White Papers Top 5 Metrics for Workforce Analytics Over the past few years, organizations have done an unprecedented amount of restructuring, retrenchment, and downsizing. Much of this has been reactionary, without time to think, plan, or take into consideration the optimal size and structure of the workforce. This white paper will help address this issue by outlining the top 5 key human capital metrics and how they can help make sense out of the challenges and confusion of economic downturns and growth cycles. The metrics covered in this white paper provide: Visibility to understand and analyze human capital. The ability for data driven decision making for the workforce. Your Organization with a better level of preparedness for economic crisis. The ability to make precise surgical cuts vs. ineffective “cut across the board” methods. Download Please create an account to view downloads: Sign Up If you already have an account, please log in: Sign In

White Papers Linking Human Capital to Business Performance White Paper - Summary What if human capital could be valued and its contribution quantified in the form of productivity or return? What if the return on human capital could be definitively linked to business results? In essence: Can changes in human capital metrics explain movements (i.e., predict) in stock performance for companies? The answer is YES! Download Please create an account to view downloads: Sign Up If you already have an account, please log in: Sign In

On-Demand SOLVE™ Demo Watch On-Demand Demo SOLVE™ helps HR and business leaders use data to drive business results today and build the workforce for tomorrow. Watch on-demand demo videos to see how it's done. Find out why great companies like these have chosen SOLVE™

White Papers 8 Steps to Workforce Realignment Planning in Uncertain Times Whether it’s juggling a remote workforce or realigning the business to stay afloat during this unprecedented event, you need to move fast while avoid missteps that could cripple your business performance during the recovery. Wouldn't it be great to have a workforce realignment plan to achieve this? This ebook outlines the 8 critical steps you can take to build your own workforce realignment plan. Download Please create an account to view downloads: Sign Up If you already have an account, please log in: Sign In

Workforce Planning Tool for Workforce Optimization Schedule Demo ▶️ Walkthrough Video Find out why great companies like these have chosen HCMI Strategic Workforce Planning: Aligning Talent with Business Objectives A well-formed workforce plan that is aligned with business goals can help companies improve productivity, reduce costs, and drive enterprise value. The plan should include detailed action on acquiring, engaging, developing and managing the right talent at the right price to enable the organization to achieve its stated business goals. ​ If your team is conducting its Workforce Planning separate from the business, they are missing a big opportunity to optimize cost, profit, service delivery and productivity. Having worked with many HR teams, we have helped find millions in ROI using analytics to model and realign their workforce to meet these uncertain times. Reality Check In theory, a good workforce plan fits hand in glove with the organization’s business goals and KPIs. In reality, most HR organizations are scrambling to backfill headcount, hire new talent and control workforce costs without linking it to the business. ​ This is how it usually plays out: CEO directs Finance to control workforce costs CEO directs HR to hire more talent ​ No wonder workforce budgets are a point of contention between HR and Finance! Ideally, the two teams would work together along with the business to find a solution that meets the CEO’s requirements and is aligned with the business goals. Key Benefits of Aligning Workforce Planning to Business Goals Improve business insights through real-time insights Lower workforce cost and inefficiency due to conflicting interventions Reduce workforce risks and provide visibility into the impact of workforce strategies Allow management to optimize between workforce cost, profit, service delivery and productivity Make faster adjustments to workforce strategies SOLVE™️ Helps Companies Align Their Workforce Plan Many companies face this workforce planning misalignment without knowing it. ​ SOLVE™ Workforce Intelligence Software helps companies better align their workforce strategies with business goals by providing over 620 HR metrics, what-if scenario modeling, automated reports, and ad-hoc analyses. SOLVE™ Workforce Planning Use SOLVE™ Workforce Planning to model and optimize workforce supply and demand based on workforce cost, headcount, staffing levels, skills and financial projections. Create and save unlimited scenario models to find the optimal solutions to achieve financial targets and business objectives. ▶️ See SOLVE™️ in Action Key features Include: Demand Forecasting of future company and job level headcount demand based on organizational drivers and measured against Total Cost of Workforce (TCOW), total revenue and expense, and level of services provided across the organization. Supply Forecasting of talent incorporating account tenure, age, retirement projections, and historical employee movement through the organization with considerations of TCOW for the organization, job roles and functions. Retirement Calculator to project overall and job-level projected retirements with visual distribution of workforce segments by age and/or retirement eligibility. Workforce Gap Analysis to model and visualize overall supply and demand headcount gaps, map Profit per FTE against TCOW, and analyze headcount, cost, tenure, age, skills and engagement gaps against goals. Workforce Plan on a Page to provide a summary view of workforce optimization and key metrics for talent, labor cost, productivity, retention, hiring, engagement, and leadership impact. Contact Us Want to know more about SOLVE™ and how it can help you align your workforce strategies to business goals? Click on the button below to submit a contact form and we will get back to you shortly. Contact Us Schedule a Meeting with Us Build a Revenue-Generating Workforce Plan Now Schedule Demo With SOLVE™️, HCMI can help you build a comprehensive and revenue-generating workforce plan in 30 days (or less)

