MARCH 2014

1. MARCH 2014 • Introduction • OrgVue and Concentra

2. How OrgVue is applied • Typical steps and benefits • Data integration • Data loading • Checking data quality • Data cleansing • Core analysis • Org charting • People analytics & demographics • Standard reports & dashboards • Understanding causes • Trends over time - history • Extra data capture – web forms and surveys • Multi-aspect modelling: objectives, activities, competencies, roles • Prediction and planning • Organisation Design • Workforce planning • Objective Management

3. Model organisation design scenarios • Scenario modelling 2013 2015 Cost change: £7.2m Headcount change: 98 FTE

4. Develop employee flight risk algorithms • Flight risk fishbone EMPLOYEE POTENTIAL TENURE IN ORGANISATION TENURE IN ROLE TEAM ATTRITION LEVELS Source Data Calculated Property Calculated Property Calculated Property FLIGHT RISK Source Data Source Data Calculated Property Source Data EMPLOYEE PERFORMANCE MANAGER FLIGHT RISK ASSESSMENT BRADFORD FACTOR EMPLOYEE ENGAGEMENT

5. …and compare flight risk vs performance as an input into succession planning • Measuring Flight Risk vs. Performance – Or Any Other Properties The key question is how ‘Critical’ Roles are defined (i.e. technical vs. leadership vs. other)

6. OrgVue can hold budget FTE, forecast FTE and actual FTE for each role • Budget vs. Forecast See within Org Structure with a chart for each role…coloured by the largest gaps By role, what is the actual vs budget vs forecast vs to be recruited

7. Headcount change month on month can be tracked vs. plan • Waterfall over time

8. If recruitment is needed, the pipeline can be tracked per role • Pipeline snapshots

9. And interview results can be captured and visualised in OrgVue • Workflow reporting and tracking

10. Objective management breaks down objectives, links them to people and aggregates progress • Cascade through organisation: Edit using web form: Track BRAG/time: Link to people/roles: Sign-off: Track along 4 dimensions:

11. Implementing OrgVue

12. HR Analytics is a journey, with hundreds of pertinent questions to ask and answer along the way LAY THE FOUNDATIONS MONITOR THE BUSINESS MAKE DATA-DRIVEN DECISIONS PLAN THE FUTURE MANAGE OUTCOMES • The HR Analytics journey and questions • Function cost • Function cost vs. revenue • Direct vs. indirect cost • Function ‘x’ cost vs. Function ‘y’ cost • Function ‘x’ cost vs. total Function cost • Total process cost • Process cost vs. revenue • Process ‘x’ cost vs. process ‘y’ cost Business case Resourcing • Age profile • Gender split (%) • Length of employment profile • Time to retire profile • % employed less than ‘n’-years • % split of dimension for period ‘n’ • % minorities • Attrition in time period ‘n’ • External hires vs. internal moves • Performance profile • % new recruits who achieve ‘x’ or better • Promotions within time period ‘n’ • Recruitment cost as % of year 1 salary Org. improve-ment • Number of employees • Number of FTEs • Avg. span of control • Management vs. non-management • Client-facing vs. support FTEs • % vacancies • % employees on sick leave • Number of vacancies • % of cost from new activities • % activities from process within role • Reporting line changes Talent management • Overall engagement score • Engagement score by question • Absenteeism • Holidays • Days training • % time allocated to strategic activities • % cost from strategic activities • Competency gaps (count, hours) • % new recruits with ‘x’ competency • % competency gap by process • TIG vs. competencies required for promotion Dimensions OF ANALYSIS • Age • Gender • Geography • Business unit • Employment type • Grade • Market segment • Race • Central vs. De-central • Core vs. non-core • Strategic, Tactical, Administrative • Language • Nationality • Employee interests and hobbies • Specialties

13. Implementation timelines are typically 3-6 weeks, depending on scope and data availability 31 Jan 2014 02 Dec 2013 12 Dec 2013 17 Jan 2014 • Example timeline First iteration of outputs Second iteration of outputs Completion of dataload, dashboards and final outputs Project kick-off Map existing data sets MI, Payroll, Other HR datasets Performance datasets Agree owners & governance • Key outputs • Integrated data system • Dashboards delivering value to HR • Prioritised analytical projects for 12+ months Trial loading & initial analytics Work with HR MI teams to identify current analytics and aspirations; prioritise new reports by benefit ratio Dataset integration Establish & test regular dataload cycle Auditability and change reporting KEY ACTIVITIES On-going training and coaching for HR & business analytics teams; define skills and training for HRBPs; offer Org Design training HR Analytics implementation into the business Establishing and training champions going forward Confirming dashboard set up Identifying priority items for analytical projects over 12 months Leveraging OrgVue Client entry into community of users Access to benchmark sets of standard processes, data and decisions Steering Committee Steering Committee

14. The first step is to map the data sources, owners and governance for feeding data into OrgVue • Data source table

15. The system requirements for OrgVue are simple • System requirements • Data in csv format for copy and paste • API access for automated data upload • Broadband internet access • Email access for initial setup & password refresh • Any internet browser running the most recent version of Flash Player (currently 11.0 or greater) • Data source requirements • User desktop requirements

