Talent Management Solutions Overview

 

TalentGuard

TalentGuard provides the software and consulting services you need to attract, develop and retain talent so that your organization can achieve sustainable global growth. With our integrated suite of innovative products, TalentGuard empowers your company to make informed, predictive decisions about your workforce.

The software focuses on the vital HR areas including performance management, career pathing, succession planning, 360 feedback, applicant tracking, learning management and development planning – all of which contribute to the creation of a high-performance culture. We make it easier than ever for you to create a culture of engagement as opposed to a system of record.

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iLeader

Tools That Transform Managers Into Leaders

iLeader helps front line managers be better people managers by taking them step-by-step through best-practice workflows of the most common management tasks, as they need them, right on their smartphone via a suite of tools developed by renowned leadership experts.

iLeader provides a voice to team members by allowing them to give daily feedback on productivity and engagement. Our dynamic engagement engine then recommends tools the manager could use based on that feedback. This leads to more effective people managers and more engagement and productivity from team members.

 

iLeader

Tools That Transform Managers Into Leaders

Hamilton Resourcing iLeader Screens

Researched and developed by Oxford Strategic Consulting (OCS),  iLeader is a simple Leadership Process and App which improves the performance of first line leaders, by providing specific ‘point of need’ tools, guidance and team feedback.

Improve Productivity and Effectiveness in first line managers, and increases engagement in their teams

iLeader has simple aims:

  • To significantly improve first line leadership and therefore, engagement and productivity across the organisation.
  • To help leaders DO leadership, not just LEARN about leadership.
  • To help leaders lead, exactly when they need it and with only what they really need – ‘just in time and just enough’.
  • To provide real-time valuable feedback to the team and the leader to help them build a better team. To be tailored and branded for the individual organisation, reinforcing and linking to its specific HR and leadership development processes.

Why focus on first line leaders?

  • They have an enormous impact on organisational success.
  • There are many more of them than higher level leaders.
  • They directly manage most of the teams.
  • They are much less experienced, make simple mistakes and need simple solutions.
  • Organisations invest significant budgets in formal training.
  • The payback from any investment is enormous.

 

 

On the Job Tools and Training

Hamilton Resourcing iLeader Tools

App Features

Daily Feedback

Daily feedback gives the leader insight into where and how they can focus their managerial efforts. iLeader even suggests which tools could help them based on the feedback received

Hamilton Resourcing iLeader Daily Feedback

Navigating the app

Hamilton Resourcing iLeader Navigation

Effective meeting tool

Hamilton Resourcing iLeader Meeting Tool

Customisable to your environment

No organisation is the same which is why iLeader is customisable to the needs of your first line leaders

Our leadership experts will assess the needs of your team and then suggest which of the pool of leadership tools are most relevant to your organisation, and even develop custom tools.

The app can be customised to reflect your brand.

A LOW COST, HIGH IMPACT SOLUTION

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  • Zero equipment and zero distribution costs
  • Low per head license fees
  • On-demand assistance and training to busy managers
  • Giving employees a voice and improving their engagement
 

DELIVERY & ONBOARDING PROCESS

 6 Step Delivery

  1. Leader Review – We carry out a survey/interview to clearly identify the leadership tasks which your first line leaders find the most time-consuming, stressful and important. This forms the basis of the specific tailoring of the App for you but is also extremely valuable information for designing any other leadership interventions.
  2. Bespoke Solution – Next we tailor the support and guidance to those specific tasks, creating new guides if necessary.
  3. Integration & Configuration – Once we have the right solution, we then align guides with your specific HR policies and procedures as well as brand the App and website to your requirements.
  4. Set up – The next stage is to set up the users on the system. Each team member and team leader has their own unique login.
  5. Communicate – We then work with you to communicate the introduction of iLeader. Leaders and team members will welcome the simplicity, ease of use and practical help.
  6. Deployment – The final stage is to distribute login details. We send the login details via email with a short ‘how to’ video, which simply explains how to use the App.

4 Step Onboarding

Hamilton Resourcing iLeader 4 Step Onboarding
 

Born out of Oxford Strategic Consulting

Oxford Strategic Consulting (OSC) has 20 years experience in HR and leadership consulting and academic research across UK, the Middle East and a multitude of large brands.