TCOW - Total Cost of Workforce When management thinks of workforce spending, wages typically come to mind. However, that is only a fraction of the organization's total workforce expenses. Other costs include benefits, payroll tax, training, HR operating costs and contingent workforce costs to name a few. A recent survey found that almost 40% of companies consistently discuss human capital matters at every board meeting. Topics typically include how much the organization is spending each year on salaries and benefits, recruiting, training, development, etc. and the impact these investments have on the organization. ​ To provide the management and the board with a true picture of workforce spending, HR and Finance should start measuring, tracking and benchmarking their Total Cost of Workforce or TCOW. This guide will tell you everything you need to know about this key metric, how to calculate it and how to use it to make data-driven workforce decisions. Beginners Guide to TCOW - Total Cost of Workforce 1. What is TCOW? 2. Why TCOW 3. How to calculate TCOW 4. Use TCOW to make data-driven workforce decisions Have Questions? Talk to Us What is TCOW? What is Total Cost of Workforce? TCOW or Total Cost of Workforce is the sum of the total amount of money an organization spends on its workforce. It includes all compensation, benefits, and HR operations expenses such as talent recruiting and development. The main purpose of this metric is to provide management with full visibility into labor costs and its drivers. We have written a white paper on this metric and its significance in workforce optimization. To get a detailed list of what should be included in this metric, please go to the "How to calculate TCOW" section. Note that TCOW should also include expenditures on the contingent workforce, outsourcing workforce or gig workers if they work exclusively or spend a substantial amount of time each month working for your organization. Historically, companies omitted these expenses from the calculation and, in turn, miss this important source of expenditure. WHITEPAPER Total Cost of Workforce Download Now Why TCOW Why Measuring Labor Costs With labor costs as much as 70% of an organization's total operating expense, it does not take much persuasion to convince management to care about TCOW. Especially with laborcosts projected to increase steadily in the next decade. Before COVID-19 took place, the overall 2020 salary budget was projected to grow by 3.3% according to SHRM . Many factors are pushing up labor costs. Here are the top workforce trends that companies need to keep track of: Climbing minimum wage - Many states are slowly rolling out their $15/hour minimum wage and companies need to stay on top of this to maintain their bottom-line margin. Rising labor costs - Even before the new minimum wage took place, labor costs have been on an upward trajectory in recent years, especially for highly-skilled positions (i.e. cybersecurity analyst and software engineer) or skills that are in high demand (i.e. Python, RN nurses and analytics translator.) Demand for more transparency in human capital management - More institutional investors and activist groups are demanding more transparency around how companies are managing their workforce such as labor cost, pay equality and diversity. How to Calculate Total Cost of Workforce How to Calculate TCO TCOW or Total Cost of Workforce is the sum of the total costs of the workforce and includes all compensation costs, benefit costs, and other employee costs. Data required to calculate TCOW can be found in the Human Resources Information System (HRIS) and Finance database. Use TCOW to Make Data-Driven Workforce Decisions Use TCOW to Make Data-Driven Workforce Decisions Better measuring, tracking, and reporting TCOW is a great start for any HR team. But what kind of insights that HR can get from TCOW? Below are some examples of how companies used TCOW to make data-driven workforce decisions. Example 1: Understanding Drivers of Labor Costs As shown in figure 1, management of this company recognized that managing workforce costs is an important element of their strategy. They tried to keep labor costs under control by trimming their headcount and tightening their compensation policy. However, their labor costs continued to climb. By tracking TCOW and its components, management was able to discover that a significant portion of their Total Cost of Workforce came from their relaxed use of contingent workers. In fact, their contingent workforce expenditures were almost as high as what they paid for their salaried workforce. And this number was projected to continue growing in the next few years. ​ Armed with these valuable insights, management was able to take precise interventions to reduce their contingent workforce spending and regain control of their labor costs. Whitepaper Download Now Total Cost of Workforce Figure 1 Example 2: Benchmarking