Company Presentation

2012

Description: TalentGuard’s predictive talent management

software, learning content and coaching community empowers

organizations to connect with and develop people in an effective,

exciting, and enduring way.

© 2012 TalentGuard - Confidential

Predictive People DevelopmentTM.

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

© 2012 TalentGuard 2

CUSTOMERS

3 © 2012 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

WHAT’S YOUR TM LEVEL?

© 2012 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%

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

© 2012 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

• Difficult to adapt to different work

groups (i.e. white vs. blue collar)

• 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

Using proven science,

TalentGuard OnDemand

delivers the information

needed for predictive

people development.

We offer learning content

to power effective talent

management programs.

Our Coach Matching

System matches

employees with

compatible coaches in our

proprietary global

network.

TALENTGUARD SOLUTIONS

© 2012 TalentGuard 6

PREDICTIVE TALENT® 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

LEARNING CONTENT

• Articles & Templates

• Competency Library

• eBooks

• eLearning

• Training Programs

• Webinars & Workshops

• Videos

© 2012 TalentGuard

Whether companies require a custom competency model to support employee development or learning resources to improve employee performance, we map content and use content matching algorithms to deliver it through our Talent engine based on each person’s professional development needs.

COACHING COMMUNITY

• 350 Global Coaches

• Trained on a unparalleled coaching methodology

• Matched to employees based on talent profile

• Use TalentGuard OnDemand to track engagement and progress

© 2012 TalentGuard

Our Coach Matching System matches employees with compatible coaches in our proprietary global network whom they are likely to build a long-term professional relationship.

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

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 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

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 SaaS Talent

Management Suite

• Project Management for

Implementation of

Existing Systems

CASE STUDY: TOKYO ELECTRON

• Develop competency models for key positions

• Assess potential in key positions using 360 Tool

• 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 on Talent 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

• Social Talent Management Suite

• Talent 360

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

© 2012 TalentGuard - Confidential

Organizations who use a talent management

platform achieve this much better and realize

significant advantages

Source: Bersin & Associates, 2010.

Q&A

© 2012 TalentGuard

Thank you for the opportunity

TalentGuard, Inc.

Troy Amyett

Troy.amyett@talentguard.com

VP Talent Solutions

512-943-6800 x205 Office

Where can we make an impact on your talent management needs?