FIRST LINE LEADERS ARE DIRECTLY RESPONSIBLE FOR THE ENGAGEMENT AND PRODUCTIVITY OF A LARGE PORTION OF THE ORGANISATION. AT THE SAME TIME THEY ARE USUALLY LESS EXPERIENCED AND NEED MORE HELP

Research showed that:

  • first-line leaders had a huge impact on engagement and productivity but that they were generally poorly prepared to carry out the leadership tasks required. Training was often over-complex (and expensive!) and provided too early or too late leaving inexperienced leaders likely to fail at tasks such as ‘having a difficult conversation’ when the guidance needed was actually fairly simple.
  • first-line leaders had very little information on how engaged and productive their team members actually were – on a daily basis.
  • the best solution would be to use already-existing technology and distribution platforms to help leaders DO tasks (not just provide training) at the point of need and in the simplest way possible.
 

Download iLeader Today!

Here are the links to download iLeader directly to your mobile device today!

iLeader is also FREE to use with up to 5 users. Try it. 

 
 
 
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TalentGuard offers talent management software that enables companies to better engage, retain and develop talent.

Our talent management technology amplifies your company’s ability to make informed, predictive decisions about their workforce.

The software focuses on the vital HR areas including performance management, career pathing, succession planning, 360 feedback, applicant tracking, learning management and development planning – all of which contribute to the creation of a high-performance culture. We make it easier than ever for you to create a culture of engagement as opposed to a system of record.

 
 
 
 

Competency Management

TalentGuard’s Competency Manager provides centralized management of job competency data and assessment of employee competencies. With our software, companies can collaborate of the development and maintenance on a global and unified skills catalog. Companies can use TalentGuard’s free competency library, use their own competency framework or import talent frameworks from one of TalentGuard’s partners including IBM or HRSG. This tool is designed to help organizations create standardized job models, maintain consistency of competency data and generate job role profiles to improve all talent management practices.

 

Career Pathing

Career Pathing is a systematic approach to career development, enabling employees to map multiple career path scenarios, review job competencies and evaluate skill gaps. By giving employees the tools to chart their career progression, they become more engaged in their roles and the development of their careers.

 

Performance Management

Performance Management helps managers set transparent job expectations, deliver ongoing feedback, and encourage career development. With a robust performance management system, companies can move beyond the “one and done” review process that encourages rank and pay discussions to an efficient and focused strategic talent management process.

 

Succession Planning

Succession planning software enables HR teams to determine key roles, identify high-potential employees who can fill those roles, create dedicated talent pools and accelerate the development of skills required to be successful. Organizations that implement TalentGuard’s Succession Planning software are more prepared to execute on their future business strategies because they have a ready workforce.

 

Certification Tracking

Keeping track of training, continuing education requirements and licensing efforts is not always a top priority for employees and managers. By the time deadlines near to renew licenses or certification, it’s usually a mad scramble to gather records. Our Certification Tracking software can help. TalentGuard is helping companies in aviation, mining, fitness, healthcare, and insurance manage compliance, reduce risk of fines and ensure requirements are attained.

 

360 Degree Feedback

360 Degree Feedback software helps to improve employee skills by enabling them to see different perspectives of their competencies and behaviors from individuals in their immediate work circle.

 

Development Planning

Development Planning software fosters employee training, coaching and recognition all year long. It helps employees gain new skills and have more versatile relationships with their manager. When employees focus on development they become more valuable to your organization.

 

Compensation Planning

TalentGuard’s Compensation Planning software enables companies to allocate budget, salary, bonus and incentive stock across different groups

 

Learning Management

TalentGuard’s Learning Management software helps make your workforce smarter and more productive with relevant and engaging resources.

 


What's Your Challenge? 

Career Mobility? Ongoing Feedback? Talent Readiness? Relevant Insights? Foster Learning? Track Professional Development? 

Career Mobility?

Career Pathing

LACK OF ADVANCEMENT

Julie loves her role in the company’s finance department but after six years, is ready for some new career options. If she remains in her department, she will have to wait for the right role to open up for her to advance. But she’s grown weary of waiting for a vertical move in her department and is considering a lateral move to another group within her company. Other departments have had open positions in the past but she didn’t know if she had the skills, knowledge or experience to qualify. She usually becomes aware of a new position elsewhere in the company long after it’s been posted.

Haphazard Development

Julie feels trapped on this career island with no development plan and no place to go. She would certainly consider a lateral move within the organization if the opportunity was there. How many others like Julie will soon look elsewhere to find career growth and mobility?

Identify Skills Gaps

Julie wants to move forward in her company and would like to chart a new career path but doesn’t know where to start. She has asked for help from the HR department but they have no standardized job competencies or performance development plans in place nor can they identify gaps in Julie’s skill set to help her make that next career move.