Total Cost of Workforce Against Competitors ​ A simple benchmark comparison against closely matched competitors can provide valuable insights into your labor cost. For example, as shown in figure 2, TCOW as a percentage of Expense for this organization is at 63% and TCOW as a percentage of Revenue is around 35%. The percentages are high, but it makes sense since this is a Financial Services company. This helps management better understand their bottom-line margin but begs the question: how are they doing versus peers? When putting them against competitors of similar size and geographical location, it is clear that the company has higher TCOW as a percentage of both Revenue and Expense. The good news is that while they are behind their peers, they are not that far off. Also, all the competitors are very close to each other, so no company has a sizable competitive advantage over the rest. Figure 2 Find out more about our HR Consulting Services & HR Analytics Software Want to See How Your Organization Can Benefit from TCOW? Let's Talk

On-Demand SOLVE™ Demo Schedule Custom Demo Create an account to view demo videos: Sign Up If you already have an account, please log in: Sign In Find out why great companies like these have chosen SOLVE™ Why SOLVE™️ SOLVE™ is recognized as a global leader in RedThread’s People Analytics Software Research. ​ 📄 Read report SOLVE™'s evidence-based framework has been featured in major professional publications. ​ 📄 Link to articles SOLVE™ helped companies of various industries use data to improve workforce performance. ​ 📄 See case studies SOLVE™️ Diversity Track and drill into workforce diversity metrics SOLVE™️ Engagement Identify the value, impact and drivers of engagement SOLVE™️ Management & Leadership Value and rank business impact of managers SOLVE™️ Workforce Productivity Measure and benchmark return on workforce investment SOLVE™️ Recruiting Measure recruiting efficiency and effectiveness SOLVE™️ Turnover & Retention Identify the key drivers of why people stay and leave SOLVE™️ Competitive Talent Intelligence Provide critical hiring intelligence SOLVE™️ Workforce Planning Model workforce to optimize future labor cost and performance

Terms and Conditions 1. SOLVE Pro Products and Services. Commencing on the Effective Date, HCMI will provide Client and its Affiliates (defined below) with the Products and Services specified and described below: ​ a) SOLVE Workforce Intelligence. HCMI will provide Client with fully-secure web-based access to SOLVE as a hosted software Product (to be hosted by Microsoft). b) Optional Products and Services. Subscribing Company may elect from time to time to have HCMI deliver additional Professional Services, including but not limited to configuration of additional analytics tools, project management or other advisory or configuration Services. The scope of and additional terms applicable to such Services will be subject to mutual written agreement by the parties. c) General. Certain Products or Services may require access to certain HR records, operational and financial information (such as detailed current and historical workforce data, primary job roles, responsibilities, HR transactions, reporting and systems data where used to store or process HR or transactional data). All such data and any similar data related to Client, its Affiliates or their respective employees or customers (collectively, “Client Data”) will be Client confidential information and will remain the sole property of Client and be subject to all terms and conditions of this Agreement pertaining to confidential information. It is understood and agreed that Human Capital Management Institute Services may include advice and recommendations, but all decisions in connection with the implementation of such advice and recommendations in Client’s operations shall be the responsibility of, and made by, Client. In connection with its Services hereunder, Human Capital Management Institute shall be entitled to rely on all decisions and approvals communicated in writing by the Client. d) Compliance with Laws; Data Security. HCMI shall perform its obligations under this Agreement in accordance with all applicable laws, orders, rules, and regulations (whether federal, state or local) (“Laws”) and represents and warrants that the Products and Services will at all times comply with all applicable Laws. Without limiting the generality of the foregoing, HCMI represents and warrants that the Products and Services will comply with all Laws applicable with respect to security, storage and transmission of information, including without limitation data security Laws and Laws relating to the protection of personally identifiable information. Further, HCMI and the Products and Services will at all times comply with HCMI’s data security and data privacy policies attached as Exhibit B hereto. If Client adopts a data security policy that is, in one or more respects, more stringent or protective of Client data and information than is HCMI’s data security policy, or if Client otherwise determines that HCMI’s data security policy is not sufficient in any respect, then the parties agree to meet discuss in good faith modifications to this Agreement in order to ensure HCMI’s compliance with Client’s practices and policies regarding data and information security. If after a reasonable period of time (not to exceed 60 days) the parties are unable to agree on such modifications to this Agreement, Client may terminate this Agreement upon written notice to HCMI. e) License Grants. HCMI hereby grants to Client a non-exclusive, non-transferrable (other than as contemplated by Section 