HR Innovations Catalogue Executive Summary

1. Pre-Employment Assessment to Screen out Candidates Not Likely to Perform Well in “High-Performance” Environments HR Innovations 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.com Website: www.hrmdco.com

2. Assessment Objective: • Provide information to hiring managers to screen out those candidates not likely to perform well in “high-performance” environments; specifically, environments that ask workers to: • Take personal responsibility for the success of their actions • Work effectively and, as appropriate, collaboratively with co-workers supervisors and managers • Respond effectively to change and continuous improvement of operations • Understand the requirements of the competitive business world…and understand that the business’s needs may sometimes supersede employees’ needs Assessment Tools: • 30-minute on-line assessment of attitudes, beliefs and basic skills • Augmented interview that includes direct assessment of continuous improvement skills and orientations • 90-120 item on-line or paper and pencil assessment, typically administered at the application stage Overview

3. Dimensions Assessed

4. Dimensions Assessed - Continued

5. Assessment Objective: • Provide information about the candidate’s ability and willingness to participate in continuous improvement environments: • Identify possible improvements to operations • Communicate the nature of improvements that could be made • Recommend improvements even if they might result in changes that certain workers might not like or even in the elimination of jobs Assessment Tools: • Diagram of a production process, paper workflow, customer response protocol, etc., that contains both obvious and less-obvious inefficiencies. Worker information (e.g., work preferences) is also provided on the diagram. • Candidate spends 15-20 minutes (depending on diagram used) reviewing the diagram to identify process improvements • Interviewer asks candidate to describe suggested improvements and probes to understand the candidate’s thinking behind (a) improvements suggested and (b) improvements not suggested to determine whether they were not noticed or were rejected Optional Augmented Interview

6. 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 Next Steps