1.
Three steps to enterprise talent success with
Performance Profiles
Jason Taylor, PhD
Infor Chief HCM Scientist
@Infor_HCM Copyright © 2013. Infor. All Rights Reserved. www.infor.com 1
Copyright ©2014 Infor. All rights reserved. This presentation is provided for informational purposes only and does not constitute a commitment in any way. The information, products and services described herein are subject to change at any time without notice.

2.
What are your Top HCM challenges?
Turnover and retention
Lack of bench strength
Showing ROI
Operational improvement
Doing more with less
@Infor_HCM Copyright © 2013. Infor. All Rights Reserved. www.infor.com 2

3.
Brandon Hall Group’s Performance Management Framework
©2014 Brandon Hall Group, Inc. 3

4.
Brandon Hall Group’s Performance Management Framework
Reveals 10 Leading Practices of Performance Management
1. Create a PM strategy in alignment with your business strategy ensuring cascaded goals
2. Institutionalize PM as an ongoing process --- not an annual activity with a beginning and an end
3. Adopt an approach to PM that focuses on developing employees’ strengths, not evaluating their
©2014 Brandon Hall Group, Inc. 4
weaknesses
4. De-couple performance discussions with compensation discussions
5. Engage peers and subordinates in providing performance feedback
6. Review and revise goals regularly to keep aligned with changing business priorities
7. Hold managers accountable for acting as coaches to develop employees’ strengths
8. Catch employees’ performing well (or not so well) and provide immediate, on-the-fly feedback (and do
this regularly!)
9. Define and execute on targeted individual development plans enabled with performance support
tools
1. Define a select few metrics to measure the impact of performance management and monitor those
metrics regularly to create the conduit for making continuous improvement changes and creating a
culture of perpetual high-performance.

5.
The Business Impact of Leading Practice (Level 4) Performance Management
©2014 Brandon Hall Group, Inc. 5
Business
Metric
Level 4 Level 3 Level 2 Level 1
Customer retention
increased 1-20%+
37.8% 25.9% 13% 0%
Revenue increased 1-
20%+
57.8% 51.9% 47.8% 15.8%
Customer satisfaction
increased 1-20%+
55.5% 27.2% 30.4% 5.3%
Voluntary turnover
has stayed the same or
decreased 1 – 20%+
60.8% 42.5% 45.9% 15.8%
85% or more of our
business goals set in
the last 12 months
have been achieved
56.4% 47.1% 29.3% 11.8%
Organizational
engagement has
increased 1-20%+
44.5% 26.3% 8.6% 15.8%

6.
5 Calls to Action For Generating Leading Practice (Level 4) Performance
Teach your managers to be effective development coaches.
Consider eliminating forced distribution.
Engage executives in performance management.
Focus on developing employee strengths.
Automate performance management process and integrate it
with other talent processes.
©2014 Brandon Hall Group, Inc.
Management

7.
Three steps to talent success
Build your Talent
Science
Deploy Talent
Science across
HCM
Put your Talent
data to work
@Infor_HCM Copyright © 2013. Infor. All Rights Reserved. www.infor.com 7

8.
Three steps to talent success
Build your Talent
Science
Deploy Talent
Science across
HCM
Put your Talent
data to work
@Infor_HCM Copyright © 2013. Infor. All Rights Reserved. www.infor.com 8

9.
What is Talent Science?
The ability to leverage
performance data to improve
future outcomes through people.
@Infor_HCM Copyright © 2013. Infor. All Rights Reserved. www.infor.com 9

10.
Infor CloudSuite HCM
Talent
Management
Workforce
Management
Learning
Management
Core HR
Employee
Connect
Talent
Acquisition
Talent
Science
Robust
• Broadest solution in the market -
complete back office platform
• Single & multi-tenant SaaS
• Science-driven
• Socially-enabled
• Modern UX
• Industry analytics, benchmarks
and dashboards
• Flexible deployment approach –
Implementation Accelerators
Proven
• 5,000 customers
• 50M paychecks monthly
• 30 million applicants annually
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11.
Talent Science at the Center
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12.
The “Backbone” of Talent Science
Performance
Profile
U.S. Patent 8,204,778
U.S. Patent 8,484,072
Complete
Assessment
Incumbents
Performance
Data
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13.
Study parameters
• Sample size: 17,849 employees
• Study period: 2 years
• Comparison: “Recommended” by Talent Science vs.
“Not Recommended” by Talent Science
With Talent Science, store managers are improving customer
service and driving revenues to strengthen the company’s
leadership position in the retail industry.
Results
9.3%
Higher Sales to Goal
average by
“Recommended” hires
28.9%
Reduction in involuntary
turnover among
“Recommended” hires
Turnover reduction
28.9%
reduction
in
involuntary
turnover
“Not
Recommended” by
Talent Science
“Recommended”
by
Talent Science
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14.
Study parameters
• Sample size: 2,506 employees
• Study period: Over five years
• Comparison: Hired with Talent Science vs.
Hired without Talent Science
The study period consisted of two similar blocks of time to
document pre-deployment and post-deployment results.
Turnover reduction
Results
$5.6M
saved compared to previous
year’s turnover rate
60.96%
lower turnover rate after the
third month of employment
11.1%
higher monthly sales by
“Recommended” Managers on Duty
representing $9.5M/yr if applied to all hires
60.96%
lower
turnover
without
Talent Science
with
Talent Science
@Infor_HCM Copyright © 20134. Infor. All Rights Reserved. www.infor.com 14

