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Building the Social Talent Management EnterpriseTM.Mission: To build the Social Talent Management Enterprise.Description: ...
TALENTGUARD OVERVIEW• Provider of Talent Management Saas Platform• Fortune 500 and mid-size customer base• Team of career ...
CUSTOMERS  Competency/Succession/       Competency/Succession/ IDP   Career Center Design and Set-up      IDP/Coaching    ...
WHAT’S YOUR TM LEVEL?    TM Maturity Model    Levels of Alignment with Business                                     Busine...
OUR CUSTOMER’S CHALLENGESSlow Response to Changing Biz                 Not responsive to EmployeeNeeds                    ...
SOCIAL TALENT PLATFORM                          ®                                 Performance                             ...
© 2011 TalentGuard
Analytics                 •    Identify High                      Potentials                 •    Develop Successors      ...
CONTENT                      10 Years Building Content                      •   Career Resources                      •   ...
OUTSTANDING CUSTOMER ROI    • 26% higher revenue per employee    • 40% lower turnover among high performers    • 17% lower...
WHY TALENTGUARD• We develop expertise that drives competitive advantage• We foster specialization that improves quality an...
CASE STUDY: ST. JUDE MEDICAL                                   • Assessment                                       • Integr...
CASE STUDY: TOKYO ELECTRON                                  • Assessment                                 • Social Talent M...
Q&AWhere can we make an impact on yourtalent management needs?              Thank you for the opportunity                 ...
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Talent Guard Overview 2012

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Talent Guard Overview 2012

  1. 1. Building the Social Talent Management EnterpriseTM.Mission: To build the Social Talent Management Enterprise.Description: TalentGuard’s innovative social talentmanagement software, rich content and coaching communityempowers organizations to connect with and develop peoplein an effective, exciting, and enduring way. Company Presentation January 2012 © 2011 TalentGuard
  2. 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. 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 ModuleCareer Development Resources Career Coaching © 2011 TalentGuard 3
  4. 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. 5. OUR CUSTOMER’S CHALLENGESSlow Response to Changing Biz Not responsive to EmployeeNeeds 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 performanceDisconnected 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
  6. 6. SOCIAL TALENT PLATFORM ® Performance Management • Customizable performance appraisal • Employee Performance Journal360 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 © 2011 TalentGuard
  7. 7. © 2011 TalentGuard
  8. 8. Analytics • Identify High Potentials • Develop Successors • Identify Team Strength/Weakness • Create Customized Development Plans • Predict Workforce Needs© 2011 TalentGuardl
  9. 9. CONTENT 10 Years Building Content • Career Resources • eLearning • Articles & Templates • Webinars & Workshops • PCM Curriculum • Career OneStop PartnershipEXPERTISE • Eric Digest Partnership COACHING 3 Years Building Community • 350 trained and certified Professional Career Managers (PCMs) • Global Presence (US, Europe, Asia- Pacific) © 2011 TalentGuard
  10. 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 advantagesSource: Bersin & Associates, 2010. © 2011 TalentGuard
  11. 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 © 2011 TalentGuard
  12. 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:• 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
  13. 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 • 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
  14. 14. Q&AWhere can we make an impact on yourtalent management needs? Thank you for the opportunity TalentGuard, Inc. 512-943-6800 Office © 2011 TalentGuard

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