TalentGuard provides a social talent management software platform and services to help organizations develop their employees. The platform includes modules for performance management, 360 feedback, development planning, career pathing, and analytics. TalentGuard also offers content like career resources and coaching from professional career managers. Case studies demonstrate how TalentGuard has helped clients strengthen succession planning, identify high potentials, and increase the percentage of key roles filled internally.

1. Building the Social Talent Management EnterpriseTM.
Mission: To build the Social Talent 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.
Company Presentation
January 2012
© 2011 TalentGuard - Confidential

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
Competency/Succession/ Competency/Succession/ IDP Career Center Design and Set-up
IDP/Coaching 360 Assessment Module Career Coach Training
Competency/Performance Module
360 Assessment Module
Career Pathing 360 Assessment Module Development Planning Module
Career Development Resources
Career Coaching
© 2011 TalentGuard - Confidential 3

4. WHAT’S YOUR TM LEVEL?
TM Maturity Model
Levels of Alignment with Business
Business- Level 4
Driven HR Fully integrated processes and systems. 7%
Talent management is aligned to business goals.
Integrated Level 3
TM
Focus in on connecting processes. Single person or 20%
team responsible for talent goals & outcomes.
Strategic Level 2
HR
Identification of connection points. Several systems 45%
primarily integrated through manual processes.
Personnel Level 1
Department Individual HR processes or silos. 28%
May have systems in place but not connected.
Source: Bersin & Associates, 2010.
© 2011 TalentGuard 4

5. OUR CUSTOMER’S CHALLENGES
Slow Response to Changing Biz Not responsive to Employee
Needs Demands
• Inability to identify current and • Employees want career development
future talent gaps • Defined career paths and
• Hiring strategy and development competencies not clear and consistent
planning not in sync • Talent mobility difficult during change
• Managers still the weakest link in
• No clear picture of future “talent organizational performance
profile”
• Leadership pipelines in jeopardy Administratively Intensive
• Data entry is repetitive
Disconnected Decision Making • High volume of manual work to
• Data and processes not integrated complete HR review processes
• Difficult to obtain executive-level
• Talent not shared across units talent information
• Learning plans not linked to • Hard to plan for the future
assessments and skills gaps in
current talent pool
Bersin and Associates, 2011
• Lack of visibility into talent gaps
© 2011 TalentGuard - Confidential

6. SOCIAL TALENT PLATFORM ®
Performance Management
• Customizable performance appraisal
• Employee Performance Journal
• Multi-Year Performance Tracking
360 Feedback Development Planning
• Customizable Competency framework • Assign specific development activities
• Moderated and Unmoderated Assmt. • Track management and coach interactions
• Anonymous and Named Responses • Track progress toward goals
Certification Mgmt. Career Pathing
• Track certifications • Career path scenarios
• Generate detailed reports • Identifies gaps
• Automated workflow • Custom development plans
Succession Planning
• Visual chart of successors
• Create talent pools
• Mange flight risk

8. Analytics
• Identify High Potentials
• Develop Successors
• Identify Team
Strength/Weakness
• Create Customized
Development Plans
• Predict Workforce
Needs

9. CONTENT
10 Years Building Content
• Career Resources
• eLearning
• Articles & Templates
• Webinars & Workshops
• PCM Curriculum
• Career OneStop Partnership
EXPERTISE • Eric Digest Partnership
COACHING
3 Years Building Community
• 350 trained and certified Professional
Career Managers (PCMs)
• Global Presence (US, Europe, Asia-Pacific)
© 2011 TalentGuard - Confidential

10. 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
Organizations who use a talent management
platform achieve this much better and realize
significant advantages
Source: Bersin & Associates, 2010.
© 2011 TalentGuard - Confidential

11. WHY TALENTGUARD
• 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

12. CASE STUDY: ST. JUDE MEDICAL
• Assessment • Integrated SaaS Talent
• Talent Strategy Audit
Management Suite
• Competency Modeling
• Talent Process Design
• Project Management for
• Career Pathing
• Workforce Planning Implementation of
• Succession Planning Existing Systems
• Performance Management
• Executive Coaching/ Staff Dev.
Goal: No systematic method to identify and develop future successors.
Our Approach: Metrics:
• Identify key leadership competencies • Percent of positions with ready now
• Plot talent on grid based on competencies replacements:
– Key Positions Identified: 25
• Identify national training vendors based on – Ready Replacements: 50
competencies – % of Key Positions with Ready Now Replacements: 50%
• Develop top 25 HIPO Executive Development • Percent of positions covered by succession
plans (EDP) planning process
• Provide coaching services targeted as specific – Total Key Positions: 225, Key Positions Covered by Plan: 25
competencies in the EDPs – % of Key Positions Covered by Plan: 11%
• Number of people plotted on Talent Grid with
development plans
– Number of development plans: 25
• Number of executives coached
– 2 made significant improvement on most critical plans
© 2011 TalentGuard

13. CASE STUDY:TOKYO ELECTRON
• Assessment • Social Talent Management Suite
• Talent Strategy Audit
• Competency Modeling • Talent 360
• Talent Process Design
• Career Pathing
• Workforce Planning
• Succession Planning
• Performance Management
• Executive Coaching/ Staff Dev
Goal: Create a succession plan to mitigate flight risk and build bench strength
for 4 critical positions.
Our Approach: Metrics:
• Develop competency models for key positions • Percent of positions with ready now
• Assess potential in key positions using 360 Tool replacements:
– Key Positions Identified: 4
• Perform gap analyses to identify potential – Ready Replacements: 8
successors to key positions – % of Key Positions with Ready Now Replacements: 50%
• Identified L&D options and mapped to skill gaps • Percent of positions covered by succession
• Develop custom IDPs based on competency planning process
gaps – Total Key Positions: 10, Key Positions Covered by Plan: 4
– % of Key Positions Covered by Plan: 40%
• Populated a 9-grid talent matrix and presented
results to executives • Number of people plotted on Talent Grid with
development plans
– Number of development plans: 25
• Number of position filled internally vs. externally
© 2011 TalentGuard

14. Q&A
Where can we make an impact on your
talent management needs?
Thank you for the opportunity
TalentGuard, Inc.
512-943-6800 Office
© 2011 TalentGuard