11/11/2009 Copyright Orca Eyes Inc. all rights reserved 2009 Workforce Optimization November 2009

11/11/2009 Copyright Orca Eyes Inc. all rights reserved 2009 Strategic workforce planning provides the foundation for integrated talent management Definition: “ Strategic workforce planning manages risk associated with workforce scarcity and volatility by using business analytics to get ahead of talent needs and make smart investments in programs that deliver and deploy the right skills at the right time for the right cost.” “Human capital management is not an HR responsibility, it’s an organizational responsibility, however, it is incumbent upon HR to enable the business to drive strategy execution” Kevin Martin, vice president and principal analyst, human capital management, Aberdeen Group

11/11/2009 Copyright Orca Eyes Inc. all rights reserved 2009 Most companies have a patch quilt of non integrated HR related systems and not commonly owned

11/11/2009 Copyright Orca Eyes Inc. all rights reserved 2009 Good Reasons not to leap into buying decisions The marketplace offers many solutions creating confusion and caution in buying decisions The solutions vary in options, strengths, maturity and levels of integration Many do not fit into IT architecture Many do not complement how your organization governs talent management

11/11/2009 Copyright Orca Eyes Inc. all rights reserved 2009 Orca Eyes is an enabling technology Orca Eyes solution works seamlessly with IT infrastructure and the quilt work of applications to drive business goals It is intuitive to your governance of talent By implementing the organization will reduce the cost of errors, save time and better meet compliance requirements Orca Eyes supports the company’s goal to better implement existing processes and facilitate a more integrated, data rich approach to a given process Orca Eyes solutions empower the organization to execute new tasks

11/11/2009 Copyright Orca Eyes Inc. all rights reserved 2009 Orca Eyes Technology solution allows and supports the answer to these challenging questions How can we tie training programs to employee development plans and organizational goals? Which business units are meeting their performance goals? Why are we losing our best performers to the competition? How do we account for the Gen Y and the retirement of the Baby Boomers? Is it easily Integrated with ongoing HR programs? What data do we need to build a real pay-for- performance culture?

11/11/2009 Copyright Orca Eyes Inc. all rights reserved 2009 Orca Eyes is the foundation for any integrated talent management plan Orca Eyes bridges people and critical work processes to achieve optimal utilization of resources, knowledge and information Orca Eyes is proactive and predictive for risks in the workforce Orca Eyes drives out under achievement and identifies producers Orca Eyes aligns business unit goals and talent

11/11/2009 Copyright Orca Eyes Inc. all rights reserved 2009 Dashboard simplistic allows you to focus on the real problems Simple to understand color indicators o Green = Good o Yellow = Caution o Red = Problematic Consistent, easy to understand targets: o Scale from 0 – 200 o 100 = Target o 110 = 10% Above Target o 90 = 10% Below Target

11/11/2009 Copyright Orca Eyes Inc. all rights reserved 2009 Segmentation into critical risk areas is simple using one click drill down technology 9 Retail shows the largest risk while Commodities shows the least

11/11/2009 Copyright Orca Eyes Inc. all rights reserved 2009 Orca Eyes’ SonarVision™ includes an action planning module to determine scenario outcomes

11/11/2009 Copyright Orca Eyes Inc. all rights reserved 2009 SonarVision™: Determining the Initial Gap  While Demand for this organization rises modestly, the supply of current employees (headcount) drops dramatically because of retirements and turnover  The result is a very large initial gap that the organization must fill to meet its goals Headcount Demand Initial Gap

11/11/2009 Copyright Orca Eyes Inc. all rights reserved 2009 SonarVision™: Gap after Hiring and Action Planning  Even when looking at historical fill rates and assuming they will continue, there is a gap, meaning the organization must create an action plan to meet future demand  Options include other labor markets, redeploying recruiters to address the problem, etc. Gap after hires “What if” modeling

11/11/2009 Copyright Orca Eyes Inc. all rights reserved 2009 SonarVision™: Action Planning  The Action Plan tracker shows progress against goals.  The planner provides straightforward ROI calculations to easily see bottom line impact. In this case, our changes will save the organization $23M Projected progress vs. goals ROI Impact

11/11/2009 Copyright Orca Eyes Inc. all rights reserved 2009 SonarVision™: Ongoing Monitoring 14  Constant monitoring provides feedback to the organization about performance and risk areas. The monitoring can be done at several levels, including revenue risk due to a project loss or completion. Revenue Risk

11/11/2009 Copyright Orca Eyes Inc. all rights reserved 2009 SonarVision™: Ongoing Monitoring  The project loss shown before provides a surplus workforce which can be easily analyzed for other projects to optimize staff deployment. Where can we redeploy engineers?

11/11/2009 Copyright Orca Eyes Inc. all rights reserved 2009 SonarVision™: Monitoring  Scan  Constant monitoring informs the Scan phase of the next workforce planning cycle.  As with all SonarVision™ screens, the coloring and target scale provide easy to understand metrics that will drive each phase of the workforce planning process

11/11/2009 Copyright Orca Eyes Inc. all rights reserved 2009 Orca Eyes shows the way Join the leading companies that are adopting our technology for labor optimization and at all levels!  Nationwide  ATK Armament Systems  Rio Tinto  U.S Federal Reserve Bank  ServiceMaster  Superior Energy Services  Alliant Technologies  HEB  TruGreen  HRsmart