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Talent Guard Overview
Talent Guard Overview
Talent Guard Overview
Talent Guard Overview
Talent Guard Overview
Talent Guard Overview
Talent Guard Overview
Talent Guard Overview
Talent Guard Overview
Talent Guard Overview
Talent Guard Overview
Talent Guard Overview
Talent Guard Overview
Talent Guard Overview
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Talent Guard Overview

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Learn more about how TalentGuard is transforming talent management!

Learn more about how TalentGuard is transforming talent management!

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  • 1. Company Presentation January 2012 Mission: To build the SocialTalent Management Enterprise. Description: TalentGuard’s innovative social talent management software, rich content and coaching community empowers organizations to connect with and develop people in an effective, exciting, and enduring way. © 2011 TalentGuard - Confidential Building the Social Talent Management EnterpriseTM.
  • 2. TALENTGUARD OVERVIEW • Provider of Talent Management Saas Platform • Fortune 500 and mid-size customer base • Team of career and talent management experts • Track record of growth • Substantial growth opportunities © 2010 TalentGuard 2
  • 3. CUSTOMERS 3© 2011 TalentGuard - Confidential Competency/Succession/ IDP/Coaching Competency/Succession/ IDP 360 Assessment Module 360 Assessment Module Career Center Design and Set-up Career Coach Training Career Pathing Competency/Performance Module 360 Assessment Module Development Planning Module Career Development Resources Career Coaching
  • 4. WHAT’SYOURTM LEVEL? © 2011 TalentGuard 4 Level 1 Individual HR processes or silos. May have systems in place but not connected. Level 2 Identification of connection points. Several systems primarily integrated through manual processes. Level 3 Focus in on connecting processes. Single person or team responsible for talent goals & outcomes. Level 4 Fully integrated processes and systems. Talent management is aligned to business goals. Personnel Department Strategic HR Integrated TM Business- Driven HR TM Maturity Model Levels of Alignment with Business Source: Bersin & Associates, 2010. 7% 20% 45% 28%
  • 5. OUR CUSTOMER’S CHALLENGES Slow Response to Changing Biz Needs • Inability to identify current and future talent gaps • Hiring strategy and development planning not in sync • No clear picture of future “talent profile” • Leadership pipelines in jeopardy Disconnected Decision Making • Data and processes not integrated • Talent not shared across units • Learning plans not linked to assessments and skills gaps in current talent pool • Lack of visibility into talent gaps © 2011 TalentGuard - Confidential Not responsive to Employee Demands • Employees want career development • Defined career paths and competencies not clear and consistent • Talent mobility difficult during change • Managers still the weakest link in organizational performance Administratively Intensive • Data entry is repetitive • High volume of manual work to complete HR review processes • Difficult to obtain executive-level talent information • Hard to plan for the future Bersin and Associates, 2011
  • 6. SOCIALTALENT® PLATFORM Performance Management • Customizable performance appraisal • Employee Performance Journal • Multi-Year Performance Tracking 360 Feedback • Customizable Competency framework • Moderated and Unmoderated Assmt. • Anonymous and Named Responses Career Pathing • Career path scenarios • Identifies gaps • Custom development plans Certification Mgmt. • Track certifications • Generate detailed reports • Automated workflow Succession Planning • Visual chart of successors • Create talent pools • Mange flight risk Development Planning • Assign specific development activities • Track management and coach interactions • Track progress toward goals
  • 7. Analytics • Identify High Potentials • Develop Successors • IdentifyTeam Strength/Weakness • Create Customized Development Plans • PredictWorkforce Needs
  • 8. CONTENT 10 Years Building Content • Career Resources • eLearning • Articles & Templates • Webinars & Workshops • PCM Curriculum • Career OneStop Partnership • Eric Digest Partnership COACHING 3Years Building Community • 350 trained and certified Professional Career Managers (PCMs) • Global Presence (US, Europe,Asia-Pacific) © 2011 TalentGuard - Confidential EXPERTISE
  • 9. OUTSTANDING CUSTOMER ROI • 26% higher revenue per employee • 40% lower turnover among high performers • 17% lower overall voluntary turnover • 87% greater ability to hire the best people • 156% greater ability to develop great leaders • 92% greater ability to respond to changing economic conditions • 144% greater ability to plan for future workforce needs © 2011 TalentGuard - Confidential Organizations who use a talent management platform achieve this much better and realize significant advantages Source: Bersin & Associates, 2010.
  • 10. WHYTALENTGUARD • We develop expertise that drives competitive advantage • We foster specialization that improves quality and reduces cost • We ensure skills are developed through deliberate practice, relevant content and reinforcement coaching to increase employee engagement • We provide a wide range of developmental experiences that improves performance and results • We enable career development that is provided in all critical job roles that retains employees through continuous learning
  • 11. CASE STUDY: ST. JUDE MEDICAL • Identify key leadership competencies • Plot talent on grid based on competencies • Identify national training vendors based on competencies • Develop top 25 HIPO Executive Development plans (EDP) • Provide coaching services targeted as specific competencies in the EDPs • Percent of positions with ready now replacements: – Key Positions Identified: 25 – Ready Replacements: 50 – % of Key Positions with Ready Now Replacements: 50% • Percent of positions covered by succession planning process – Total Key Positions: 225, Key Positions Covered by Plan: 25 – % of Key Positions Covered by Plan: 11% • Number of people plotted onTalent Grid with development plans – Number of development plans: 25 • Number of executives coached – 2 made significant improvement on most critical plans © 2011 TalentGuard Goal: No systematic method to identify and develop future successors. Our Approach: Metrics: • Talent Strategy Audit • Talent Process Design • Workforce Planning • Assessment • Competency Modeling • Career Pathing • Succession Planning • Performance Management • Executive Coaching/ Staff Dev. • Integrated SaaSTalent Management Suite • Project Management for Implementation of Existing Systems
  • 12. CASE STUDY:TOKYO ELECTRON • Develop competency models for key positions • Assess potential in key positions using 360Tool • Perform gap analyses to identify potential successors to key positions • Identified L&D options and mapped to skill gaps • Develop custom IDPs based on competency gaps • Populated a 9-grid talent matrix and presented results to executives • Percent of positions with ready now replacements: – Key Positions Identified: 4 – Ready Replacements: 8 – % of Key Positions with Ready Now Replacements: 50% • Percent of positions covered by succession planning process – Total Key Positions: 10, Key Positions Covered by Plan: 4 – % of Key Positions Covered by Plan: 40% • Number of people plotted onTalent Grid with development plans – Number of development plans: 25 • Number of position filled internally vs. externally © 2011 TalentGuard Goal: Create a succession plan to mitigate flight risk and build bench strength for 4 critical positions. Our Approach: Metrics: • Talent Strategy Audit • Talent Process Design • Workforce Planning • Assessment • Competency Modeling • Career Pathing • Succession Planning • Performance Management • Executive Coaching/ Staff Dev • SocialTalent Management Suite • Talent 360
  • 13. Q&A © 2011 TalentGuard Thank you for the opportunity TalentGuard, Inc. 512-943-6800 Office Where can we make an impact on your talent management needs?

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