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/Coa...
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                ...
TALENTGUARD SOLUTIONSIntegrated SaaS Talent           Content created by nationally     Global coaching communityManagemen...
SOCIAL TALENT PLATFORM                          ®                                 Performance                             ...
CONTENT SYNDICATIONProprietary and Third-Party content usedin TalentGuard OnDemand, EmployeePortals and Online Career Cent...
COACHING COMMUNITYWe provide confidential coaching toyour employees.                    • 350 Global Coaches              ...
WHY TALENTGUARD?• All-in-One Solution• Most Configurable, Usable and Easy to Deploy• Priced Better than Competitors• World...
CASE STUDY: ST. JUDE MEDICAL                                   • Assessment                                       • Integr...
CASE STUDY: TOKYO ELECTRON                                  • Assessment                                 • Social Talent M...
OUTSTANDING CUSTOMER ROI    • 26% higher revenue per employee    • 40% lower turnover among high performers    • 17% lower...
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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We are building the Social Talent Management Enterprise.

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  • All-in-One Solution - We are the only vendor to deliver on all three components of a successful talent management initiative: technology, content and coaching.
  • Strengths:Innovative, Highly configurable and feature rich product at a competitive priceFully-functional Saas Platform with 6 core modulesStrong customer install base in US and UKProven ROIOpportunities:Incorporate innovative social and collaborative features to align with the growing “social enterprise”Streamline user interface to improve end- & admin-user experiencesImbed higher-level content to support TM processes
  • We integrate content so that you don’t have to partner with many vendors to develop employees. We provide content on-demand based on their performance review, 360 Leadership Assessment , Career Path goals and Manager input.
  • We provided unparalleled access to new career development and performance perspectives, innovative strategies and actionable ideas to employees at all levels.TG represents a powerful link between executive development and long-term profitability and business growth. Weprovides you access to many of the brightest and most talented thought leaders in business. We coach your leaders to achieve greater results.TG matches coaches to employees based on their Talent Profile and personal dimensions important to both the coach and employee. And, our coaches are established on our network and use our tool to track all engagements with employees so that you have a track record of development.
  • All-in-One Solution - We are the only vendor to deliver on all three components of a successful talent management initiative: technology, content and coaching. Most Configurable and Easy to Deploy - No other talent management provider packs as many features or as much configurability for the price. We feel that we are the best VALUE in the industry today.Price - We continuously analyze our competitors. No other competitor on the market can provide the features at our price point. We are typically priced 10 to 30% under our competitors. You buy more with less. World Class Expertise - Proven track record of successfully implementing strategic talent management programs for small and mid-sized businesses. Our team is dedicated, experienced and passionate.Easy to do Business With - You can select one or all solutions and we keep our proposals simple and easy-to-understand. We don’t charge huge set-up and support fees. We grow with you.
  • 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, learning content and coachingcommunity empowers organizations to connect with anddevelop people in an effective, exciting, and enduring way. Company Presentation January 2012 © 2011 TalentGuard - Confidential
    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 - Confidential 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 - Confidential
    6. 6. TALENTGUARD SOLUTIONSIntegrated SaaS Talent Content created by nationally Global coaching communityManagement Suite to known authorities, thought that provide innovativeautomate six strategic talent leaders and our own subject- strategies and actionablemanagement functions, matter experts provides development plans to yourcomplimented by consulting employees with valuable, leaders. Our community isservices to support your actionable information tied to trained on an unparalleledtalent management initiatives. specific performance and career coaching methodology development needs. proven to achieve results. © 2010 TalentGuard 6
    7. 7. 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
    8. 8. CONTENT SYNDICATIONProprietary and Third-Party content usedin TalentGuard OnDemand, EmployeePortals and Online Career Centers• Articles & Templates• Competency Library• eBooks• eLearning• Training Programs• Webinars & Workshops• Videos © 2011 TalentGuard
    9. 9. COACHING COMMUNITYWe provide confidential coaching toyour 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. 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. 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. 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. 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 advantagesSource: Bersin & Associates, 2010. © 2011 TalentGuard - Confidential
    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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