HEAR-RIGHT ADAPTIVE TECHNOLOGIES

Human Resources Strategy - 2010

Presented by MAAHD HR ConsultingDecember 5, 2009

Year in Review

Hear-Right Adaptive Technologies established in June 2009

Rapid growth to 50 employeesVenture capital investment announcement

supports further expansion of 25-40 employees in 2010

10% (3-4) will be located in US sales marketsVP Human Resources hired in November

2009 to support strategic business growth

2010 Strategic Objectives

Rapid growth of company requires a high motivation human resource program

Allows for the creation of a positive work environment to support Strong morale High job satisfaction High and sustained productivity

Key activities in Quarter 1 and 2 includes: Development of corporate policies and procedures framework Management and partner training development and delivery Recruitment campaign and pipeline development

Quarter 3 and 4 includes: Training and development program evaluation and web-based

platform development for 2011 roll-out Communications – partner and management focus groups;

recruitment marketing 2011-2012 HR planning and budgeting

2010 HR Objectives

Value-added progressive and practical HR function

People strategies for a competitive edgeHighly skilled partnersAggressive and creative programs

Core HR Function

HR Framework HRMIS - Technology infrastructure Payroll

Policies Progressive HR

Programs Compensation – benefits, EAP Recruitment & retention; aggressive, succession, pipeline Performance management Training & development

Management development Leadership coaching Technical skills development Succession planning

High Motivation HR Program

Key Pillars to Progressive HR Management

Policy Development

Organization and communication are key elements in HR motivation

Develop core organizational HR policies Executive review and approval prior to implementation Provides management with the policy framework and

interpretations for daily management and employee relations

ROLL-OUT Quarter 1

January drafting of policies; review and Executive approval Annual review of policies and procedure

Policies

Employment – Temporary assignments, transfers, relocations, layoff, severance, seniority

Reflect Ontario and US legislative and regulatory requirements for business with fewer than 100 employees: Employment Standards Act Employment Equity, Pay Equity, Occupational Health

& Safety

Training & Development Strategy

Training & Development Strategy

EXECUTIVE Development and delivery of the Hear-Right Adaptive Technologies “Executive

Development Program” Orientation

Executive training on corporate strategic objectives, policies, legislation/regulations and communications;

Details of the Hear-Right Adaptive Technologies Human Resources Program including Executive compensation statement, policies and details

Executive career development and leadership skills planning Consultation with CEO on core competencies, with targeted investments in:

• Strategic global business session;• Leadership skills development;• May include coaching, 360 Feedback, professional education program support,

decision-making/problem solving Participation in an Extended Management Planning Retreat Participation in Year-end All Staff Retreat

ROLL-OUT 1st Quarter – Program development linked to corporate policy drafting and

approval 2nd Quarter – Program delivery

Training & Development Strategy

MANAGEMENT Development and delivery of the Hear-Right Adaptive Technologies “Management

Training Program” Orientation

Front-line managers training on corporate strategic objectives, policies, legislation/regulations and communications;

Details of the Hear-Right Adaptive Technologies Human Resources Program including compensation statement, policies and details

Personal career development and leadership skills planning Consultation with Manager on core competencies, with targeted investments in:

• One (1) interpersonal relations / teambuilding activity;• One (1) basic management cycle and techniques training session• One (1) business skills development session;• One (1) leadership skills development session;• May include coaching, 360 Feedback, professional education program support, decision-

making/problem solving Participation in an Extended Management Planning Retreat Participation in Year-end All Staff Retreat

ROLL-OUT 1st Quarter – Program development linked to corporate policy drafting and approval 2nd Quarter – Program delivery

Training & Development Strategy

PARTNERS Development and delivery of the in-house Hear-Right Adaptive Technologies

“Partner Training Program” Orientation Session

Mandatory partner orientation on corporate strategic objectives, policies, legislation/regulations and communications;

Presentation of the Hear-Right Adaptive Technologies Human Resources Program including compensation statement, policies and details

Personal performance management/learning plan Consultation with Manager on core competencies, with targeted investments in:

• Two (2) interpersonal relations training activities;• One (1) business skills development session;• One (1) technical skills development session;

Assessment for pre-management training and formal assessments Opportunities to participate in a job rotation program, assignments on cross-

function teams and formal mentoring with professional knowledge experts (in-house and executive networks)

Year-end All-Staff Retreat - December ROLL-OUT

1st Quarter – Program development linked to corporate policy drafting and approval

