1. “25 Year Cycle Big Idea” for Strengthening Employee Relations so as to Drive Engagement, Productivity and Profitability HR Specialty Products & Services Catalogue Executive Summary A No Frills Distillation of Vendor’s Marketing Collateral Thomas A Ference President & CEO Human Resources Mining & Distribution Co Locating, Validating and Accelerating HR Innovation Office: 219-662-0201 Cell: 630-240-2583 Fax: 219-661-0236 e-mail: tference@hrmdco.comtference@hrmdco.com Website: www.hrmdco.comwww.hrmdco.com

2. Continuous Employee Relations Improvement Process In most organizations, communication is management centric creating a top down, “we vs. them” employee relations environment causing employee mistrust, ill-gotten rumors and a lack of employee input for improving the workplace conditions This management-driven process consists of 5 simple to use and understand yet highly effective modules that have been developed based on 40+ years of employee relations experience designed to learn about and address what employees want The modules reverse communication flows by making them employee centric with an overarching goal of making the organization a “better place to work “. They include company information sharing meetings, one-on-ones to develop mutual trust, employee performance influencing, early warning on workplace issues from identified opinion leaders and solutions teams to solve workplace problems Concise reports allow HR to monitor progress and compliance with modules as designed Increases in employee engagement, retention and performance, helps maintain union free environment, reduces employee litigation, optimizes employee’s contributions and makes supervisors confident leaders of people

3. Yesterday’s Paradigm vs. Tomorrow's Model for Success Yesterday Irregular and impersonal top down management communication leaving employees wondering 50% of supervisors admit they are not making time to manage employee performance Companies lack process to keep finger on pulse of the workplace allowing room grapevine and ill- gotten rumors Innovation is left to a few with the majority of employees feeling left out and disrespected Tomorrow Face-to-face group meetings so employees understand their role, dialogue about new solutions and suggest ways for a better place to work Supervisors made available to know employees as individuals and vice versa resulting in mutual trust & bonding Employer’s ability to fix the small things raises management's image and creates a positive grapevine as messages spread Innovation solutions on workplace problems coming from suggestions made in cross functional face-to-face group meetings

4. 5 Ongoing Modules ModulesHow it OperatesPurposeExpected Result Management with Employees Representative / cross section of 10 to 15 employees meet face-to-face with location managers to learn about company, dialogue on issues and make positive suggestions Communicate company information Increased employee engagement One-On- Ones Each supervisor meets rotationally with 5% of employees per month individually to learn about each employee and allow employees to learn about supervisor on a more personal basis Build mutual trustReduce turnover and allegations of favoritism Performance Improvement Positive joint effort between supervisor as performance coach and employee to diagnose and metric performance improvement Build employee receptiveness Incremental and sustainable performance improvement Opinion Leaders Get to know key opinion shapers and conduct regular two way dialogue with them Keep's management's fingers on the pulse of workplace Early warning on workplace issues Solution Teams Cross functional and representative groups of employees meet with managers to solve increasingly difficult workplace issues Solve workplace issuesCross functional groups lead to innovative solutions

5. Continuous Process Management One-On Ones Performance Opinion Leader Solution Team

6. Typical Implementation Timeline Management One-On Ones Performance Opinion Leader Solution Team Weeks 1 &2 Weeks 3 & 4 Month 3 Month 4 Month 6

7. Next Steps This product/service is contained in the HR Specialty Products & Services Catalogue™ Operational level details about this particular service provider can be obtained in conference with the vendor The HR Mining &Distribution Co. is an independent and contracted representative of the vendor Upon your request, we will arrange for an introduction that can range from a simple, quick conference call to a services overview / system demo Tom Ference 219-662-0201 (Chicagoland area) or tference@hrmdco.com Thank you for your potential interest in this fresh thinking