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Humantelligence ERM Suite (Employee Relationship Management )The power of people made simple Despite the entrance and proliferation of 100sof HCM/HRIS software solutions over the past 50,000 annually, and for their employers the typical15 years, employee engagement hasn’tcost of turnover is 20% of that annual salary, or 10,000.1 Humantelligence was developed for thisimproved at all, especially among customer-facingdifferent overall workforce challenge – throughcompanies with large, highly distributed low-wagebetter “employee relationship management”workforces (see Figure 1). Why? These existingment, turnover, and performance managementemployee engagement. They were intended forfor the entire workforce.other purposes, such as process automation, datareduction, streamlining of processes, etc. They werenot created to apply behavioral sciences to thefront-line (or 80% of the workforce) for hiring,engagement, cultural alignment, and performance management. For perspective, threeFigure 1Changes in Employee Engagement Over Time100908070605040% Disengaged&Actively Disengaged3010% Engaged02000 2001 2002 2003 2004 2005 2006 2007 2008 2009 2010 2011 2012Source: Gallup/Miami Herald article, “Talented employees, great managers:hunting for the best fit” by Jim Harter, Gallup Chief Scientist of WorkplaceManagement & Well-Being, (2016)1Humantelligence reduces turnover by26%, improves engagement by 40% onkey strategies mobilizing the entireworkforce, and identifies a team orcompany’s culture at 87% accuracy,which allows for further workforcealignment and engagement.The “CEO Challenge Report” by The ConferenceBoard 2 revealed that today’s #1 CEO challenge isHuman Capital Management (HCM). Gallup points outthat employee engagement remains at 30% and at 13%in the US and globally, respectively (see Figure 2),despite the proliferation of HCM software vendors such20Figure 2Overall Engagement among the employedpopulation in 142 countries worldwideOnly 13% are engaged2011 - 2012(ERM ) companies can improve hiring, engage-HCM solutions were not designed to increasecollection, system integration, better analytics, costquarters of the entire US workforce makes less thanas SAP/SuccessFactors, WorkDay, Oracle/PSFT-Taleo,2463132008 - 2009276211Source: Human Capital Institute (2013), and Gallup/Steve Crabtree,“Worldwide, 13% of employees are engaged at work” (2013)The relationship between the company andits employees and workforce is broken.The workforce of tomorrow isn’t the sameworkforce of yesterday or today. Humantelligenceis the first and only global solution that will improvethis relationship and I love what it can do to helpthe development of the individual, and what it cando for our country and for the people globally.”ADP, Ultimate Software, Infor, Cornerstone, etc. Thishas been proven to impede growth, profitability, and3,4customer satisfaction.(1) Source: Center for American Progress, “There Are Significant Business Costs to Replacing Employees”, by Heather Boushey & Sarah Jane Glynn (Nov 2012)(2) Source: The Conference Board, (2013)(3) Source: McKinsey: “Engagement report, United States” (2010)(4) Source: Bain & Co., “Who’s Responsible for Employee Engagement?”, By Jon Kaufman, (Sept 2012)Ed RensiStrategic Advisor and Former CEO ofMcDonald’s Corporation, 34 year career
I’ve spent 28 years in HR trying to solve andenhance the fundamental relationshipbetween a manager and the people who work forthem. Humantelligence is the first product I haveseen that simplifies and makes more practical themanager-employee interaction and engagementacross workforce colleagues, which is now toocomplicated. HT also helps everyone focus on theright strategic actions, with measurable results,holding everyone accountable, where appropriate.”Ian ZiskinBoard Member and Former CHRO, NorthropGrumman Corporation, (2003-2010)Why Humantelligence’s ERM is theNext Evolution of HCMWith tens of thousands of users across the US,Tglobally. One of our largest customers, Honda USA –he Humantelligence (HT) suite provides innovativecloud-based SaaS solutions that solve today’s topworkforce challenges and redefines the true meaningof HCM into a broader understanding of ERM (Employee Relationship Management). It is time forCEOs to recognize the fundamental relationshipbetween individual managers and each employee,Latin America, and Europe/Middle East, Humantelligence is helping solve the engagement problemwho has been using HT solutions since 2012 withthousands of users – recently nominated Humantelligence for the esteemed American Honda PremierPartner Award , which is awarded to suppliers whoembrace the Honda philosophy of exceeding expectations.as well as between