2nd Quarter – Program delivery

Training & Development Strategy

TECHNOLOGY Supplement base HRMIS system with Halogen

components for Management, Executive and Human Resources use: e-Learning Manager e-Appraisal e-360 Multirater

Learning Tools In-house Orientation DVD – message from CEO, policy

resources, vodcasts on Hear-Right Adaptive Technologies program sections

Internet – Online Webinars E-learning – professional programs

Communications

Communications

Effective communications within management and partners is critical to building high morale and high productivity;

HR communications must flow up and down the chain of command;

Recommend: Regular weekly Extended Management (Executive and Line Managers) meetings Regular Directorate/team meetings with partners Monday morning “Stand-up” informal meetings on weekly calendar and

sales/project priorities Annual employee surveys on workplace issues and loyalty Sales and performance award program – quarterly dinner with CEO to recognize

success Conduct Year 1 focus groups for feedback on HR program (policies, training and

compensation components) are designed and delivered

Communications

HR/Marketing partnership to develop corporate branding to support: Reward and recognition programs is the cornerstone to motivating young diverse

workforce Marketing and creative materials to recognize performance excellence, such as:

Best Brain-Fart of the Month Award – for creativity Smarty-Pants Innovation Award – for research excellence I’d Quit this Job but I Need the Sleep Award – for attendance Of Course We Don’t Look Busy: We Did it Right the First Time Award – for teamwork I’m So Great I’m Jealous of Myself Award – for top Quarter sales

Recruitment campaign to target demographics and sectors, including local science & tech bursary

Company banner and recruitment materials for career fair outreach, Open House Corporate HR handbook, general announcements and Orientation program materials Intranet page with electronic bulletin board, e-newsletter, suggestion system and

careers section for ongoing recruitment Annual Year-end Retreat/Meeting

Compensation

Establish an equitable salary and benefit package in competitive market

Salary structure: Undertake a job analysis and evaluation for current and proposed

positions Examine competitive sectors (Canada and US for emerging market

analysis) for technical, sales and management positions Hard benefit package

Review existing health, dental and long-term disability package elements and cost-benefit analysis

Vacation leave (3 weeks core); Sick leave (5 days) Identify flex-program options against demographic needs Identify retirement plan needs and options

Soft benefits Review flexwork, vacation purchase plan, parental leave, childcare,

Employee Assistance Plan (EAP)

Compensation

Establish a compensation statement to clearly articulate the salary, benefit package and output levels for incentive programs

Recommended Components: Clear wage/salary and classification structure Merit increase schedule based on performance

management Sales incentive activities – sales bonus Investments – stock purchase, RSP/401K (US) options Other – $2,500 phased-in recruitment referral bonus

Education bursaries: Implement a $5,000 bursary partnership with a local

science and technology/university for an annual placement of one (1) summer student in high tech research

Compensation

TECHNOLOGY Implement the use of PeopleSoft Human Resource

Management Information System (HRMIS) Supplement with Halogen e-Compensation:

Manage base salary Pay for performance Incentive compensation Stock options

Workplace Environment

Workplace Environment

By 2010, more than 50% of North America’s workforce spends more than 2 days per week offsite;

HR must be active partners involved in office design and physical accommodations planning; US remote sales offices may be shared space or home-based

offices; Teleworking and shared office space is increasing; Central HQ office is required, but retrofitting is recommended; Technology is an integral ingredient to high performance

Broadband Internet access Mobile technology Videoconferencing

Employees expect a modern, roomy and safe place in which to work;

Workplace Environment

Pride in employment is heightened when they have up-to-date equipment to work with and regular maintenance and upgrading;

Ergonomics is a key consideration, particularly for staff with accommodation needs and disabilities

Décor should reflect the corporate branding throughout Serves as reminders and evidence of innovative thinking,

value of partners in key product development and messages of core values

On-site childcare centre and play space is recommended based on partner demographic.

Recruitment

2010 Recruitment Strategy

Growing Hear-Right Adaptive Technologies requires proper screening and training of new hires;

HR is a key business partner in strategic growth to advise on proposed recruitment options and approaches;

Identify required employment workforce options Indeterminate, temporary contract, casual and student co-op Workforce diversity reflective of:

Company vision and product focus – balance gender, language and aural abilities;

Sales force – targeted representative hiring reflective of socio-cultural and linguistic demographic of regional markets;

Technical staff reflect gender equity and cultural diversity; Develop a talent pipeline to mitigate against 8% turnover in

High Tech workforce

Recruitment

Staffing Strategy

Staffing Strategy

Recruitment & Retention of New Hires

Human Resources Directorate