Recognized Leader in Human Capital Management. Paul Lacy President Mark Julien Chief Financial Officer 1

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1 Recognized Leader in Human Capital Management Paul Lacy President Mark Julien Chief Financial Officer 1

2 Safe Harbor Statement This presentation may contain forward-looking statements that involve a number of risks and uncertainties. Various statements that we may make about our expectations for the future, our plans, and our prospects may constitute forward-looking statements for the purpose of the SEC Safe Harbor provisions. Our actual results may differ materially from those indicated as a result of various factors, including competitive pressures, general economic conditions, potential acquisitions, product delays, or possible disruption caused by terrorist activities and other risk factors detailed in our reports filed with the SEC. During this presentation, we will be referring to certain non-gaap financial measures. These non-gaap measures are not prepared in accordance with generally accepted accounting principles. A reconciliation of the non-gaap financial measures to the most directly comparable GAAP measures is available under the Quarterly Earnings tab of the Investor Relations section of our website, 2

3 What Leadership Means Market Customers Financial Strength Solutions Strategy Recognized Leader in Workforce Management An Expanding Global Presence Emerging Force in Talent Management Large, Highly Satisfied Installed Base Blue-Chip Customer Base Industry Diversity Strong Balance Sheet Exceptional Track Record Significant Cash Flow Rich Product and Services Portfolio Proven ROI Vertical Market Expertise Investing/Executing on Major Growth Initiatives Success in New Markets Seasoned Management Team 3

4 Need More Proof We re the Leader? Does Size Matter? $600 Million+ Annual Revenue Run Rate 30 Million+ Employees Use a Kronos Solution 50+ Countries In Which Kronos is Deployed Do Customers Matter? 500+ Fortune 1000 Companies Use Kronos Solutions 50,000+ Retail Stores Use Kronos Solutions 4,000+ Healthcare Organizations Use Kronos Solutions Does Consistency Count? 107 Consecutive Quarters of Year-Over-Year Revenue Growth 78 Consecutive Quarters of Profitability $103 Million Annual Cash Flow From Operations 4

5 Industry Diversity = Opportunity Healthcare Manufacturing Retail Government/ Education Services Transportation/ Distribution 25% 26% 17% 14% 10% 8% Health Services Hospitals Long-term Care Specialty Care Consumer Products Industrial Machinery Life Sciences Fabricated Metal Oil and Gas Automotive High Tech Paper and Plastic Industrial Construction Raw Materials Chemicals Department Food and Drug General Hospitality Specialty Federal Government Higher Education K-12 Local Government Public Sector Social Services State Government Financial General Business Media and Software Aviation Distribution Passenger Transport Warehousing Diverse customer base of tens of thousands of organizations worldwide. FY2006 5

6 How We Attack the Market 285 Sales Executives Company Size Small Business National Accounts Selected Selected very large companies Enterprise 2,500+ Employees Mid-Market Market 100 2,500 Employees <100 Employees Number of Customers Approximately 2,300 Tens of Thousands Percent of Kronos Business 60-65% 35-40% 6 18 Talent Management Sales Execs 18 Talent Management Sales Execs 50 International Sales Execs 50 International Sales Execs 53 Vertical Sales Execs Retail, Healthcare, Federal 164 Cross Vertical Sales Execs 164 Cross Vertical Sales Execs

7 And How Do We Stack Up in WFM? MarketScope for Retail Time and Labor Applications, 2006 Source: Gartner (December 2006) The MarketScope is copyrighted December 2006 by Gartner, Inc. and is reused with permission. The MarketScope is an evaluation of a marketplace at and for a specific time period. It depicts Gartner's analysis of how certain vendors measure against criteria for that marketplace, as defined by Gartner. Gartner does not endorse any vendor, product or service depicted in the MarketScope, and does not advise technology users to select only those vendors with the highest rating. Gartner disclaims all warranties, express or implied, with respect to this research, including any warranties of merchantability or fitness for a particular purpose. 7

8 And What About HRM? Magic Quadrant for U.S. Midmarket Human Resource Management Systems, 2006 Magic Quadrant for U.S. Midmarket Human Resource Management Systems, 2006 January 25, 2006, Jim Holincheck and Kirsten Recknagel, Gartner This Magic Quadrant graphic was published by Gartner, Inc. as part of a larger research note and should be evaluated in the context of the entire report. The Gartner report is available upon request from Kronos. The Magic Quadrant is copyrighted 2006 by Gartner, Inc. and is reused with permission. The Magic Quadrant is a graphical representation of a marketplace at and for a specific time period. It depicts Gartner's analysis of how certain vendors measure against criteria for that marketplace, as defined by Gartner. Gartner does not endorse any vendor, product or service depicted in the Magic Quadrant, and does not advise technology users to select only those vendors placed in the "Leaders" quadrant. The Magic Quadrant is intended solely as a research tool, and is not meant to be a specific guide to action. Gartner disclaims all warranties, express or implied, with respect to this research, including any warranties of merchantability or fitness for a particular purpose. 8