16. Case studies

17. Global Services Co delivers 20% headquarter cost reduction • Modelling existing & scenario planning to-be HQ organisation • Situation and complication • A global services company sought to rationalise its central functions, to deliver better services at costs at least 20% lower. • The project team needed to model change in organisational structures, to visual the new organisation diagrams and to map costs into roles. • Traditional solutions were too slow for the fast-moving project • Solution • Existing spreadsheets converted to new organisation diagrams in a day • Financial and resource impact of each scenario was modelled, allowing fact-based decisions on new structures • Client analysts modelled changes live in OrgVue O.D. workshops • Benefits • Decisions on change made in 2 weeks, where the project had previously been stuck for 2 months “in Excel hell” • Spans of control corrected; 500 FTE saved from 2500 FTE starting point • Decisions communicated to teams meeting consultation deadlines From this To this

18. Council HR Director improves data quality and gets immediate insights across up to 16,000 people • Data quality improvement and HR insights • Situation and complication • A council had fragmented people information and slow update processes • Operational managers had low confidence in data accuracy, speed to update and therefore did not seek strategic advice from HR • It was hard for the HR team to give insightful answers on demographics, absence, pay, performance and customer impact. • Solution • OrgVue was auto-fed every day with data from a new HRIS • The HR establishment teams took sections of the data, reviewed with the business and updated with good change control • The HR team used OrgVue to run business questions and get insights • Benefits • “Questions that used to take 3.5 days to answer can now be answered in 10 minutes. I can answer questions I didn't even realise I had. It's like seeing my organisation in 3D rather than 2D” - Helen Grantham, Service Director for People and Customers

19. International logistics company achieves consolidated HR data across 18 countries • Providing “global visibility of all our people” • Situation and complication • A global leader in parts distribution had operations in 18 countries – and no way of integrating its HR data • Installing a global solution to replace local HRIS would cost $$millions • The business could not answer regulatory questions even on basics like headcount, cost, gender and employment status • Solution • OrgVue integrated data from >47 datasets around the world • Local operations retained their local systems, but OrgVue provided central consolidation, change tracking, cleansing and correction • Benefits • HR took on a new role, contributing to strategic discussions and scenario planning with reliable people data • “For us the real power is that at last we have global visibility of all our people around the world”

20. HR team gains tools and skills to carry out process re-engineering • Process cost modelled by linking People to Activities • Situation and complication • An HR team wanted to re-engineer its own processes, simplifying and in some cases automating its more transactional work • No-one had ever evaluated working time, volumes and costs of HR processes • Solution • The HR team leveraged existing OrgVue data on headcount and costs • The HR team linked role costs to activities • Exact costs of the As-Is and To-Be processes showed a XX% cost reduction • Benefits • “We can identify which processes are worth re-engineering, and where automation does – and doesn’t – make sense” • HR’s new capabilities mean it can now offer re-engineering insights to other functions: a business-focus that it had previously not been able to offer

21. Strategy Director drives price and process improvement from a full Cost-to-Serve model • Full Cost-to-Serve model using OrgVue linking • Situation and complication • A strategy director wanting to drive multiple initiatives • Poor quality data inhibited analysis and action • No alignment of local process maps to global standards • Solution • All headcount data loaded & verified from the Payroll system • Roles linked to As-Is Activities, then Activities to Customers • Consolidated view of activity costs, customer costs and customer profitability • Benefits • Pricing now uses true costs; identifying uneconomic customers & services • Cost insights now motivate businesses to drive process re-engineering. e.g. >£2m of ‘hidden’ cost from just one process now exposed • Value adding services can be promoted; insights can be sustained

22. Healthcare CEO achieves clarity on objectives and progress from top to bottom in under 3 months • Objectives Management implementation & training • Situation and complication • The CEO wanted clarity on objectives, accountability and progress vs. plan – with a pilot solution within 2 months • The 4000-person healthcare trust had never mapped accountability in detail • Solution • All objectives cascaded from top to bottom using OrgVue • Objectives weighted by importance and given individual performance bands • Actuals tracked monthly and progress vs. plan rolled up to the top • Executives, trainers, managers and HRBPs trained in system & skills • Benefits • Clarity on initial accountabilities • Weighting made sure objectives were kept in balance • Divergences from plan began to be identified early enough for intervention Set objectives: Sign-off: Cascade: Track BRAG over time:

23. About Concentra

24. Source: Concentra: a firm that provides technology to deliver consulting value • Concentra is an award winning operations consulting, analytics and technology firm. We are at the forefront of a new and growing business model in delivering operational efficiencies. We call it ‘productising consulting’ – which means putting technology in clients’ hands to drive lasting performance improvements • Productising consulting • Concentra company history • The company is an offshoot from A.T. Kearney Management Consulting. Formed in 2008, we are backed by venture capital investment • Our solutions are designed to capture long term operational gains and leave newly acquired capabilities within the client’s organisation • Winner of numerous awards for innovation and recently won the award for most innovative company in the Sunday Times ‘Tech Track 100’ (December 2011) 10 awards for excellence and innovation • Our unique combination of capabilities Operations management We focus on performance improvement and delivering business change Data analytics We help our clients achieve better results by the way we aggregate, interrogate and analyse data Innovative Technology We use a range of technologies to build out the right solutions for our clients

25. Concentra carries out cutting edge analytics work • Summary of 5 analytics case studies

26. Revolutionise the way you see, plan and manage your organisation For more information contact us at: info@orgvue.com