13), license to access and use SOLVE during the Term solely for the internal business purposes of Client and its Affiliates. f) Certain Definitions. “Affiliate” means an entity that controls, is controlled by or is under common control with Client or HCMI, as applicable. “Control” means the ownership of 50% or more of an entity’s stock or voting interests. “Documentation” means all documentation, user manuals, training and support materials and other information provided by HCMI to Client or that is otherwise made available by HCMI with respect to the Products and Services. “Specifications” means all descriptions of the content, functionality, performance metrics and specifications of the Products and Services contained in Documentation. ​ 2. Pricing. The fees for the Products and Services will be as set forth in Exhibit A. ​ 3. Payment of Invoices. Properly submitted accurate invoices shall be due and payable within thirty (30) days from receipt of the invoice. Invoices for Products will be sent following the delivery of the Products, or if software is available on a hosted basis, the first date of Client’s access thereto, and fees for SOLVE will be payable annually in advance. Services will be invoiced monthly in arrears. 4. Term; Termination. a) Unless terminated sooner in accordance with its terms, this Agreement shall terminate on the completion of Human Capital Management Institute’s Services hereunder. Notwithstanding the forgoing , this Agreement shall remain in effect during the performance of Services and thereafter for so long as Client subscribes to SOLVE or other hosted software Products (the “Term”). b) After expiration of the Term, this Agreement may be terminated by either party at any time by giving written notice to the other party not less than 30 calendar days before the effective date of termination. c) Either party may terminate this Agreement immediately (i) upon a material breach by the other party of this Agreement that remains uncured 30 days after the breaching party receives written notice thereof or (ii) upon the other party’s bankruptcy or the assignment of all or substantial portion of the other party’s assets for the benefit of creditors, or the appointment of a receiver or a trustee for the other party. d) HCMI will, for a period of 180 days following the termination or expiration of this Agreement for any reason and at no charge to Client, preserve and make available to Client in such format as Client may reasonably request all data and information stored by Client through the use of hosted Products. ​ 5. Ownership; Intellectual Property. a) Human Capital Management Institute Technology. Human Capital Management Institute has created, acquired or otherwise has rights in, and may, in connection with the performance of Services hereunder, employ, provide, modify, create, acquire or otherwise obtain rights in, various concepts, ideas, methods, methodologies, procedures, processes, know-how, and techniques (including, without limitation, function, process, system and data models); templates; the generalized features of the structure, sequence and organization of software, user interfaces and screen designs; general purpose consulting and software tools, utilities and routines; and logic, coherence and methods of operation of systems) (collectively, the “Human Capital Management Institute Technology”). This Section 5(a) will not be construed to limit in any way HCMI’s obligations pursuant to Section 11. b) Ownership of Deliverables. Except as provided below, upon full and final payment with respect to such deliverables to Human Capital Management Institute hereunder, the deliverables or work product produced or delivered by HCMI to Client under this Agreement (including, but not limited to, all reports, information and other output produced by or that otherwise result from use by the Client of the Products and Services) (the “Deliverables”) shall become the property of the Client. To the extent that any Human Capital Management Institute Technology is contained in any of the Deliverables, Human Capital Management Institute hereby grants the Client, upon full and final payment with respect to such Deliverables to Human Capital Management Institute hereunder, a perpetual, royalty-free, fully paid-up, worldwide, non-exclusive license to use and modify such Human Capital Management Institute Technology in connection with the Deliverables or for Client’s internal use in accordance with this Agreement. c) Ownership of Human Capital Management Institute Property. To the extent that Human Capital Management Institute utilizes any of its property (including, without limitation, the Human Capital Management Institute Technology or any hardware or software of Human Capital Management Institute) in connection with the performance of services hereunder, such property shall remain the property of Human Capital Management Institute and, except for the license expressly granted in the preceding paragraph or in Section 1(g), the Client shall acquire no right or interest in such property. Notwithstanding anything in this Agreement to the contrary, the parties acknowledge and agree that (a) Human Capital Management Institute shall own all right, title, and interest, including, without limitation, all rights under all copyright, patent and other intellectual property laws, in and to the Human Capital Management Institute Technology and (b) Human Capital Management Institute may employ, modify, disclose, and otherwise exploit the Human Capital Management Institute Technology (including, without limitation, providing services or creating programming or materials for other