organizations and the workforceat large. Throwing an endless array of HCM softwareautomation tools at the engagement problem will not fixit. A fundamental shift in the employer-employeerelationship and better connection, communication, andHumantelligence offers a unique, powerful,and easy-to-use suite of solutions that enablesHonda to deploy innovative associate engagement,development and people management practices.”collaboration is required. The HT solution fixes that byaddressing the four key strategies that CEOs careWith a science-based yet very pragmatic setof instruments, Humantelligence helpsmanagers understand what motivates and drivestheir people in order to increase productivity,about most: 1) grow talent internally; 2) providewe can make a difference in the lives of employees,customers and organizations drove my involvementwith Humantelligence.Ana DutraCEO of the Executives' Club of ChicagoFormer CEO of Korn Ferry Consultingengagement; and 4) improve performance management and accountability.HT does this not only at the executive ranks, but also atHow Humantelligence Helps HRBecome “Business Integrated”tional HCM solutions do not address the 80% of the USAs Figure 3 shows, Deloitte’s Annual “Bersin Report onthe customer-facing, front-line employee level. Tradi-workforce making less than 50,000. As such, the HTERM platform is much more effective than HCMsolutions for improving: 1) low productivity; 2) lowchemistry; 3) high turnover; 4) low engagement;and 5) cultural alignment. HT aligns with the CEOpriorities of growing internal talent, increasing engagement, and improving performance management.2Honda’s Manager of Organization Developmentemployee training & development; 3) raise employeeengagement and, ulti- mately, customer satisfaction and performance results. My firm belief on howAngelina Iyamah-WilsonHR Trends” 4 recently concluded (2015) that the HRfunction has evolved over the past 30 years from beinga personnel department, to “strategic HR”, to “Integrated Talent Management”, and finally since 2015 intobeing a fully “Business-Integrated” HR function.Humantelligence’s solutions directly enable this transformational shift in the role of HR. For the first time
Figure 3How the HR Function has evolved over the last 30 yearsPersonnelDepartmentAbout office FunctionControlAbout HumantelligenceStrategic HRRecruitting, L&D, Org DesignTotal RewardsService Center, CoEHR Business PartnerServe Staff AutomateIntegrated TalentManagementManagement, Succession,Leadership, Coaching,Integrated ProcessesTalent ManagementEnable Staff AutomateBusiness-Integrated HRDifferentiate & Segment TalentGlobally Optimize Talent PracticesPredict & Analyze DataIntegrated with the BusinessDrive the BusinessPlan for the FutureHumantelligence provides innovative cloud-basedSaaS solutions that leverage behavioral science to(4) Source: Deloitte’s Annual “Bersin” Report on HR Trends recently concluded (2015)improve chemistry, hiring, culture alignment, andengagement across an entire workforce and thatdrives strategic actions delivering measurableresults.Humantelligence is the pioneer in applyingworkforce sciences to both human capitalmanagement and performance management,enabling HR leaders to measure and impactstrategic business operations, productivity,revenue, and ultimately profit.technology and workforce sciences are beingcombined to enable HR leaders to finally impactUnique Humantelligence Advantagevs Conventional HCM/HRIS Solutionsalignment in a meaningful way – specifically, tied toA Disruptive Approach – “Targeting the 80%”initiatives. As such, Humantelligence enables the HRConventional HR consulting and HCM solutions almostchemistry, hiring, engagement, and culturalperformance management, KPIs, and businessfunction to transform into a “business-integration” roleimpacting the business operations directly and thebottom-line. How? By leveraging behavioral sciencesat all levels and across the entire workforce, compa-nies gain valuable people and business insights thatcan be utilized to enhance business and operationaldecisions. HR can now influence revenue-drivingstrategies via targeted performance managementtools that influence strategic goals, tasks, and actionsat all levels of an organization. The merger of humanDelivered via Software as a Service (SaaS)Humantelligence HCM/ERM solutions aredelivered on a secure, reliable, and highly scalablearchitecture that offers customers rapid deployment, rapid results, and continuous innovation at alower total cost of ownership than other solutions.3capital, or talent management, with measuring KPIsFront-line, Customer-Facing Workforce.exclusively target the small nucleus of executivemanagement and white-collar employees, NOT themuch