HR Specialty Products & Services Catalogue Executive Summary

1. “25 Year Cycle Big Idea” for Strengthening Employee Relations so as to Drive Engagement, Productivity and Profitability HR Specialty Products & Services Catalogue Executive Summary A No Frills Distillation of Vendor’s Marketing Collateral Thomas A Ference President & CEO Human Resources Mining & Distribution Co Locating, Validating and Accelerating HR  Innovation Office: 219-662-0201 Cell: 630-240-2583 Fax: 219-661-0236 e-mail: tference@hrmdco.com Website: www.hrmdco.com

2. In most organizations, communication is management centric creating a top down, “we vs. them” employee relations environment causing employee mistrust, ill-gotten rumors and a lack of employee input for improving the workplace conditions • This management-driven process consists of 5 simple to use and understand yet highly effective modules that have been developed based on 40+ years of employee relations experiencedesigned to learn about and address what employees want • The modules reverse communication flows by making them employee centric with an overarching goal of making the organization a “better place to work “. • They include company information sharing meetings, one-on-ones to develop mutual trust, employee performance influencing, early warning on workplace issues from identified opinion leaders and solutions teams to solve workplace problems • Concise reports allow HR to monitor progress and compliance with modules as designed • Increases in employee engagement, retention and performance, helps maintain union free environment, reduces employee litigation, optimizes employee’s contributions and makes supervisors confident leaders of people Continuous Employee Relations Improvement Process

3. Yesterday Tomorrow Face-to-face group meetings so employees understand their role, dialogue about new solutions and suggest ways for a better place to work Supervisors made available to know employees as individuals and vice versa resulting in mutual trust & bonding Employer’s ability to fix the small things raises management's image and creates a positive grapevine as messages spread Innovation solutions on workplace problems coming from suggestions made in cross functional face-to-face group meetings • Irregular and impersonal top down management communication leaving employees wondering • 50% of supervisors admit they are not making time to manage employee performance • Companies lack process to keep finger on pulse of the workplace allowing room grapevine and ill-gotten rumors • Innovation is left to a few with the majority of employees feeling left out and disrespected Yesterday’s Paradigm vs. Tomorrow's Model for Success

4. 5 Ongoing Modules

5. Continuous Process

6. Weeks 1 &2 Weeks 3 & 4 Month 3 Typical Implementation Timeline Month 4 Month 6

7. This product/service is contained in the HR Specialty Products & Services Catalogue™ • Operational level details about this particular service provider can be obtained in conference with the vendor • The HR Mining &Distribution Co. is an independent and contracted representative of the vendor • Upon your request, we will arrange for an introduction that can range from a simple, quick conference call to a services overview / system demo • Tom Ference 219-662-0201 (Chicagoland area) or tference@hrmdco.com • Thank you for your potential interest in this fresh thinking Next Steps