Partner Activ8 are leaders in harnessing the value hidden in people data using a sophisticated database and analytics in the cloud. Synapse captures the people data found in operational systems such as Resource Management and Capacity Planning. Combining these two types of leads to very powerful new insights: • Are my best people working on the highest value/risk projects in my portfolio? • Which of these resources are most likely to leave in the next 6 months? • How is the absence rate correlated to current Portfolios, Programmes, Projects and Managers? • What will be the predicted financial impact of this in these Portfolios in the next 12 months? Synapse is able to direct a ‘stream’ of new operational data into the Activ8 system and provide these and many more answers.

1. HR Analytics
Harnessing the value hidden in people data
Matthew Lymbery
Managing Director and Founder
Cleanse – Analyse - Predict
(c) activ8 intelligence limited 2012

2. Contents
• Activ8 Intelligence
– Credentials
– Mission
• HR Intelligence
– Benefits
– Key Features
– Demonstration
• The art of the possible
Cleanse – Analyse - Predict
(c) activ8 intelligence limited 2012

3. Who are activ8 intelligence ?
• Innovation award winning technology
business founded in 2005
HR Centricity
• Pioneers in the use of predictive
technologies in the HR field
• Venture Capital backed – investment in Artificial Analytics
developing ideas and concepts into Intelligence pedigree
marketable products and services
• In 2010, acquired Datapurity to extend
proposition to be able to cleanse and drive
up integrity of data to report and analyse
Cleanse – Analyse - Predict
(c) activ8 intelligence limited 2012

4. Workforce Analytical Maturity – the 4I model
Forecast future trends & model impact of actions
• For example - Absence in division A will rise by
another y% next year impacting customer
satisfaction by z% unless actions B, C and D are Intelligence
completed
• Future facing, greatest return on investment
Value and Return on Investment
Turn information into understanding & action
• For example - Absence in division A rose by x% last
month because...
• Provides insight into the key areas to Insight
focus, monitor and improve
• Still normally rear view mirror
Summarise raw data into useful information
• For example - Absence rose by x% last month
Information • Monitors progress and highlights issues
• Provides context, but still rear view and doesn’t
drive actionable decisions
Basic listing reports
• For example - A list of leavers
Inputs • Review mirror
• Useful for checking, queries and lookups
• No context, warning or call to action
Analytical Capability
(covering capability of resources, knowledge, metric sophistication and technology)
Cleanse – Analyse - Predict
(c) activ8 intelligence limited 2012

5. Vision of HR and Workforce Analytics
Helping organisations understand how their most valuable assist, people, can positively impact the
business performance by unlocking the hidden value locked in their HR and people data.
Content
Service
• A set of both standard • Expertise and advice
Technology
• Cleanse – ensuring data
and expert through implementation
is accurate, timely and
metrics, reports and and training services
analytics which has integrity
• Best practice advice on
measure, interpret and • Analyse - HR centric delivery of HR reporting
provide actionable reporting toolset services to stakeholders
insight into HR and •High impact and relevant • Managed reporting
workforce performance standard reporting service to compliment
for: • Wide distribution to the clients own HR MI
• HR professionals stakeholders with capability
• HR leaders differing needs and focus • Predictive investigations
• Business leaders • Intuitive and flexible so
• Line managers non-technical users can
interpret the meaning of
their own data
• Consolidate data from
multiple HR and business
sources
• Predict - maximise
return on investment
with predictive analytics
software and service
Cleanse – Analyse - Predict
(c) activ8 intelligence limited 2012

6. The “journey”
activ8 can support you across the workforce analytics and reporting spectrum with a
range of products and services
From getting the basics right To the fully evolved model of
• Efficient and accurate standard reporting to the • Advanced metrics, insightful reports and
HR community drilldowns ;
• Using a solid set of core HR metrics • self sufficiency in ad-hoc reporting and data
investigations with;
• all available people data mixed with business
performance data;
• benchmarked internally and against external
(sector specific) measures;
• rolled out to every line manager’s desktop with;
• predictive analytics and future forecasting
Focus of Operational HR Strategic workforce and HR service objectives
Maximising the value hidden in workforce data is a journey of ever increasing analytic
maturity and stakeholder involvement
Cleanse – Analyse - Predict
(c) activ8 intelligence limited 2012

7. HR Intelligence
Technology
Cleanse – Analyse - Predict
(c) activ8 intelligence limited 2012

8. What HR Analytics technology can deliver
Improve the way people related decisions are made
• Fast, frequent and efficiently produced standard and regular reporting
• Meaningful information through relevant, high impact, professional looking and value
adding report suite delivered to the desktop via a secure self-service portal
• Large scale adoption by the HR leaders, HR professionals, corporation’s leaders and line
managers - removing the delay for the decision makers in obtaining vital information
• Use of a toolset, designed for “non-techies”, for ad-hoc reports and deep dive data
“investigations” – reducing the myriad of cottage industries within the corporation
• Access to an expert HR MI team with the ability to interpret and provide context to
people related trends and initiatives
• Benchmark key performance indicators internally and externally
• Improve the trust and confidence in the validity and integrity of the underlying data
• Combine business performance and operational data and directly link it to people related
data – gain a true understanding of the impact of people on the business
Cleanse – Analyse - Predict
(c) activ8 intelligence limited 2012

