We are building the Social Talent Management Enterprise.

1. Building the Social Talent Management EnterpriseTM.
Mission: To build the Social Talent Management Enterprise.
Description: TalentGuard’s innovative social talent
management software, learning 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 20
Focus in on connecting processes. Single person or
%
team responsible for talent goals & outcomes.
Strategic Level 2
HR 45
Identification of connection points. Several systems
%
primarily integrated through manual processes.
Personnel Level 1
Department 28
Individual HR processes or silos.
%
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
future talent gaps development
• Hiring strategy and development • Defined career paths and
planning not in sync competencies not clear and
consistent
• No clear picture of future “talent • Talent mobility difficult during
profile” change
• Leadership pipelines in jeopardy • Managers still the weakest link in
organizational performance
Disconnected Decision Making
• Data and processes not Administratively Intensive
integrated • Data entry is repetitive
• High volume of manual work to
• Talent not shared across units complete HR review processes
• Learning plans not linked to • Difficult to obtain executive-level
assessments and skills gaps in talent information and Associates, 2011
Bersin
current talent pool • Hard to plan for the future
• Lack of visibility into talent gaps
© 2011 TalentGuard - Confidential

6. TALENTGUARD SOLUTIONS
Integrated SaaS Talent Content created by nationally Global coaching community
Management Suite to known authorities, thought that provide innovative
automate six strategic talent leaders and our own subject- strategies and actionable
management functions, matter experts provides development plans to your
complimented by consulting employees with valuable, leaders. Our community is
services to support your actionable information tied to trained on an unparalleled
talent management initiatives. specific performance and career coaching methodology
development needs. proven to achieve results.
© 2010 TalentGuard 6

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

8. CONTENT SYNDICATION
Proprietary and Third-Party content used
in TalentGuard OnDemand, Employee
Portals and Online Career Centers
• Articles & Templates
• Competency Library
• eBooks
• eLearning
• Training Programs
• Webinars & Workshops
• Videos
© 2011 TalentGuard

9. COACHING COMMUNITY
We provide confidential coaching to
your employees.
• 350 Global Coaches
• Trained on a
unparalleled coaching
methodology
• Matched to employees
based on talent profile
• Use TalentGuard
OnDemand to track
engagement and
© 2011 TalentGuard

10. WHY TALENTGUARD?
• All-in-One Solution
• Most Configurable, Usable and Easy to
Deploy
• Priced Better than Competitors
• World Class Expertise
• Easy to do Business With

11. 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:
• Develop top 25 HIPO Executive 50%
Development plans (EDP) • Percent of positions covered by succession
• Provide coaching services targeted as planning process
– Total Key Positions: 225, Key Positions Covered by
specific competencies in the EDPs Plan: 25
– % 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

12. 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 • Percent of positions with ready now
positions replacements:
• Assess potential in key positions using 360 – Key Positions Identified: 4
– Ready Replacements: 8
Tool – % of Key Positions with Ready Now Replacements:
• Perform gap analyses to identify potential 50%
successors to key positions • Percent of positions covered by succession
• Identified L&D options and mapped to skill planning process
gaps – Total Key Positions: 10, Key Positions Covered by
Plan: 4
• Develop custom IDPs based on competency – % of Key Positions Covered by Plan: 40%
gaps • Number of people plotted on Talent Grid with
• Populated a 9-grid talent matrix and development plans
presented results to executives – Number of development plans: 25
• Number of position filled internally vs.
externally
© 2011 TalentGuard

13. 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

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