larger groups of front-line employees. In otherwords 80% of the customer-facing workforce within allindustries including retail, restaurants, hospitality,healthcare, financial institutions, and call centers. HTcan be used to reach the millions of underservedfront-line employees who are responsible forproducing the business results that Fortune 1000companies want.and driving business results has finally arrived. TheA More Comprehensive Behavioral Science Tool – Aan organization’s people and culture, via the HTReport. Today’s market for self-assessment tools areHR leader can now influence and prove a ROI aroundsolution which makes “the power of people madesimple” .SaaS Solution On All Platforms, Not Just a Stagnanteither cost-prohibitive at 300 for senior executives(Top 5% of employees), such as Lominger from Korn
Ferry; or are antiquated “report-based” tools likePredictive Index, Birkman, Caliper, and DiSC, whichstill require an on-site visit by a PhD OrganizationalBehavior consultant for ½ day interpretation of theresults at a 2000 price tag. In addition, thesetools are often focused simply on the “behaviors” ofemployees and are not as comprehensive asHumantelligence’s “four lenses” which includethe same scientifically proven results aroundemployee “behaviors”, but also contain insightsinto their “motivators”, ideal work, and lifepriorities. In addition, the HT solution provides keytips around three other leadership and managementareas off-the-shelf, for each individual employeeaccessible to any team leader, including how tocommunicate, motivate, and lead the employee,as well as their teaching and learning styles.Disruptive Technology – Tying Behavioralas such, the data analytics can be presented onment. Current technology addressing the HRand aggregate the data in a more user-friendly way.vendors (SAP/SuccessFactors, Oracle/PSFT,side-by-side comparisons of employees to resolveantiquated and ill-suited to the modern, millenni-teams,” and overall corporate culture diagnosis forconnected, trained via gamification, tech-savvy,This makes Humantelligence one of the firstgual. HT is built from the ground up to be easy, fastHT solution is not paper-based, but in the cloud, andScience to Operational Performance Manage-any device – mobile, laptop, etc. – and can roll-upsolutions market is mostly from the mainstream ERPThis behavioral science can then be leveraged forWorkDay, etc.). Their DNA and technology areconflict, team or group comparisons to identify “bestal-driven global workforce: mobile-first, sociallydivisions, functions, and the entire organization.armed with big data, and increasingly multi-lin-It’s proprietary technology uses 30 years of provenscience in a mobile-responsive, social, gamifiedPEAK PERFOMANCELife PrioritiesWork Motivatorsinformation about people from theirThemes that provide a guidepostresponses to a few simple questions.or filter for making importantwork behaviors and help to explainchoices in all areas of your life“WHY” you do your workUnlike a questionnaire that asks foropinions, or tries to measure knowledgeor skills, the Assessment uncovers theWork Behaviors“HOW” you tend to behave inWHY, HOW and WHAT about peoplewhen it comes to work.a given situation, the typicalways that you go about your workand fun – accessible for front-line employees in themodern global workforce, both in English or Spanish.What does the Humantelligence Self-Assessment Measure?designed to collect a wealth ofcompany’s “true” corporate culture. (Figure 4, 5).Further differentiation comes with the fact that theFigure 4The Humantelligence Assessment istools to identify, diagnose, and present yourHidden motivators that drive yourIdeal Work“WHAT” you like to do, thecharacteristics of the work itself thatgive you the most energy and fulfillmentplatform that integrates into existing enterprisetechnologies.The unique HT Action Management System(AMS ) is a performance measurement andmanagement tool that provides a closed loopprocess delivering multimedia content, tools,training, and tips for day-to-day operationalincreases in motivation, management, andFigure 5Additional Key ManagementTips are Delivered to All leaders?Humantelligence Self-Assessment develops leadersat all levels of the organization with the off-the-shelftips on how to lead, motivate, and communicate witheach and every employee, thus further enhancingengagement, understanding, and communication.4leadership at all levels of an organization, down tothe front-line employee focused on the company’skey strategic goals, tasks, and actions. The Humantelligence platform is an agile-produced cloudsolution leveraging the latest open-sourced infra-structure, so users will benefit weekly from updatesand new features.
