Presented by: Dan Hilbert, CEO – OrcaEyes

The science of proactively discovering Human Capital issues that potentially cause risk to business:

◦ Finances

◦ Operations

◦ Strategic Plans and Missions

Managing and converting risks into opportunities

◦ HR as a Boardroom strategic risk management center

◦ HR as a Profit Center

WorkforceWorkforce Planning Planning

Data driven, proactive system for:Having the Right PeopleAt the Right PlaceAt the Right TimePerforming Optimally

Mission Critical Business Functions: Supply Chains Networks ERP Plant Management

Valero Record setting growth

◦ How do we support it?◦ Where can we reduce Human Capital risks to business?

Refining, Retail, Transportation, Trading

Real World Challenges Banking Manufacturing Technology Energy Utilities Retail HealthcareReal World Solutions Unprecedented industry awards and recognition – over 30

◦ Garner, Texas A&M, ERE, IQPC, WF Management, HR Magazine, CFO Magazine, HR Technology Conference, AHRI, TAMBIC, HR Executive……..

“Our data is really bad or we

don’t have enough data.”

“We really don’t know where to get started and are unsure about ultimate objectives.”

“Our business is very unique.”

“What politics are we likely to

face?”

“How will we get buy-in from Leadership?”

Discover exactly how good or weak the data is

Core WF Planning requires only directionally accurate data

Using data accuracy factors in predictions

This is exactly how your business operates

Transparency of formulas and data sources

“Our data is really bad or

we don’t have enough data.”

Right People, Right Place, Right Time, Right Cost

Start with projected, multi-year workforce gaps and surpluses

Not as much as we initially think The Basics (WF Gaps, Turnover,

Reasons, Demographics) The Outcomes (Financial, Operational,

Strategic)

“Our business is very unique.”

“We really don’t know where to start and are unsure about ultimate objectives.”

Internal from other HR departments Getting business push-back in the

beginning Inclusion of HR in strategic

leadership meetings and committees

Monthly Human Capital – Business Reports and Conversations

That’s all!!

“What politics are we likely to

face?”

“How will we get buy-in from Leadership?”

Workforce Talent Gap Turnover Historical Fill-Rate Projected External Recruiting Needs Actual External Supply, Cost and Location of Talent Time-to-Fill Age Distributions Diversity Distribution and Pay

1, 2, 31. Upload data into SonarVision On Demand – at NO COST

2. Receive a WF Planning and Human Capital Analysis on your data. Confidentially - at NO COST

3. Gain unprecedented basic industry benchmark data within 6 months. Confidentially – at NO COST

A, B, C◦Assess viability and accuracy of required data

◦Build rapid understanding of HR strategic value

◦Connect the Dots: Human Capital to Business

4-Part webinar Workshop Series to learn Workforce Planning in the Real World◦ Working with your own live data – confidentially

◦ Assessing your data viability and knowing what benefits are available to your organization

◦ The basics of Workforce Planning with your data for your organization

◦ Proactively Discover and Diagnose specific opportunities for your business

◦ The specific communication needed to gain leadership support

◦ From scratch, build real world, Workforce Planning solutions which drive successes in your organization - cooperatively Focus by industries also

◦ No Risk, No Cost to you requiring less than 30 -60 minutes

◦ Share best practices directly with peers

Color Coded Alerts of Positions & Color Coded Alerts of Positions & DepartmentsDepartments

Proactive Risk Discovery

Proactive Root Cause AnalysisTurnover Voluntary Turnover Performance Turnover

Aging Demographics Compensation Disparity

Reduction in OT costs of hourly employees from Time-to-Fill increasing earnings

Dan Hilbert – CEO OrcaEyes

512-501-2970, Ext 707Dan.Hilbert@OrcaEyes.com

URL about Complimentary Workforce Planning Trial:http://workforce.sonarvisionod.com