1. PRODUCT INTRODUCTION TalentOn-Talent Management Systems for China and the World All rights reserved. The information contained in this document is private and confidential and is proprietary to TalentOn. Without any written approval of TalentOn, no part of this document may be reproduced or transmitted in any form or by any means, including but not limited to electronic, mechanical, photocopying or stored in any retrieval system of whatever nature. Use of any copyright notice does not imply unrestricted public access to any part of this document. The symbol™ indicates a trade mark of TalentOn wherever it appears in this document. No. of Issue: 001 ™ Empowered by Microsoft xRM

2. Feed-based Collaboration Feed-based Collaboration Goal Management Goal Management Performance Review Performance Review Profile Profile 360 Assessment 360 Assessment Stack Ranker Stack Ranker Career Development Career Development Enterprise Talent Review Enterprise Talent Review – Performance vs. Potential Succession Management Succession Management

3. 3 Instant feedback merges the HR process into the activity feed. Eliminating delays in the feedback cycle enables learning. Personal activity feed provide pulse and updates from internal groups and communities Performance and Talent Management processes are seamlessly integrated with the collaboration framework. Entry page Enterprise activities are binding with feeds. Tasks and To-Do lists are also integrated and aligned with company goals.

4. Goal Management 1. Microsoft outlook style interface as the HR and administrator interface 2. Easily integrated with Microsoft platforms 3. SaaS model and on premise both ready Admin create customized chart for goals Data can be drilled down for more details

5. 5 Goal Management - Align goals to daily tasks - Cascade goal to team members - Easy task update in Outlook* - Feed for team member’ goal status * Screenshots: Goal management Cascade goals to team members Managers can review team member’s goals. Update own goal Goal Management Create goals based on the SMART model

6. 6 Performance review Competence divided into skills. For each competence category, measurements can be easily customized. Comments are easily input to each skill.

7. Performance review – HR / Admin interface Performance review schedules / records. 1. Admin / HR to use Microsoft xRM interface to manage the performance review processes Initiate a performance review request and select relevant candidates. Admin can easily create customized reports/charts with xRM

8. Role-based instant feedback analysis Easy access from overview to detailed feedback Analyze the competencies related to the feedback Feedback curve to analyze the employee’s improvement throughout the year. Performance review – summarize report of instant feedback

9. 9 * Planned in later release Profile Profile information fully compatible with Microsoft outlook and other applications Comprehensive information : performance records, competence etc Integrated with Linkedin Easily access the employees position in the organization and network around Follow and followed colleagues. SNS in enterprise can boost the innovation within the organization.

10. 360 Assessment 1. Role-based 360 review 2. Evaluator can choose to review a group of employees at the same time 1 2

11. 1 1. 360 result Overview 4. Development suggestions customized for that employee 2. Role-based 360 review analysis for each competency 3. Criteria of above/below average is based on normal distribution 360 Assessment 2 3 4

12. 12 Force ranking to get an overview of the performance of whole team In many scenarios, employees get average scores. Stack ranker forces managers choose the star in the team. Stack Ranker

13. 13 Development plan Career development plan based on evaluation result and personal plan Manager, HR and employee work together to customize the learning plan to systematically improve capability Track and update status anytime anywhere Gap between capability and position expectation is easily acknowledged and drive employee to continue improving Career Development Competency gap in current position Development goals customized for employee based on competency gap Possible future positions and gaps Personal development goals added by employee

14. 14 Friendly interface: Drag and drop Comprehensive indicators: performance review, 360 degree feedback etc. * Planned in later release Talent review matrix: Performance vs. Potential Potential axis Performance axis Identify future leaders: high potential talents Drag and drop employee to potential- performance boxes Comprehensive indicators for Performance and potential

15. 15 Succession plan based on Potential vs. Performance matrix. Succession analysis makes the process of changing leaders quick and smooth. Subjective evaluation of risk. Attractiveness of key positions. * Planned in later release Succession management Succession plan for Key employees to reduce the risk of losing Risk and impact of loss Successor readiness

16. For more information, contact us via: fang@ethos.com.cn mengjieguo@ethos.com.cn +86 10 62968255