayGroup(2010)
Source:TowersPerrin-ISR(2010)
Source:BruceCampbellMordenSurveyWhitePaperfromGallupresearch(2010)
11 (7)Source:StateoftheAmericanWorkplaceReport:EmployeeengagementinsightsforUSBusinessLeaders”,Gallup,(2013)
7
Strong Return-On-Investment (ROI) on ERM / Engagement SaaS
In Conclusion:

12. 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
12
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