15.
Start with the data, end with the data!
51% lower termination rate $1.1M increase in sales Better hiring decisions
63% more promotions $4.75M potential sales growth Higher goal attainment
41.9% lower turnover
$560k savings
Increased retention
633% annual ROI Improved productivity
69% lower turnover $857 monthly production increase Reduced costs
46% lower termination
$395K turnover-related savings
Higher starts to leads
33% lower involuntary turnover Streamlined hiring process
55% lower turnover
$2.4M saved
Lower turnover
31% higher performance rank Improved performance
@Infor_HCM Copyright © 2013. Infor. All Rights Reserved. www.infor.com 15

16.
Talent Science Components
Volume
Big
Data
Velocity
Variety
Veracity
Value
Validity
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17.
Mobile Trends(n = 38,909,513)
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18.
Talent Science: Mobile Assessment
• Challenge
• Reliable assessment medium?
• Candidate experience
• Method
• 2.9 million candidates
• Results
100
90
80
70
60
50
40
30
20
• Customized testing experience
• Equivalent to desktop assessment
• Increased applicant access 0
10
Mean Dimension Value
Mobile
Desktop
@Infor_HCM Copyright © 2013. Infor. All Rights Reserved. www.infor.com 18

19.
Talent Science Components
Volume
Big
Data
Velocity
Variety
Veracity
Value
Validity
@Infor_HCM Copyright © 2013. Infor. All Rights Reserved. www.infor.com 19

20.
Talent Science: Applicant Behavior
• Challenge
• Applicant social desirability?
• Method
• 10 measures of assessment “authenticity”
• 750,000 incumbents
• Results
• Candidate transparency is important
• Concurrent assessment of retention predictors
• 152 additional days of tenure
500
450
400
350
300
250
200
150
100
50
0
Median Tenure
Passed AA
Failed AA
*
*
AA = Authenticity Alert
*
@Infor_HCM Copyright © 2013. Infor. All Rights Reserved. www.infor.com 20

21.
Three steps to talent success
Build your Talent
Science
Deploy Talent
Science across
HCM
Put your Talent
data to work
@Infor_HCM Copyright © 2013. Infor. All Rights Reserved. www.infor.com 21

22.
Interrelated Issues in HCM
Development
Bench Strength
Turnover
Theft
More with Less
@Infor_HCM Copyright © 2013. Infor. All Rights Reserved. www.infor.com 22

23.
Behavior Impacts Operational Challenges
Participants (n = 53,713)
463% Reduction
Full service to Small Footprint
Associate
Assistant Manager
Manager
Data Collected Over 5 Years
Termination due to theft
.11%
.62%
No/Low Fit High Fit
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24.
Start with the HCM Cycle
Retain
Attract
Develop
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25.
Meet Allison.
She’s your new employee!
@Infor_HCM Copyright © 2013. Infor. All Rights Reserved. www.infor.com 25 Copyright ©2014 Infor. All rights reserved. This presentation is provided for informational purposes only and does not constitute a commitment in any way. The information, products and services described herein are subject to change at any time without notice.

26.
9.1%
AIrlelinsoen J oJonneess
Product Manager
@Infor_HCM Copyright © 2013. Infor. All Rights Reserved. www.infor.com 26

27.
Allison Jones
Product Manager
@Infor_HCM Copyright © 2013. Infor. All Rights Reserved. www.infor.com 27
HR Services
Delivery

28.
Allison Jones
@Infor_HCM Copyright © 2013. Infor. All Rights Reserved. www.infor.com 28
Talent
Management

29.
Three steps to talent success
Build your Talent
Science
Deploy Talent
Science across
HCM
Put your Talent
data to work
@Infor_HCM Copyright © 2013. Infor. All Rights Reserved. www.infor.com 29

30.
Job Fit
Positioned for success
Coaching required
Poorly positioned
Behavioral Level
Skill Level
Training required
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Talent
Management

31.
Allison Jones
@Infor_HCM Copyright © 2013. Infor. All Rights Reserved. www.infor.com 31
Learning
Management

32.
Team Fit
High
Functioning
Team
Low
Functioning
Team
Behavioral Level
Skill Level
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Talent
Management

33.
Team Fit
Behavioral Level
Skill Level
@Infor_HCM Copyright © 2013. Infor. All Rights Reserved. www.infor.com 33
Talent
Management

34.
Allison Jones
@Infor_HCM Copyright © 2013. Infor. All Rights Reserved. www.infor.com 34
Talent
Management

35.
It’s not Magic…It’s Science
Build your Talent
Science
Deploy Talent
Science across
HCM
Put your Talent
data to work
Profiles Value Return on Investment
@Infor_HCM Copyright © 2013. Infor. All Rights Reserved. www.infor.com 35

36.
Three steps to enterprise talent success with
Performance Profiles
Jason Taylor, PhD
Infor Chief HCM Scientist
http://blogs.infor.com/infor-hcm/
@Infor_HCM Copyright © 2013. Infor. All Rights Reserved. www.infor.com 36
Copyright ©2014 Infor. All rights reserved. This presentation is provided for informational purposes only and does not constitute a commitment in any way. The information, products and services described herein are subject to change at any time without notice.