Our Four Solutions & Their Benefits1success based on “fit” with the company’sthrough cultural fit measures which is only happen-An unparalleled and proprietary personality “self-as-manager fit. For companies that have several hightechnical skills based on a resume review (62%), orthat helps understand four key culture “lenses” ofbehavioral science data and creates an “IdealSelf-Assessment Solutioncorporate culture, group/team fit, and/or hiringsessment” scan (online, 36 questions, 15 minutes)performers in one role, the tool aggregates theirthe workforce, specifically, work motivators,Profile” which hiring managers can recruit andbehaviors, ideal work, and life priorities. It alsodelivers off-the-shelf tips for leaders on how tomotivate, lead, and communicate with everybenchmark against, saving countless hours in thefiltering and interview process. This allows compa-nies to improve their hiring of “engaged employees”ing 6% of the time today, as most just hire foron simply behavioral interviews (32%).5 Although thelatter two are the easiest and quickest factors tomeasure in the hiring process, they are not anaccurate indicator of high performance as much asthe former category of employees, or the “want to”(engaged) employees.6employee. This solution improves individual employeeself-awareness, as well as team understanding,communication, and chemistry.Humantelligence Assessment: Question Sample2Talent Fit / Hiring SolutionThis could be the most important innovation inhiring since the resume. Talent Fit allows you tohire the right people for the right role, leveraging themost powerful behavioral science that exists –matching new or internal candidates – not only forHumantelligence Talent Fit: Job Position preview on the platformskills (resume, know-how), but also for predictive5(5) Source: Robertson & Smith, ‘Personnel Selection’, Journal of Occupation and Organizational Psychology, (2001)(6) Source: Schmidt & Hunter, ‘The validity and utility of selection methods in personnel psychology’, Psychological Bulletin, (1998)
3Engagement SolutionA simple way that Humantelligence begins to solvethe engagement problem for the entire workforce:goals, tasks & actions, to the right people, at the righttime. The five Engagement Solution modules helpwith the continual engagement and performancemanagement of the entire workforce. Until now, mostcompanies with large front-line customer-facing,low-wage workforces have had no way to connectdirectly with this population of employees on aone-to-one basis. This solution helps deliverinformation, training, strategic mandates and goals toHumantelligence Action Management System: End-User Goal Dashboardthis population and then measures and benchmarksthat workforce against those strategic actions, as wellas captures business, consumer, and employeeinsights through quick “pulse” surveys easily deployedto the entire workforce.Action Management System (AMS) & Performance Management – allows organizations toalign and motivate employees around key specificstrategic goals, tasks, and actions – by company, bydivision, by territory, or by function – delivering fast,measurable business results. HT’s AMS solutiontakes LMS (Learning Management System) to anew level by providing actionable content thatallows employees to on-board more effectivelyand stay current with new processes, learnings andprograms, while being measured as they complete it.Many large companies have LMS today, but they arenot utilized well because there is no correlation backto employee’s daily jobs, or to key strategic goals or6actions of the company. HT’s AMS makes thatbusiness-related interests, market or product focus,the outcome, and provides a way to incentivizetion becomes a competitive advantage for theThink of an LMS system that becomes job-related orproducts company’s brand manager of detergentlearning content. (i.e., it is like taking a library ofresearch study that would impact the scent of acorrelation, ensures it gets done, tracks it, measuresor other related services, where sharing informa-each employee individually through gamification.organization. For instance, a large consumerstrategic initiative-related, and not just stagnantbrand XYZ, can learn a new insight from a marketcontent and building a role-related curriculum).detergent, and they could have a social groupInternal Corporate “Social Networking forit with all of those individuals quickly, and easily.Productivity” Tool – allows for “best case” sharingbetween individuals and groups, by category,product, or topic. This helps create a “social-like”community among employees for better understanding of each other, communicating with each other,and connecting with each other – a la “LinkedInGroups meets Facebook”, but for “productivity”enablement. This is a tool to share best-case-approaches and other information by commoncalled “XYZ Brand Managers in Europe”, and sharePeople across an organization, distributed acrosslarge areas or territories, can now connect oncommon business goals, personal interests,and career development needs. In addition, priorto meetings with new employees/subordinates, orat off-site strategy sessions with unknowncolleagues, an employee can get information tohelp them understand how to motivate, lead, andcommunicate with that person, in advance of
meeting them, so that the meetings are more produc-or customer-focused. The solution allows compa-understanding.very easy to implement way – at any level and fortive and efficient, with greater connection andBusiness Survey Feedback Tool (Pulse Survey)– allows large companies with products and servicesthat are consumer focused to get instant, quick, andconsistent market feedback and business insightsfrom large pop
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
