1. FOR PARTNERS
BullseyeEvaluation is a
Paradigm Shif in Facilitating
di Shift i ili i
Corporate Performance
 Engagement Drives Performance
 Creating a Cycle of Productive Communications Facilitates HCM Practices
 Effective Talent Management Creates Business Strategy Execution
 Delivers significant KPI improvements

2. The Future of Work: Corporate Performance Management
• Performance management and alignment of individual goals with corporate intent
is essential to achieve speed in the execution of strategy.
• With work communications centered around goals and KPIs, the outcomes
gained are
– improved employee engagement,
– lower turnover,
– better management governance,
– improved efficiency and effectiveness of activities with goals, and
– the establishment of a performance culture which is the basis for uccessful
execution of strategy.
• Bullseye is a cloud based tool (SaaS) which integrates performance and
operational management in a very simple and elegant KPI dashboard application.
It is a very cost competitive product, easily understood and can be implemented
enterprise wide in a fraction of the time and cost necessary to deploy products
with similar functionality. It has a multi lingual user interface and is therefore
multi-lingual
capable of supporting global organizations. Herein by integrating operational
dashboards with performance management, this tool effectively automates
execution.

3. BullseyeEvaluation Drives a Culture of Performance
Performance is built upon frequent communications about goals.
CORPORATE KPI DASHBOARDS + 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 3
performance metrics.

4. BullseyeEvaluation Introduction
Organizations buy BullseyeEvaluation to:
 Facilitate work communications connecting strategy
to execution  Bullseye i so easy t deploy and utilize th t it
B ll is to d l d tili that
 Drive employee engagement opens a gateway of opportunities to upsell
 Implement a perform culture additional services and products for our global
 Document standards, performance, and compliance. distribution partners.
Organizations choose B ll
O i ti h Bullseye when th
h they:
1. Are upgrading to SaaS for Social Performance Management to
augment Talent Management or Human Capital Management.
• For enterprises: Upgrading from licensed software to SaaS to
reduce costs and gain access to the latest technology
features
• For small organizations SaaS makes Performance
Management affordable.
2. Require a direct link between work, operating measures and
corporate objectives (1/3 of Bullseye clients).
 Bullseye is a gateway beyond employee engagement and
performance management to human capital management 4
and work management.

5. 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” i l di all f t
“T Cli k t P di ” including ll features, d hb d and reports.
dashboards, d t
 KPI Dashboards connect corporate objectives to employee performance.
#2. Implementation Made Simple.
 Self Service
Self-Service AutoWizard for small business makes implementation a few days versus
months.
 Configurability means implementation takes weeks for enterprises versus months.
 Pre-configured industry solutions.
 High User Adoption & Utilization Rates via engagement tools.
#3. Content rich solution includes strategic HR products:
- Assessments - Onboarding - Salary
- Communications - Recruiting - Succession
- Compensation - Training - Surveys
- Competencies
- Leadership
- Learning
CONFIDENTIAL AND PROPRIETARY INFORMATION

6. BullseyeEvaluation is sold through alliance partners, industry
vertical solutions, and direct online.
HR products such as Competencies without Bullseye Industry Vertical Solutions
BullseyeMD
for Healthcare
HR products such as with Bullseye
BullseyeABC
for Education
For small organizations…as simple as A B C…
a) Take an Online Product Tour
b) Purchase via eCommerce
c) Get Started with our Self-Service Autowizard™

7. 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

8. BullseyeEvaluation Did you know that 1 in 3
employees is disengaged?
l i di d?
Talent leaves an organization when
the organization is poorly managed
Performance Management Made Simple!
f g p and uninspiring.
©
BullseyeEvaluation® is the simplest to use corporate performance
management solution in the world.
What differentiates our solution is the ability to stimulate our clients
toward frequent communication with respect to performance
t df t i ti ith tt f
improvements. Our configurable solutions provide actionable
indicators including employees goals tied to operational metrics
through an innovative patented, trademarked technology.
.
“Engagement is a catalyst but not
the only answer. You must
harmonize your team by driving
alignment and engagement.”
- Rudy Karsan in “WE”
8
CONFIDENTIAL AND PROPRIETARY INFORMATION www.BullseyeEvaluation.com

9. The Business Case
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

10. 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

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. tHRive
CLAW 360 via Coaching for Change

13. 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.

14. Building Perform Culture

15. The Business Case for Employee Engagement
The Business Case for Employee Engagement:
The Bottom Line: Organizations that use
• Only 1 in 3 employees is engaged.
Human Capital Management processes
• Greater than 80 percent of U.S. workers outperform the competition.
are dissatisfied with their performance  44% higher revenue growth
reviews.  26% higher revenue per employee
• 4 out of 5 employees are not satisfied  109% higher retention
with the level of recognition they receive
at work.
• Impact of a Perform Culture is nearly 4X
revenue growth and 10X net income Disengaged Employee Engaged Employee
growth.
- Going through the  Emotionally
– Engaged employees are 2X more productive motions Connected.
at work. - Often invisible  Overachieve.
– Feedback and recognition further motivates - Dutiful, but negative
, g  Discretionary Efforts.
y
- Show up only for  Love their jobs.
employees. check-ins  Believe in their
– Goal setting improves performance by 15 to - Negatively impact the employers’ goals.
25% depending upon job type. team  Positive influence on
- Don’t leave the coworkers and
i ti
organization d t
department t
performance.
CONFIDENTIAL AND PROPRIETARY INFORMATION

16. The Future of Work
What are your human capital goals?
First, define current versus future state. Second, choose your priority.
Workforce Planning
Career Alumni Management
Offboarding Career Management
Onboarding Compensation Leaders
Employer B di
E l Branding Job Performance Management Perform Culture
Talent Upgrading Workforce Optimization Free Agents
Talent Pools Workforce Analytics Millenials
Recruiting Portfolio Time and Attendance Regulatory Compliance & Governance
Sourcing Talent Pipeline
Talent Acquisition | Work Management | Talent & Human Capital Management
Supply Chain Management
C B A
Players Players Players
nts
Processes
Requiremen
<10% 65% 30%+
People