A Roadmap for Growth

TalentGuard’s Career Path can help dedicated employees like Julie find the career development opportunities they desire. Career Path can help her:

  • Build multiple options and scenarios for her career path
  • Take accountability for managing her own career development
  • Stay motivated – and loyal – due to her future career plan

We invite you to learn more about our Career Path solution so that employees like Julie feel like they have a future with your company!


Ongoing Feedback?

Performance Management

Eliminate Frustration

Sam had high expectations when he joined the organization as a software developer. Though he had a couple of positive performance appraisals with his manager, the annual performance review process was frustrating. While Sam received his once a year performance evaluation, the project work of his development team was being reviewed monthly. Why weren’t his reviews given more frequently – like his team’s – so that he could manage how well he was performing in his role?

Improve Accountability

There is no formal structure for Sam’s performance reviews. The processes were manual and paper-based and no consistency existed between departments as to how performance appraisals were conducted. Moreover, there were no objectives linking Sam and his department to overall organizational performance.

While Sam enjoyed his job and team, his frustrations grew about how he was being managed, how his performance was being tracked and how he was going to meet his career objectives.

Encourage More Feedback

Sam was looking for more insight into how he was performing and whether he was on track in meeting company goals. All he needed was consistent feedback on a regular basis. Sam’s manager might have prevented him from heading elsewhere if the right performance management solution had been in place.

Increase Transparency

TalentGuard’s Performance Management is just that solution and could have helped Sam, and his organization, by:

  • Providing better insight into his job performance
  • Receiving constructive performance evaluations and career coaching from his supervisors
  • Gaining confidence that the organization cares about his career goals by receiving performance feedback consistently

Learn more about how you can better manage – and keep – your talent engaged with improved Performance Management from TalentGuard.


Talent Readiness?

Succession Planning

Minimize Talent Gaps

Peter’s company had several viable candidates to take over his role as CEO. The committee who had been tasked with finding his successor had spent months sorting through the candidates. But Peter has some doubts as to whether the right successor had been identified. Did his team overestimate some employee’s potential, while underestimating others? He wondered whether the management succession process was thorough enough to find the company’s next generation of leadership. How did they determine the best employees to be targeted for vacant management roles? Did the company even have a formal succession plan to work from? Was leadership development a part of that plan?

Ensure Continuity

Despite the importance of a well-defined strategy to succession planning, many companies simply don’t have an objective and effective process for identifying and grooming the leaders of the future. Candidates are often given preference based on favoritism, over-identification of skills by the management team or tenure within the organization. These criteria are based more on subjective evaluations and less on a systematic approach that helps identify the right talent and develop them for the future. The result of misidentification impacts corporate performance, career development and retention.

Develop Employees

Organizations also need a leadership development program that helps identify top talent early on. As high potential employees are discovered, companies must groom these new leaders through the utilization of development activities such as courses and workshops, best practice programs, mentoring relationships and cross-functional roles that fall outside the employee’s existing background.

Future-Proof the Company

TalentGuard’s Succession Management software enables organizations like Peter’s to identify and develop the right leadership talent in the right roles at the right time. Our succession planning solution can help serve employee needs for career growth through targeted development. It ensures that your company can provide opportunities for top talent to develop skills and experiences required for future roles:

  • Identify high potential talent based on specific succession criteria
  • Provides a keen understanding of people’s strengths, experiences and potential for decision making
  • Create proactive career development plans to help employees fulfill their potential and aspirations

Relevant Insights?

360 Degree Feedback

Objective Feedback

Olivia loves her operations role in the company and has consistently received positive appraisals from her manager in her two years on the job. But she feels as if her performance reviews are limited in the amount and type of feedback she receives. And while she’s happy to be a valued employee, she would like to better understand her strengths and weaknesses, how she interacts with her colleagues and how she can improve professionally, as well as further her career development. Though her manager is thorough in following the company guidelines for performance reviews, his perspective on her role is subjective and limited in scope. Without objective feedback and a more accurate picture of how she truly performs, Olivia will miss opportunities for career growth and being able to make a greater contribution to the organization.

Effective Coaching

With this data in hand, managers are far more prepared to understand an employee’s organizational fit and can guide them accordingly. Coaching based on objective data provides a way for employers to encourage their employees to receive constructive feedback sooner in order to prevent small problems from becoming big ones. It’s also a way to help employees achieve their career goals while adding significant value to the company.

