Company PresentationJanuary 2012

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.

© 2011 TalentGuard - Confidential

Building the Social Talent Management EnterpriseTM.

© 2010 TalentGuard

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

3

CUSTOMERS

© 2011 TalentGuard - Confidential

Competency/Succession/IDP/Coaching

Competency/Succession/ IDP360 Assessment Module

360 Assessment Module

Career Center Design and Set-up

Career Coach Training

Career Pathing

Competency/Performance Module

360 Assessment ModuleDevelopment Planning Module

Career Development ResourcesCareer Coaching

WHAT’S YOUR TM LEVEL?

© 2011 TalentGuard 4

Level 1Individual HR processes or silos.

May have systems in place but not connected.

Level 2Identification of connection points. Several systems

primarily integrated through manual processes.

Level 3Focus in on connecting processes. Single person

orteam responsible for talent goals & outcomes.

Level 4Fully integrated processes and systems.

Talent management is aligned to business goals.

PersonnelDepartment

Strategic HR

Integrated TM

Business-Driven HR

TM Maturity ModelLevels of Alignment with Business

Source: Bersin & Associates, 2010.

7%

20%

45%

28%

OUR CUSTOMER’S CHALLENGESSlow 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

© 2011 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• 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

Talent OnDemand

Content Syndication

Integrated SaaS Talent Management Suite to automate six strategic talent management functions, complimented by consulting services to support your talent management initiatives.

Content created by nationally known authorities, thought leaders and our own subject-matter experts provides employees with valuable, actionable information tied to specific performance and career development needs.

Global coaching community that provide innovative strategies and actionable development plans to your leaders. Our community is trained on an unparalleled coaching methodology proven to achieve results.

TALENTGUARD SOLUTIONS

© 2010 TalentGuard 6

Coaching Community

SOCIAL TALENT® PLATFORMPerformance Management• Customizable performance

appraisal • Employee Performance Journal• Multi-Year Performance

Tracking360 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

© 2011 TalentGuard

CONTENT SYNDICATION

• Articles & Templates• Competency Library• eBooks• eLearning• Training Programs• Webinars & Workshops• Videos

Proprietary and Third-Party content used in TalentGuard OnDemand, Employee Portals and Online Career Centers

© 2011 TalentGuard

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

We provide confidential coaching to your employees.

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

© 2011 TalentGuard

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

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

© 2011 TalentGuard

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

Goal: Create a succession plan to mitigate flight risk and build bench strengthfor 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

© 2011 TalentGuard - Confidential

Organizations who use a talent management platform achieve this much better and realize significant advantages

Source: Bersin & Associates, 2010.

© 2011 TalentGuard

Q&A

Thank you for the opportunity

TalentGuard, Inc.512-943-6800 Office

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