9 Here s What Our Customers Think of Kronos Omega NorthFace ScoreBoard Award winner for six consecutive years Continuously measure customer satisfaction Commitment to exceed customer expectations In 2005, 96% of Kronos customers said they would recommend Kronos to others, and would purchase Kronos solutions again Omega NorthFace ScoreBoard Award Outstanding Customer Service

10 Growth Strategy

11 11 Labor costs represent between 30-60% of operating expenses and continue to rise exponentially First, the Market Dynamics Globalization Shrinking talent pool. shortage of skilled workers to meet demand The workforce is a strategic asset a key to sustainable competitive advantage

12 Human Capital Management is Top of Mind! Top 10 CXO Issues 1. Attracting and retaining skilled staff 2. Changing organizational culture 3. Acquiring new customers 4. Developing new processes and products 5. Increasing customer loyalty and retention 6. Managing risk 7. Improving workforce performance 8. Increasing shareholder value 9. Using IT to reduce costs and create value 10. Developing employees into capable leaders Percentage of Respondents 35% 33% 32% 29% 29% 29% 28% 27% 27% 26% Source: Accenture 12

13 And How Will Kronos Capitalize on These Dynamics? Extend Leadership in Workforce Management Expand Globally Broaden Offerings in Talent Management 13

14 We Will Extend Our Leadership in Workforce Management

15 Installed Base Opportunity $1 Billion+ 18,000, , ,000 16,000, ,000 14,000, , ,000 (# Employee Licenses) 12,000,000 10,000,000 8,000,000 6,000, ,000 90,000 80,000 70,000 60,000 50,000 40,000 4,000,000 30,000 2,000,000 20,000 10,000 0 Workforce Management Time & Labor Scheduling Absence Management Labor Activities HR/Payroll Analytics Other Time & Labor Terminals Legacy Terminals 15

16 We Will Become a Truly Global Company

17 Going Global Increases Our Opportunity $1,800 Workforce Management Market $1,600 U.S. Rest of World $1,400 $1,200 $1,000 $ Millions $800 $600 $400 $401 $744 $443 $805 $491 $867 $598 $541 $923 $972 $656 $1,021 $200 $ Software, Subscription, Maintenance Source: IDC Research & Kronos Custom Analysis Workforce Management includes: Absence Management, Activities, Scheduling, and Time and Labor Note: ERP vendors do not price Workforce Management separately, so such revenues are not included in these figures 17

18 And How Do We Go Global? Expand focus on multinational customers Extend our leadership position in established international markets Grow presence and network in emerging international markets China - direct presence; partners/distributors; potential acquisition opportunities India, SE Asia, CALA limited direct presence; partners/distributors Pursue acquisitions in strategic growth markets 18

19 Check the Progress FY2006 Vice President of International Operations on board Established dedicated international management team responsible for strategy, sales, marketing, and product development Intensified focus on the Global 2000, closing a number of key multinational wins China: Country Manager on board Opened headquarters in Beijing FY2007 Singapore Subsidiary opened Q1 FY2007 International product focus 19

20 We Are Now a Leader in Talent Management

21 Talent Management is a Large, Rapidly Expanding Market $ Millions $3,000 $2,500 Supplier Revenue (U.S.) Software, Subscription, Maintenance Talent Management CAGR 16% $2,000 $1,500 $1,000 $500 Workforce Management CAGR 7% $ Workforce Management Talent Management Source: IDC Research & Kronos Custom Analysis Talent Management figures include e-recruiting, incentive compensation, and performance management 21

22 We Acquired a Leader and a Perfect Fit Kronos Broadens Presence in Human Capital Management Through Completion of Unicru Acquisition August 2006 Market leader hiring and selection of hourly, field-based employees blue-chip customers -30,000 hiring locations -50 million applications processed Significant cross-selling opportunities Recurring (SaaS) revenue model - vast majority of estimated FY2007 revenue is under contract today 22