Improve Insights

Giving Olivia the information required to improve her performance requires a comprehensive, objective look at her competencies, hidden skills and perceived gaps. The best way to gather that type of data is from a variety of sources that know and work with Olivia on a daily basis – subordinates, peers and supervisors – as well as others outside the company such as customers and vendors. This will give Olivia’s manager new insights into all aspects of her performance on the job.

A Holistic View of Employee Performance

TalentGuard’s 360 Degree Feedback solution will give employees, like Olivia, a thorough view of their development. 360 Degree Feedback can:

  • Gather insights about a broad range of competencies
  • Configure assessments based on a variety of characteristics
  • Use benchmark data to compare employees, divisions and roles

Foster Learning?

Development Planning

Improve Skills

Jay is an employee who has been successful in his role as a marketing manager. But after three years on the job, he wants to take on more responsibilities and add new competencies to his skill set. The problem is, Jay doesn’t have a clear picture of where to improve his skills or whether he can be proactive in managing his career development. Unfortunately, Jay’s company has no formal process in place for the professional development of its employees.

Take Ownership

Despite the importance of a well-defined strategy to succession planning, many companies simply don’t have an objective, effective process for identifying and grooming the leaders of the future. Candidates are often given preference based on favoritism, over-identification of skills by the management team or tenure within the organization. These criteria are based more on subjective evaluations and less on a systematic approach that helps identify the right talent and develop them for the future. The result of misidentification impacts corporate performance, career development and retention.

Reduce Turnover

Organizations also need a leadership development program that helps identify top talent early on. As top potential employees are discovered, companies must groom these new leaders through development activities such as courses and workshops, best practice programs, mentoring relationships and cross-functional roles that fall outside the employee’s existing background.

A Roadmap for Growth

TalentGuard’s Development Planning solution can help dedicated employees, like Jay, find the career development opportunities they desire. Development Planning can:

  • Automate short and long-term career goals with progress updates
  • Link development learning resources to role competencies
  • Create a career journal for employees to track their progress

Track Professional Development?

Certification Tracking

Track Progress

As a hospital administrator, Angela must ensure that doctors, nurses and staff are up-to-date and compliant with their education and certification requirements. The process is currently managed with an administrative assistant using a spreadsheet and alerting employees when a due date is approaching. Though no program deadlines have been missed so far, the process is slow, highly manual and chaotic when trying to gather the appropriate records. Angela needs a better way to ensure that the certification tracking process is streamlined, thorough and provides automated updates for tracking an employee’s progress.

Reduce Administration

Because handling certification requirements is so labor-intensive, automating the process makes it much easier for organizations to track all activities. If Angela’s company would automate their processes, she could save a significant amount of time and administrative resources by doing away with tedious manual processes and allowing managers and employees to focus on their job responsibilities. Automation not only provides improvements to the accuracy and reliability of your records but also provides central access.

Avoid Mistakes

For companies like Angela’s, training and certification requirements can be complex to track in a timely fashion, especially when dealing with piles of paperwork. Unfortunately, mistakes can be made when managing so many continuing education activities for employees. Those mistakes can be costly in terms of productivity and lost revenue. Having instant access to the status of all training and certification information can help you avoid any costly mistakes.

Streamline Your Training and Certification Process

TalentGuard’s Certification Tracking solution can help organizations, like Angela’s, automate their professional development process. Certification Tracking software can:

  • Automatically notify employees and managers on requirements
  • Generate reports to view progress and metrics
  • Centralize all employee data in a single location
 

Competency Management

The Universal Language for Talent Management

Competency Management Software

TalentGuard’s Competency Manager provides centralized management of job competency data and assessment of employee competencies. With our software, companies can collaborate of the development and maintenance on a global and unified skills catalog.  Companies can use TalentGuard’s free competency library, use their own competency framework or import talent frameworks from one of TalentGuard’s partners including IBM or HRSG. This tool is designed to help organizations create standardized job models, maintain consistency of competency data and generate job role profiles to improve all talent management practices.


Competency Management Defined

Competencies are a combination of knowledge, skills and abilities that describe demonstrable indicators of proficiency. They define, in behavioral terms, the skills and experiences people needed to drive the business.  TalentGuard offers four categories of competencies including core (impact to culture and values), leadership (impact to strategic management skills), functional (impact job families) and technical (impact to the specific job role).


TalentGuard’s Approach

TalentGuard believes that every successful talent management initiative begins with the right industry-specific competency framework. With our Competency Management Software, your HR team can create and edit all competency data elements including job families, competencies, and proficiencies. The software allows you to associate accelerators with competencies such as learning resources, interview questions, development goals, and coaching tips. Your company can import 3rd party competencies, enforce standardization and automatically manage governance and version control.