clients). d) Ownership of Client Property. Client shall be the sole and exclusive owner of all Client Data and all other property or rights developed or acquired by Client outside the performance of this Agreement, including all intellectual property rights therein. Upon any request by Client, HCMI shall promptly provide Client with access to any Client Data within HCMI’s possession. Upon termination or expiration of this Agreement, HCMI shall promptly return to Client any Client Data and, upon Client’s request, deliver written confirmation of such return of all Client Data signed by an authorized representative of HCMI. HCMI may use Client Data solely to perform Services for Client under this Agreement. e) Internal Use. The Client agrees that all Services hereunder and Deliverables shall be solely for informational purposes. Further, the Products and Services are intended solely for Client’s internal use. The Client further agrees that such Services and Products shall not be used by or provided to any third party, other than Client’s Affiliates, advisors, consultants, directors, contractors, and employees using the Service or Products for the sole benefit of Client and its Affiliates. ​ 6. Limited Warranties. HCMI represents and warrants that (i) the Products and Services will at all times during the Term conform to the Documentation and Specifications; and (ii) Products will be delivered and maintained free from viruses, backdoor traps, “Trojan Horses,” “time bombs,” spyware or other features that interfere with, delete, damage, monitor, terminate or modify the availability or use of any Product or any information stored on any computer network (“Malicious Code”) and no Malicious Code will be introduced through the performance of any Services; (iii) all Services will be performed in good faith and in a professional and workmanlike manner; and (iv) that the Products and Services do not and will not infringe, misappropriate or otherwise violate any patent, copyright, trade secret or other proprietary or intellectual property right of any third-party. If Client notifies HCMI that any Service has failed the warranty in clause (iii) above, HCMI will re-perform such Services at no charge to Client. HUMAN CAPITAL MANAGEMENT INSTITUTE DISCLAIMS ALL OTHER WARRANTIES, EITHER EXPRESS OR IMPLIED, INCLUDING, WITHOUT LIMITATION, WARRANTIES OF MERCHANTABILITY AND FITNESS FOR A PARTICULAR PURPOSE. ​ 7. Limitation on Damages and Indemnification. a) Limitation of Liability. Except for HCMI’s obligations under Section 7(b) (Indemnification), damages arising from either party’s breach of Section 11 (Confidentiality), damages arising from a breach by HCMI of Section 1(f) (Compliance with Laws; Data Security), and amounts owed by Client pursuant to Section 2, in no event will either party be liable to the other for any claims, liabilities, or expenses relating to this Agreement for an aggregate amount in excess of the fees paid by the Client to HCMI pursuant to this Agreement, except to the extent finally judicially determined to have resulted from the bad faith or intentional misconduct of such party. Except for HCMI’s obligations under Section 7(b) (Indemnification) and damages arising from either party’s breach of Section 11 (Confidentiality), damages arising from a breach by HCMI of Section 1(f) (Compliance with Laws; Data Security), in no event shall either party, its Affiliates or its personnel be liable for consequential, special, indirect, incidental, punitive or exemplary loss, damage, or expense relating to this Agreement. The limitation on liability and indemnification provisions of this engagement letter shall apply to the fullest extent of the law, whether in contract, statute, tort (such as negligence), or otherwise. b) Indemnification. i) HCMI agrees to defend, indemnify, and hold harmless Client and any of its subsidiaries or Affiliates, and their respective directors, officers, employees, representatives, and agents (the “Indemnitees”) from and against any and all claims, actions, demands, legal proceedings, liabilities, damages, losses, judgments, authorized settlements, costs or expenses, including without limitation reasonable attorneys’ fees, (the “Damages”) arising out of or in connection with any alleged or actual: (i) infringement or misappropriation by HCMI or any Product or Service of a copyright, patent, trademark, trade secret or other proprietary or intellectual property right of any third party; (ii) claim that HCMI has caused bodily injury (including death) or has damaged real or tangible personal property; (iii) breach by HCMI or any of the terms and conditions of this Agreement (including, but not limited to, Section 1(f)); and (iv) claim by or on behalf of HCMI’s contractors, suppliers or employees for salaries, wages or compensation. ii) Client will promptly notify HCMI of any such claims (provided that any failure to provide such notice will not relieve HCMI of its indemnification obligations except to the extent HCMI’s ability to defend the claim is prejudiced such failure) and to allow HCMI to assume the defense of any such claims. ​ 8. Force Majeure. Neither party shall be liable for any failures or delays resulting from fire or other casualty, vandalism, emergencies, acts of God, strike or labor dispute, war or other violence, or any law, order or requirement of any governmental agency or authority or other similar causes beyond its reasonable control. ​ 9. Limitation on Actions. No action, regardless of form, arising under or relating to this engagement, may be brought by either party more than two years after the cause of action has accrued, except that an action