23 Game-Changing Approach On-Demand Talent Management Platform: Technology: Automation & Integration Science: Psychology & Measurement Services: Implementation & Support Job Applicants Hiring Manager Website Career Section Onsite Devices Candidates Hiring Manager s Desktop Application Summaries New Hire Paperwork Interview Guides One-click Hire & Separate Pre-Hire Checks Reporting & Analytics Service Partners Background Checks Drug Checks Tax Credit Services Payroll System 23

24 Hard ROI Actual Customer Results Reduced Number of Bad Hires By Up to 44% Improved Average Sales Per Hour By 6%+ Use an efficient, quality-centric process to build more a more dependable workforce Revenue, Service Quality, Retention Labor Costs, Theft & Risk, Turnover Consistently hire people who learn faster, stay longer & are more productive Reduced Time & Cost Of Field Hiring By 50-80% Lowered Turnover By 10-60%+ 24

25 Driving Leadership in Talent Management What s Next? Broaden offerings in Talent Management (buy or build) Possible areas of investment: Salaried recruiting Compensation management Performance management E-learning 25

26 Financial Review 26

27 Track Record of Growth and Profitability $ Millions $600 $500 $400 $300 $200 Revenue 107 Consecutive Quarters of Year-Over-Year Revenue Growth $100 $0 '93 '94 '95 '96 '97 '98 '99 '00 '01 '02 '03 '04 '05 '06 $ Millions $100 Gross Earnings (excludes amortization of acquired intangibles) 78 Consecutive Quarters of Profitability $80 $60 $40 $20 $0 '93 '94 '95 '96 '97 '98 '99 '00 '01 '02 '03 '04 '05 **'06 * Excludes special charges **Excludes charge for stock-based compensation 27

28 Statement of Operations Fiscal 2006 ($000 omitted, except EPS) Net Revenue Twelve Months Ended 9/30/06 9/30/05 $578,203 $518,658 Cost of Sales $235,723 $200,038 Gross Profit $342,480 $318,620 Expenses $279,183 $237,082 Income Before Tax $ 63,297 $ 81,538 Net Income $ 41,439 $ 53,904 EPS - GAAP $ 1.29 $ 1.65 FAS 123R Amortization Repatriation of earnings $ 0.36 $ 0.18 $ $ EPS - Proforma $ 1.84 $

29 Revenue Streams $578.2 Million in Total Revenue FY2006 Product 40% Subscription 1% Professional Services 26% Maintenance 33% 29

30 Recurring Revenue $201 Million in Recurring Revenue FY2006 $201 $171 Product + Professional Services Recurring Revenue $80 $110 $129 $145 Maintenance + Subscription FY01 FY02 FY03 FY04 FY05 FY06 FY07 Est. 30

31 Recurring Revenue $201 Million in Recurring Revenue FY2006 $255 Million in Recurring Revenue FY2007 (Estimated) Subscription 1% $201 $255 Product 40% Product + Professional Services Professional Services 26% Recurring Recurring Revenue Maintenance Revenue 33% Maintenance + Maintenance Subscription Subscription $80 $110 $145 $129 $171 FY01 FY01 FY02 FY02 FY03 FY03 FY04 FY04 FY05 FY05 FY06 FY06 FY07 FY07 Est. Est. 31

32 Earnings Power EBITDA FY06 FY07E +12 % $ Millions FY05 FY06A +4.5% $100 $111 $116 $130 $50 $0 FY2005 FY2006 FY2007 Est. 32

33 Growth Opportunities Organic Growth Installed base (penetrate) New products to installed base (radiate) New customers (extend) Vertical penetration (specialize) International (expand) Cross-sell Workforce Acquisition to Kronos base; WFM to Unicru base (leverage) Acquisitions Smart, opportunistic tuck-ins Strategic M&A 33

34 What Leadership Means Market Customers Financial Strength Solutions Strategy Recognized Leader in Workforce Management An Expanding Global Presence Emerging Force in Talent Management Large, Highly Satisfied Installed Base Blue-Chip Customer Base Industry Diversity Strong Balance Sheet Exceptional Track Record Significant Cash Flow Rich Product and Services Portfolio Proven ROI Vertical Market Expertise Investing/Executing on Major Growth Initiatives Success in New Markets Seasoned Management Team 34

35 2006, Kronos Incorporated. Kronos, and the Kronos logo are registered trademarks and Improving the Performance of People and Business is a trademark of Kronos Incorporated or a related company. All other products or company names mentioned are used for identification purposes only and may be trademarks of their respective owners. All rights reserved. Printed in the U.S.A. 35

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