9. Key features
• Pre-built HR centric functionality and data warehouse recognises the
unique demands of reporting and analysing people data
• Over pre-built 200 standard and distinct high impact, relevant HR and
recruitment metrics, reports and drilldowns
• Presented in a variety of high impact visually appealing formats;
• Covering the whole of the employee life cycle and workforce planning
• Delivered via drag and drop dashboarding technology
• Ease of change existing reports and dashboards or creating new
• Ad-hoc and report development by the HR user rather than reference to IT
• Moves beyond ad-hoc reports into the realm of data investigation
• Ease of comparison
• Time based trends
• Between different business units (for example, my business unit versus the
company average)
• Against an external benchmark
• Ease of distribution to a wide range of stakeholders
• Able to fit around any number of complex security scenario’s
• Built to be ready for more data sources
• HR system “agnostic” – consolidates data from any number of
HR, recruitment and business systems
Cleanse – Analyse - Predict
(c) activ8 intelligence limited 2012

10. Demonstration
Cleanse – Analyse - Predict
(c) activ8 intelligence limited 2012

11. probable
The art of the possible
=
Cleanse – Analyse - Predict
(c) activ8 intelligence limited 2012

12. A glimpse into the power of prediction
Established in 1836, now a leading provider of risk, savings and investment management products in the UK with over 6.9
million customers, £320 billion of assets under management
Which of the following candidates do you think Legal and General hired into the role of Customer Service Agent ?
Geoff Wendy Alan Steve Sam
Several years “Return to work” mum Unemployed Milkman Worked in the RAC call Worked on the check-
experience in financial previously worked in centre for 6 months as out at Asda
services industry customer service Sales Advisor
centre
Answer ... all of them
... and Alan became Legal and General’s top performing Customer Service Agent despite not matching the historical role profile of financial service or call centre
experience. He was predicted to be a good hire by activ8’s technology based on data collected during the recruitment process.
It really is possible to predict which candidates will be higher performing, longer-staying and have lower absence
** Good hire rates rose from 44% to 85% within 6 months of deployment - both attrition and absence with both significantly lower, customer service levels
were raised, the talent pool from which to recruit expanded, time to hire and manager’s interviewing time reduced and candidates reported that the
recruitment experience was excellent
Cleanse – Analyse - Predict
(c) activ8 intelligence limited 2012

13. A glimpse into the power of prediction
AXA have been world leaders in financial protection and wealth management since 1720. Operating in a fiercely competitive
landscape, AXA were keen to ensure their status as market leaders in the UK.
Ashish is a recognised high performer and key member of staff –
Who is most likely to spot that Ashish is in danger of
leaving the organisation within the next 6 months
versus
A computer
His manager
Answer ... The computer
Analysis showed that manager’s on average had a 1 in 4 chance of accurately spotting members of their team who were likely to leave whereas the computer
using activ8’s technology was able to do this 3 out of 4 times
Cleanse – Analyse - Predict
(c) activ8 intelligence limited 2012

14. A glimpse into the power of prediction
AXA have been world leaders in financial protection and wealth management since 1720. Operating in a fiercely competitive
landscape, AXA were keen to ensure their status as market leaders in the UK.
Out of the 5 retention “levers” which will most likely work to retain Ashish within the
organisation ?
Increased Salary Bonus payment Promotion or Additional Training Course
change of manager Benefits
Answer ... For Ashish it was a Training Course
Re-recruiting Ashish would have cost £000’s and been disruptive to the organisation. In the case of Ashish, spending a few hundred pounds on a training course
was enough to persuade him that his future remained with AXA and was the most cost effective way of retaining his valuable services
It really is possible to predict who is at risk of leaving and the most effective way of retaining them
Cleanse – Analyse - Predict
(c) activ8 intelligence limited 2012

15. Predictive services
Making HR and business data work harder by
utilising Artificial Intelligence
• Forward focussed rather than rear view mirror –
learn from the past to change the future
• Utilises latent value held in business and
operational systems
Greatest return on investment
• Generally focuses on effectiveness rather than
efficiency
Service is inclusive of an activ8 analyst (s)
• HR analysis
• Business analysis
• Predictive analysis
• Use of both additional internal and external data
sources
Ongoing predictions delivered via HR Intelligence
desktop
Cleanse – Analyse - Predict
(c) activ8 intelligence limited 2012

16. Example case studies
Improving call centre performance at BSkyB
Focussing on the recruitment selection process to find candidates who
are customer centric, higher performing, have low absence and long
tenure and will provide the highest customer service with the best
possible productivity
Improving sales performance in the retail business unit at
ScottishPower
An investigation primarily focussed on attrition, absence and employee
performance and their relationship with acquiring and retaining
customers
Cleanse – Analyse - Predict
(c) activ8 intelligence limited 2012