A board and management advisory service provided in the US and UK by the Enterprise Engagement Alliance's Engagement Agency and by Four C Group Management Consulting in the European Union. 


Summary of Engagement Agency Human Capital Management Solutions

To Enhance Organizational Performance Through Stakeholder Engagement


The Enterprise Engagement Alliance and its Engagement Agency implementation organization provide a concrete path for turning human capital into a profit center to support Stakeholder Management, increasingly known as Stakeholder Capitalism—achieving returns for investors by creating value for customers, employees, supply chain and distribution partners, and communities. The EEA uses ISO standards 30414 for Human Capital Reporting and 10018 for People Engagement to apply the same strategic and systematic approach ISO 9001 standards have achieved to enhance quality in manufacturing. These services address the fact that human capital, including all stakeholders, is the last bastion of value creation and enhanced sustainable profitability and better stakeholder experiences. While created starting in 2009, the principles and processes underlying the EEA curriculum align almost precisely with the new European Union Corporate Sustainability Reporting directive, which apply to tens of thousands of US companies and potentially one million or more worldwide.


Click here to learn about our related Strategic People Management business plan development and implementation service.


The Engagement Agency is the advisory and managed outsourcing division of the Enterprise Engagement Alliance. Services include:

1. Training and certification in Stakeholder Engagement processes. 

2. Executive briefings.

3. Human capital reporting analysis.

4. Human capital management and reporting plan development.

5. A human capital metrics and internal and external reporting SaaS platform.

6. Retention and Referral Engagement Analytics Service 


1. Training and certification in Enterprise Engagement. Join the EEA to become trained and certified in a Human Capital Management, Reporting, and ROI of Engagement process that integrates DEI into an overall strategy to optimize organizational performance.

A. The cost is $450 for annual individual membership and $1,050 for corporate membership that includes a five-part recorded human capital management training program shared with paid EEA members only. Click here for a sample of the learning program.

B. Each member receives our two books Enterprise Engagement for CEOs: The Little Blue Book for People-Centric Capitalists and Enterprise Engagement: The Roadmap 5th Edition implementation guide, as well as three other books on Strategic Management: A Stakeholder Approach by R. Edward Freeman, the academic founder of Stakeholder Management field; Grow the Pieby Alex Edmans, Professor of Finance, London School of Business; Building Corporate Soulby Ralf Sprecht, co-founder of the Spark44 ad agency, and Humanizing Human Capitalby human capital experts Dr. Solange Charas, adjunct professor of human capital at three universaries and CEO of HCMoneyball, a human capital analytics company. 

C. Members can access the EEA information and solution provider concierge service via email or phone.

D. Those who wish to receive the Certified Engagement Practitioner status pay an additional $350 to take a 45-60 minute live video test on a pass/not pass basis, good for five years.

Basic EEA certification time requirements: About 10 to 15 hours of reading and listening.

ROI: EEA Practitioners have the knowledge to guide their companies on a strategic approach to people management and even potentially facilitate a strategic and systematic approach that integrates DEI into human capital practices that will be necessary in the new era of ESG, aka Stakeholder Capitalism.

Note: ISO certifications are available through the International Center for Enterprise Engagement.


2. Executive briefings for the C-suite. Conduct a stakeholder management and human capital briefing for the CEO, CFO and C-suite to demonstrate how human capital management is an opportunity for value creation and not just a response to regulations. Many CEOs and CFOs are unaware of the coming SEC disclosure requirements that may force public companies to disclose more information on workforce engagement, demographics, DEI, professional development, wellness and safety.

A. Even private companies will be forced to comply by public companies seeking conforming suppliers.

B. Help educate the management team on the opportunities, risks, and economics, and the various considerations related to external and internal reporting.

C. Conduct a thumb nail human capital gap analysis to identify risks, opportunities, and metrics.

Deliverable: preliminary gap analysis or simply executive briefings. 

Time requirements for a preliminary gap analysis: Usually five hours of EA time (90 minutes for briefing, 3 ½ hours to provide the thumb-nail gap analysis that includes a concise written report from the Engagement Agency with high-level recommendations, metrics, and potential ROI.)


3. Human Capital Reporting Analysis. Conduct an analysis of an organization’s current human capital reporting to the Securities & Exchange Commission to determine the thoroughness of current reporting related to human capital management and DEI.

A. The Engagement Agency team analyzes all current disclosures against the ISO-based reporting grid.  

B. Deliverable: You receive a report that “grades” your organization’s human capital reporting against best practices and identifies potential areas of improvement and provides recommendations.

Time: 3-4 weeks


4. Strategic People Management and Reporting Plan Development.  Conduct a thorough human capital analysis of your enterprise that integrates DEI into the process in a way that optimizes ROI. Using a human capital reporting framework based on ISO 30414 Human Capital and ISO 10018 People Engagement standards that include DEI as a core component, the EEA’s Engagement Agency can provide a highly effective gap analysis of human capital practices and metrics, including employees, customers, supply chain and distribution partners, and communities to determine their ROI and alignment with organizational goals and the degree to which the organization is profiting from DEI.

A. This process includes a 60 minute to five-hour series of meetings in total with department heads in video or live sessions to assess practices against the 14 most critical people issues connected to sustainable performance outlined in the framework above.

B. The deliverable is a report that includes the gap analysis; potential human capital metrics with which to drive your business; issues to be addressed; recommendations on external and internal reporting, and the potential ROI of addressing the issues in the gap analysis.  Click here for an overview of the process of creating a human capital report and an example of a report from a small, fast-growing international technology company. Click here for a copy of the final ISO certified report.