for non-payment may be brought by a party not later than one year following the date of the last payment due to such party hereunder. ​ 10. Independent Contractor. It is understood and agreed that each of the parties hereto is an independent contractor and that neither party is, nor shall be considered to be, an agent, distributor or representative of the other. Neither party shall act or represent itself, directly or by implication, as an agent of the other or in any manner assume or create any obligation on behalf of, or in the name of, the other. ​ 11. Confidentiality. a) To the extent that Human Capital Management Institute comes into possession of any proprietary or confidential information of the Client, Human Capital Management Institute will not disclose such information to any third party without the Client’s consent, except (a) as may be required by law, regulation, judicial or administrative process; provided that HCMI will promptly notify Client of such disclosure requirement and cooperate with Client in its efforts to obtain protective treatment for such information, or (b) to the extent such information (i) shall have otherwise become publicly available (including, without limitation, any information filed with any governmental agency and available to the public) other than as the result of a disclosure by Human Capital Management Institute in breach hereof, or (ii) is known by Human Capital Management Institute prior to its receipt from the Client without any obligation of confidentiality with respect thereto such information. HCMI agrees that any and all information provided by Client to HCMI or accessed by HCMI in connection with this Agreement, the Products or Services, including any such information provided prior to the Effective Date, will be deemed to be Client's confidential information for purposes of this Agreement. The existence of and the terms and conditions of this Agreement will also be considered confidential information. b) During the term of this Agreement and thereafter, HCMI may use Client’s confidential information solely in performing its obligations under this Agreement. However, subject to terms of this Agreement and of this Section 11(b), HCMI may use Client data for research purposes, or in a manner that does not infringe upon client's trade secrets or the privacy rights of Client or its employees, without violating any other part of this Agreement; provided, however, that in all such cases (i) HCMI shall ensure that (A) Client data is aggregated with similar data from other HCMI clients, and (B) all such data will be de-identified and masked such that no person viewing such data or any summaries, compilations, derivatives or extracts thereof could reasonably determine the identity of Client or any of its Affiliates, shareholders, employees or contractors or of any other person; and (ii) HCMI may not use any data or information contained in any “free text” or “open text” fields contained within or made available through the Products or Services, all of which will be deemed Client’s sole property and confidential information. The foregoing shall apply notwithstanding any conflicting or more permissive terms in the HCMI privacy policy attached hereto regarding data and information entered into HCMI’s SOLVE application or any other Product or Service hereunder. c) HCMI will require that its agents, employees, affiliates, contractors and subcontractors (collectively, “Third Party Contractors”) that have access to the Client’s confidential information enter into a written agreement with HCMI that is at least as protective of such confidential information as is this Agreement. Additionally, HCMI will (i) where practical, provide that Client is a third-party beneficiary of the confidentiality terms of such agreement and (ii) where a Third Party Contractor has breached the terms of such agreement with respect to Client’s confidential information, then upon request of Client, enforce such agreement against that Third Party Contractor. ​ 12. Survival. The agreements and undertakings of the Client contained in the engagement letter to which these terms are attached, together with the provisions of Paragraphs 3, 4(e), 5, 7, 9, and 11 – 16 hereof, shall survive the expiration or termination of this engagement. ​ 13. Assignment. Except as provided below, neither party may assign, transfer or delegate any of the rights or obligations hereunder without the prior written consent of the other party. Notwithstanding the forgoing , either party may assign or subcontract its rights and obligations hereunder to any Affiliate or successor in business without the consent of the other. This Agreement shall be binding upon and shall inure to the benefit of the parties, their successors and permitted assigns. Any assignment or transfer in violation of this section is void. ​ 14. Governing Law and Severability. This Agreement, including the exhibits, shall be governed by, and construed in accordance with, the laws of the State of California (without giving effect to the choice of law principles thereof). The parties also agree to submit to the exclusive jurisdiction of the state or federal courts located in Los Angeles, California for any claims arising under this Agreement and each party submits to the personal jurisdiction thereof. If any provision of this Agreement is found by a court of competent jurisdiction to be unenforceable, such provision shall not affect the other provisions, but such unenforceable provision shall be deemed modified to the extent necessary to render it enforceable, preserving to the extent permissible the intent of the parties set forth