Date post: | 31-Oct-2014 |
Category: |
Documents |
Upload: | troyamyett |
View: | 779 times |
Download: | 2 times |
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
VP Talent Solutions
512-943-6800 x205 Office
Where can we make an impact on your talent management needs?