C. Under this plan, the organization’s internal faciliator of the process participates as part of training.

Time requirements: About three to five hours of company management time, depending on the size of the company. The report is delivered within three weeks of completion of executive meetings.

ROI. A plan to tangibly optimize organizational results through a strategic approach to managing all stakeholders that bakes DEI into the process as a measurable business opportunity. Included are recommendations for internal and external reporting and return-on-investment analysis.


5. Human Capital Metrics Reporting and Analysis. Your Engagement Agency team can help you develop an effective human capital reporting platform for internal management and external reporting purposes, including a dashboard that tracks all-agreed upon metrics.

A. For an optional additional fee, the Engagement Agency provides the HCMoneyball metrics platform to automate reporting on all key information, including benchmarking against key competitors or industry.

B. The dashboard provides metrics predictive of financial performance, including Human Capital ROI and Value Add; revenues, costs, and turnover of customers, employees, and distribution partners; DEI and Training and Development effectiveness; organizational culture, health and safety.

C. Using HCMoneyball SaaS technology, we can help you set up an automated, real-time report dashboard that can benchmark your organization against industries or competitors, based on data.

Time requirements: 2 to 4 weeks, depending on whether the organization’s metrics and data sources are already established or need to be created.

Cost: Based on requirements plus SaaS fee for the HCMoneyball analytics dashboard.

Advantages of the ISO Standards Stakeholder Analysis Process: 
  • As an international organization involving almost every country in the world, ISO regards human capital and DEI first and foremost as an opportunity for organizations to optimize their performance by having the broadest possible marketplace of engaged employees, customers, supply chain and distribution partners, as well as welcoming communities.
  • ISO standards provide a clear, comparable, and objective roadmap for improvement guided by human capital experts with the intent to enhance organizational performance and stakeholder experiences.
  • ISO standards are recognized around the world and are already followed by millions of companies.
  • ISO standards provide a world-recognized format for comparison that respects an organization’s need to protect key competitive data while having independently verified the information disclosed in the human capital report.
  • The ISO process includes a highly effective DEI analysis because it addresses all stakeholders and business processes, rather than segregating the issue.


6. Retention and Referral Engagement Analytics Service 

Organizations seeking to understand the cost and causes of turnover and referrals can now take advantage of a new confidential analytics service from the Engagement Agency advisory service of the Enterprise Engagement Alliance at TheEEA.org, offered in conjunction with Rick Garlick, Ph.d., a highly experienced data and analytics professional with extensive experience in the engagement and loyalty fields.


This new service from the Enterprise Engagement Alliance’s Engagement Agency provides incentive, recognition, or performance improvement companies and their clients with a confidential, concrete means of identifying the true rate of turnover and referrals, the causes, and the costs and benefits, along with specific recommendations based on a combination of qualitative and quantitative data. The service is provided by Garlick’s Rick Garlick & Associates advisory firm, which draws upon experts in all areas of analytics as needed and insights as needed to meet client needs. The findings can be used for internal purposes or, when appropriate, for thought leadership publicity purposes. 


Methodology. The approach taken is based on ongoing research conducted by Dr. Garlick and his colleagues that have calculated the cost of turnover based on human resources, behavioral, and employee survey sources from multiple clients. The work is further enhanced through qualitative methods to identify the causes for turnover and referrals. The analysis and consulting engagements also use employee surveys and informal focus groups, if desired, that are specifically designed to identify the perceived reasons for turnover and referrals to create an informed strategy. The service was used in part on a recent study conducted for employee recognition firm Work Cloud, but includes the addition of an employee surveys and informal focus groups if desired  specifically designed to identify the perceived reasons for turnover and referrals to create an informed strategy. The studies can specifically identify the costs of turnover, the economics of referrals, and the conditions necessary to reduce turnover and enhance referrals.


Segmentation. The same methodology can be applied more narrowly to specific employee groups, such as salespeople or engineers, or can be analyzed by demographics and ethnicity, based on the availability of data. The goal is to marry quantitative data with qualitative data to gain clear insights into why people are leaving or staying, failing to refer or actively refer talent, and to identify a strategy that retains the right people. It is particularly useful for organizations seeking to understand their ability to attract and retain specific types of employees to enhance diversity, equity, and inclusion performance.


Who can benefit. incentive, recognition, and loyalty companies and their clients that use engagement technologies required to correlate turnover with behaviors.


Chief practitioner: Rick Garlick has extensive experience in the world of engagement, rewards and recognition, and loyalty. In addition to his research advisory practice, he is Chief Research Advisor for the Incentive Research Foundation, where he helps direct and implement the organization’s research strategy. Prior to that, he has held long-term positions at such companies as Magid, J.D. Power, MaritzCX, and Gallup.


Who Is the Enterprise Engagement Alliance

The EEA is the world’s advisory service for the development of ISO conforming human capital reporting. It was founded and is managed by a diverse of community of experts who have served on ISO human capital committees, including ISO 30414 Human Capital and ISO 30415 Diversity, Equity, and Inclusion standards. EEA’s founders were the first to propose the creation of ISO employee engagement standards.


Senior Advisors


Bruce Bolger, Founder, Enterprise Engagement Alliance at TheEEA.org, and principal of one of the first organizations to utilize ISO 30414 Human Capital and ISO 10018 People Engagement standards.


Dr. Heiko Mauterer, Board Member, Four C Management consulting, and a member of the working group that created the ISO 30414 human capital standard.


Rick Garlick, Chief Research Advisor for the Incentive Research Foundation with extensive research experience at such leading firms as Magic, J.D. Power, MaritzCX, and Gallup.