in this Agreement. ​ 15. Entire Agreement; Amendments and Waivers. This Agreement contains the entire agreement of the parties with respect to the subject matter hereof and supersedes all prior agreements, whether written or oral, with respect thereto. This Agreement may not be amended or modified except in writing signed by both parties. A waiver by either party of a breach of this Agreement by the other party or failure to enforce any provisions of this Agreement shall not be construed as a waiver of any subsequent breach or default or of any rights or privileges hereunder. ​ 16. Notices. Any notices under this Agreement will be sufficiently given (i) on the date sent by confirmed facsimile, (ii) on the date delivered personally, (iii) one business day after delivered by nationally recognized overnight courier service, (iv) or (v) 3 business days after sent by certified U.S. mail, return receipt requested, in each case to the address or facsimile number specified on the first page of this Agreement. In order to be effective, HCMI must send a copy of any notice hereunder to the attention of Client’s General Counsel, at the same address as provided on the first page of this Agreement. ​ 17. Insurance. Human Capital Management Institute (HCMI) agrees to and shall maintain for the duration of the contract insurance against claims for injuries to persons, or damages in property which may arise from or in connection with the performance of the work hereunder by the named Client, including HCMI Third Party Contractors, including authorized agents, employees or subcontractors. HCMI minimum scope and coverage of insurance shall be at least the following: Insurance Services Office Commercial General Liability coverage, aka, General Liability in a minimum amount of $2,000,000 per occurrence for bodily injury, personal injury and property damage. Commercial General Liability Insurance or equivalent insurance coverage, the general aggregate of limit being twice the required occurrence limit or $4,000,000. Products/Completed operations aggregate shall apply separately to this contract/agreement or the aggregate limit shall be twice the required per occurrence limit at $4,000,000. Insurance Services covering Automobile Liability, shall be at least $2,000,000 per each occurrence or accident for bodily injury and property damage on a single limit basis. Workers’ Compensation insurance as required by the federal requirements, and applicable state requirements in the amount of at least $1,000,000 per each occurrence or accident. Professional Liability Insurance and or general umbrella liability insurance in the amount of at least $1,000,000 per occurrence. Human Capital Management Institute (HCMI) agrees to and shall provide upon request of Client, Certificate of Proof of Insurance for all above noted insurance coverage, current and in good standing for the period of time relevant to the a signed contract and for the duration of such contract and period(s) in which HCMI provides services to Client.

NEWS ​Press releases about our company and official announcements of new products and services Dong-A Socio Group Achieves ISO 30414 Certification, Leading Human Resource Management in South Korea 1 Human Capital Reporting Standards Finally Arrive 636 Human Capital Management Institute Appoints Steven R. Maxwell as President and Board Member 103 HCMI CEO to Present at SEACEN Strategic HR Conference 44 Featured in CFO Magazine, HCMI CEO Discusses the Value of Human Capital Disclosure 80 Jeff Higgins to Speak and Participate in Panel Discussion at 2016 Summit Measuring HCM Performance 40 Jeff Higgins to Speak at CTR Conference in Dallas 23 HCMI to Speak at TMA Analytics Conference 35 HCMI to Speak at PACON, the People Analytics Conference 34 Jeff Higgins Discusses the Human Capital Disclosure Statement in an Interview by Dr. Jac Fitzenz 47 3 New Case Studies Released Providing Insight on Improving the ROI on Hiring 73 Top Five Metrics for Workforce Analytics 100 Top 25 Questions to Boost Your Workforce Analytics 3,601 The $1 Million Analytics ROI Challenge 59 HCMI Featured in the Latest Edition of Drake Business Review 57

Competitive Talent Intelligence SOLVE™: Talent Intelligence for a Competitive Workforce Schedule Demo ▶️ Walkthrough Video (1:00) Find out why great companies like these have chosen HCMI Talent Intelligence for a Competitive Workforce Get detailed insights into talent supply, demand, salary and competitor recruiting activities at the local market level with Competitive Talent Intelligence from SOLVE™️ Schedule Demo Competitor Recruiting Activities Local Salary Benchmark Data Local Talent Supply and Demand Walkthrouh Video Talent Intelligence for a High Performance Workforce Custom intelligence by company, location, job group and job family of your choice. SOLVE™️'s Competitive Talent Intelligence provides the much needed insights to help your team build a stronger workforce by making informed decisions. Schedule Demo Your Talent Questions Answered 1. Who & Where are Your Competitors Hiring? Learn where and what job roles your selected competitors are hiring. 2. Gain Insights on Your Talent Markets Analyze local talent supply and salaries by job title, job group and city. 3. Where is the Best Location to Expand or Relocate? Find the best cities in the country to hire for any given job. 4. Will Your Current Markets Meet Your Talent Demands? Gain local market insights on your talent supply, demand and salaries by job title, job group and city. Get Custom Talent Intelligence Schedule Demo Looking to expand? We can help you find the locations with the best talent supply and salary levels.

