Corporate perfor

1. Employee Engagement Best Practices:
Creating a Learning & Coaching Culture
g g g
BullseyeEvaluation is a
Paradigm Shift i Facilitating
P di in F ilit ti
Employee Engagement
for
Corporate Performance
 Engagement Drives Performance
 Creates a Cycle of Productive
Communications
 F ili
Facilitates Coaching & Mentoring
C hi M i
 Effective Talent Management
Creates Business Strategy Execution
 Delivers KPI improvements

2. Terry Stockham Charles Bedard
Human Capital Strategist (HCS) + Charles has
Adeel Zaidi, Founder & President Senior Professional in Human
Bullseye Evaluation, LLC Resources (SPHR) + Global
( ) extensive
Remuneration Professional (GRP) knowledge of
Adeel has a B.S. degree in Industrial + International Human Resource technology and
Engineering and a MBA degree in Management Certificate
outsourcing options
Industrial Management. He is an Accomplished executive for today’s business.
experienced P&L manager in leader with an extensive
manufacturing and healthcare portfolio of success directing human capital Mr.
Mr Bedard serves as a
operations. and organizational development for major Strategic Advisor, Chief
global corporations such as Pepsi-Cola and Strategy Officer, and Global
Adeel has utilized his executive experience in Coca-Cola. Strategist to B2B technology
the development of a corporate and outsourcing providers.
communication system — the Bullseye Credentials include:
Evaluation Performance Management > Established the Human Capital Institute Previously, Charles served as
System & KPI Dashboards — that in the former Soviet Union, set up the a Director for multiple fast-
promotes a culture of coaching and organization infrastructure. growth companies in BPO, IT,
mentoring. This approach to employee HR/Human Capital/HRO,
performance management and evaluation is > Advised 25 of the top 100 Russian
p Technology/Software, and
an outgrowth of years of employee businesses on organizational Professional Services.
management and executive experience with development/human capital practices.
a variety of manufacturing and healthcare He has earned his Bachelor of
organizations. Arts from Southwestern
> Performed as speaker at 20+
University and his Masters of
conferences including The Conference
g
Business Administration from
Board in New York.
Texas Christian University.
> Cultivated partnerships with 10 local and
3 global human capital organizations.

3. The Business Case for Employee Engagement
Today, only 1 out of 3 employees is Engaged.
Disengaged Employee
Di dE l Engaged Employee
E dE l
- Going through the  Emotionally
motions Connected.
- Often invisible  Overachieve.
- Dutiful, but negative  Discretionary Efforts.
- Show up only for  Love their jobs.
check-ins  Believe in their
- Negatively impact the employers’ goals.
team  Positive influence on
- Don’t leave the coworkers and
organization department
performance.
> What is not measured cannot
be improved.
CONFIDENTIAL AND PROPRIETARY INFORMATION

4. Special Offer
What really drives financial success?
BullseyeEvaluation tHRi W k h
B ll E l ti tHRive Workshop
Are you overpaying for what you get?
Do you need an organization specific
calculation of the impact HCM will have on
your organization?
 Half day workshop
Half-day workshop.
 Develop the ROI Business Case specifically for
your organization.
 “Train the Trainer” approach.

5. Building Perform Culture

6. The Future of Work
We no longer live in a 2-D staffing model.
If your hiring and management practices do not fit with the demographics and
psychographics of today’s workforce how will you compete?
Employment Level: Employment Psychographics:
Individual Contributor, Supervisor, Free Agents, Globals, Technicals,
Manager, Executive Rising Stars, Retired Boomers
Employment Demographics:
Employment Type:
Millenials, Generation X, Baby
Contingent, Contract, Part-Time, Full
Busters, Baby Boomers

7. BullseyeEvaluation Drives a Culture of Performance
Performance is built upon frequent communications about goals. Through routine reviews and
feedback, employees get the feedback they desire to self improve job performance and manage
their careers. Managers get the information they require to make better informed decisions.
CORPORATE DASHBOARD + TEAM PERFORMANCE + SOCIAL PERFORMANCE MANAGEMENT
Our approach to performance management
helps managers effectively manage within
minutes.
i t
-Facilitates social feedback &
coaching/mentoring.
-Connects employees activities to corporate
Connects
goals via a comprehensive virtual business
dashboard solution that encompasses employee
specific goals tied to operational and corporate 7
performance metrics.

8. The Future of Work
 The Goal of Human Capital is to
Performance.
Drive Performance Top Ten Non-Financial Variables for HR
1.
Non Financial
Execution of corporate strategy
2. Management team
3. Quality of corporate strategy
4. Innovation
5. Ability to attract and retain talented
people
6. Market share
7. Management capabilities
8. Alignment of compensation with
g p
shareholder’s interests
“… people might be our most valuable asset, or 9. Leadership
10. Quality of major business processes
our biggest liability!”
“People could be our only true competitive
advantage, or our competitive disadvantage…”
“…success absolutely depends on the q
y p quality
y
of our employees”
CONFIDENTIAL AND PROPRIETARY INFORMATION

9. The BullseyeEvaluation Difference
BullseyeEvaluation makes it easy for organizations to tHRive. vs. The Competition
#1. Highly Intuitive Visual Interface as opposed to “Forms Online”
 Improves employee engagement through rapid and comprehensive feedback on the
critical metrics that affect corporate performance.
 Visual social tool to facilitate frequent feedback/reviews, job management & self-service
career management .
 Minutes to complete an employee performance review.
 “Two Clicks to Paradise” including all features, dashboards, and reports.
 KPI Dashboards connect corporate objectives to employee performance.
#2. Work Communications and Employee Engagement Tools.
 Social Corporate P f
S i lC t Performance M Management F t
t Features.
 Pre-configured industry solutions.
 High User Adoption & Utilization Rates via engagement tools.
#3. Content rich solution includes strategic HR products on-demand as needed:
- Assessments - Onboarding - Salary
- Communications - Recruiting - Succession
- Compensation - Training - Surveys
- Competencies
- Leadership
- Learning
CONFIDENTIAL AND PROPRIETARY INFORMATION

10. Did you know that 1 in 3
employees is disengaged?
Talent leaves an organization when
the organization is poorly managed
and uninspiring.
“Engagement is a catalyst but not
the l
th only answer. You must
Y t
harmonize your team by driving
alignment and engagement.”
- Rudy Karsan in “WE”
 Bullseye is a gateway beyond employee
engagement and performance
management to human capital
www.BullseyeEvaluation.com management and work management.
CONFIDENTIAL AND PROPRIETARY INFORMATION

11. Corporate Performance Management
• Replace manual, error-prone • KPI Dashboards improve
reporting.
ti service delivery., customer
service KPIs, and open revenue
opportunities.
>What gets measured gets improved.

12. Talent Quiz Results
% %
Talent Quiz Question "Yes" "No"
Is it clear what business goals must be achieved by your 19
1 81%
organization? %
Do you know what customer needs must be delivered by your 26
2 74%
organization?
i i ? %
Can you describe the specific talent results your organization 93
3 7%
is trying to achieve? %

13. TALENT RESULTS
Engage the talent you have to perform at
your highest levels
Build the talent you need to execute your operating plans
Leverage the talent within the organization to put the best
people on the biggest opportunities
Retain the talent you need to support your business
strategy
Attract the talent required to prosper long-term