HR Specialty Products & Services Catalogue Executive Summary

1. Specialized Culture-to-Business Strategy Alignment Consultancy that Uses a Proprietary Competing Values Framework Diagnostic Tool HR Specialty Products & Services 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. This specialized consultancy works to ensure a supportive culture when organizations have a merger /acquisition integration need or experience a business / talent management strategy change. • Uses a Competing Values Framework analysis of business strategy and organization effectiveness factors to define the culture profile that will produce the best business results. • Indicates specifically where leaders are not aligned on business strategy and culture, and facilitates resolution of those differences. • Measures ten unique strategy and culture factors to highlight the most significant gaps between the current and desired culture, allowing the organization to define targeted, coordinated action to close the gaps. • Uncovers potential barriers to culture change or sustainability, and facilitates the development of solutions to mitigate constraints. Culture-to-Business Strategy Alignment

3. Competing Values Framework AnalysisFinancial Services Example

4. The Process

5. The Analytics A measure of polarity of opinion A measure of level of agreement / disagreement

6. Sentiment Alignment Index Strategy and Culture Factor Analysis

7. Alignment of culture with strategy is often in the form of competency change – new leadership and employee behavioral skills. • Behavior changes lead to new ways of operating that drive strategy execution as exemplified in the case of a regional hospital system. • The key result of the cultural analysis was a customized leadership competency model. • Since the competency model was implemented, the outcomes have been: • Localized thinking and behavior is receding and being replaced with initiatives to standardize clinical protocols across all facilities with the goal to achieve clinically integrated networks. • Job rotations – making employees more broadly-skilled and flexible – are becoming the norm. • Sharing best practices has become an organizational standard. • A newly-created succession planning process helps manage the organization's talent from a system perspective, using a common definition of leadership. Case Study - Regional Healthcare System From Alignment to Action

8. 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