solve overview SOLVE™ - People & HR Analytics Software The Window into Your Workforce Schedule Demo See SOLVE™ in Action Find out why great companies like these have chosen SOLVE™ About SOLVE™ With best-practice expertise built-in, SOLVE™ provides a workforce decision hub transforming data from disparate HR and business systems into critical insights to drive business results today and build a workforce for tomorrow. Overview SOLVE™️ Answers Your Critical Workforce Questions GAIN OPERATIONAL EFFICIENCY One Source of Insights for all Data Provide secure role level access to key workforce performance metrics and drivers through a single point of access to an integrated set of enterprise-wide data. ENABLE TACTICAL EXECUTION Your Decision Hub for Talent Management On-demand access to dynamic visuals of pre-built best-in-class metrics provide a workforce decision hub for time sensitive and business critical actions. ACHIEVE STRATEGIC ADVANTAGE Linking Workforce to Financial Results Link workforce spending to business and financial outcomes to know where to cut waste and where to increase investment to deliver the best business results. Reduce Reporting Time by 95% Deliver higher value and more accurate information in a fraction of the time with SOLVE™ automated data collection, cleansing, integration and reporting. Score Results vs Benchmarks Compare your performance against industry average and peers with built-in benchmarks and labor market intelligence built into your reports and analyses. Align Workforce Plans with Business Needs Model workforce plans to align with multiple business financial scenarios to maximize flexibility to achieve the optimal workforce size, cost and productivity. See how SOLVE™️ helps you drive business results See SOLVE™️ in Action ➲ SOLVE™ Workforce Analytics Use SOLVE™ Workforce Analytics to measure, predict and optimize the financial and business impact of your workforce investments. With dynamic visualization, embedded analytics, and advanced query and slice-and-dice capabilities, SOLVE™ enables HR, business and analytics users to identify actionable insights for talent management interventions. ▶️ See SOLVE™️ in Action Workforce Analytics Workforce Productivity Measure or benchmark return on workforce investment with 10,000+ companies. Turnover and Retention Identify the key drivers of why people choose to stay or leave Recruiting Profile and optimize best talent sources via quality of hire index. Performance Discover and measure the value create by high performers. SOLVE™ Workforce Planning Use SOLVE™ Workforce Planning to model and optimize workforce supply and demand based on workforce cost, headcount, staffing levels, skills and financial projections. Create and save unlimited scenario models to find the optimal solutions to achieve financial targets and business objectives. ▶️ See SOLVE™️ in Action Key features Include: Demand Forecasting of future company and job level headcount demand based on organizational drivers and measured against Total Cost of Workforce (TCOW), total revenue and expense, and level of services provided across the organization. Supply Forecasting of talent incorporating account tenure, age, retirement projections, and historical employee movement through the organization with considerations of TCOW for the organization, job roles and functions. Retirement Calculator to project overall and job-level projected retirements with visual distribution of workforce segments by age and/or retirement eligibility. Workforce Gap Analysis to model and visualize overall supply and demand headcount gaps, map Profit per FTE against TCOW, and analyze headcount, cost, tenure, age, skills and engagement gaps against goals. Workforce Plan on a Page to provide a summary view of workforce optimization and key metrics for talent, labor cost, productivity, retention, hiring, engagement, and leadership impact. Workforce Planning Competitive Talent Intelligence SOLVE™ Competitive Talent Intelligence Get detailed insights into talent supply, demand, salary and competitor recruiting activities at the local market level with Competitive Talent Intelligence from SOLVE™. Competitor Recruiting Activities Local salary benchmark data Local talent supply and demand Learn More Ready to Talk? Get in Touch or Schedule a Demo Let's Talk

White Papers Human Capital Disclosure Statement Introducing the Human Capital Disclosure Statements, a reporting framework that captures and quantifies key information about your human capital and its business impact, allowing users to make workforce management decisions that are both sustainable and optimized. Download Please create an account to view downloads: Sign Up If you already have an account, please log in: Sign In