Competency Management Benefits

Easily Customizable

TalentGuard’s Competency Manager allows for easy customization of competencies and job models that can be rapidly deployed for immediate results.

Brings Transparency into the Organization

Established a common language across a company’s global talent management initiatives. This enables HR to be a driver of job specific business outcomes.

Captures Organizational Intelligence

Captures the expertise of the maturing workforce to build resources that set expectations for the new workforce (millennials and beyond).

Improves Performance and Profitability

Companies experience a 21% and 22% increase in productivity and profitability when employees score in the top quartile for engagement. Having a solid talent framework is the cornerstone of engagement.

Promotes Coaching Conversations

Improve skills and inspire more conversations between employees and managers throughout the entire talent life cycle, including talent acquisition, evaluation, and development.

Supports Industry Specific Competency Models

Utilize custom and industry-recognized skill frameworks to capture employee skill assessments, analyze skill gaps, identify subject matter experts, and create skill based learning programs in line with business strategy.

 

Performance Management

Optimize Your Workforce and Empower Employees

Performance Management Software

Performance Management helps managers set transparent job expectations, deliver ongoing feedback, and encourage career development. With a robust performance management system, companies can move beyond the “one and done” review process that encourages rank and pay discussions to an efficient and focused strategic talent management process.


Performance Management Defined

An efficient employee performance review is a critical component in building a sustainable business. Every organization has its own approach to performance management evaluations within their talent management processes. Some companies implement basic employee performance programs and measure values, while other organizations engage in more robust programs that include the evaluation of behaviors, corporate objectives, role-based competencies and development goals. Companies can use a variety of methods to assess the achievement of goals including numeric ratings, descriptive indicators, descriptors, color scales and/or written feedback. The challenge is finding a software solution that can accommodate the variations needed for a company’s performance management process.


TalentGuard’s Approach

TalentGuard’s award-winning, cloud-based Performance Management software fosters an efficient business process supports qualitative and quantitative assessments, monitors goals, supports ongoing feedback and encourages development for an accountable and engaged workforce.


Performance Management Benefits

Increase Employee Accountability

Exposing job expectations and holding employees accountable for their contributions and decisions result in noticeable improvements in employee engagement, absences, and organizational commitment.

Improve Customer Value

Exceed customer commitments by focusing on and measuring on what’s really important to the business. Managers are able to focus on results and not just behaviors and activities.

Produce Meaningful Insights

Set best practices and consistent benchmarks for comparison based on the results produced in performance programs. This information can be used to direct training, leadership initiatives and diversity programs.

Cultivate a Strategic System-Wide View of the Organization

Using our proprietary competency framework , TalentGuard supports a systems-based approach and helps companies see performance trends for each of the performance management components, such as company objectives.

 

Career Pathing

Engage Employees Through Career Pathing

Career Pathing Software

Career Pathing is a systematic approach to career development, enabling employees to map multiple career path scenarios, review job competencies and evaluate skill gaps. By giving employees the tools to chart their career progression, they become more engaged in their roles and the development of their careers.


Career Pathing Defined

Career Pathing software transforms how employee development is managed in the work environment. Employees are looking at their careers in new ways. They are less likely to take a traditional approach of climbing the corporate career ladder, which is vertical and inflexible. Today, employees are navigating career lattices that provide new insights into lateral, upward and downward career pathways.


TalentGuard’s Approach

TalentGuard’s Career Pathing software enables employers to offer a structured career development process to support career growth. Our software provides employees with tools to build out meaningful career paths based on their aspirations and interests, review skill gaps against future jobs and engage in relevant learning experiences that proactively prepares them for the next role.


Career Pathing Benefits

Bring Transparency and Consistency to Career Planning

Offers a method for employees to transfer to other job roles across the organization by using a common career pathing software methodology and development framework.

Improve Career Development

Provides employees the guidance and resources they need to advance in their careers. Employees who have access to career tools, resources and process are much more engaged and motivated.

Align Employee Aspirations with Company Strategy

Our career pathing software enables employees to identify job opportunities and develop skills that are aligned to both the company’s business strategy and the employees’ interests and aspirations.

Set Clear Job Role Expectations

Provide employees a view of job role expectations so they are able to focus on realistic career development plans.

 

Succession Planning

Gain Visibility into Best-Fit Candidates for Critical Roles

Succession Planning
Software

Succession planning software enables HR teams to determine key roles, identify high-potential employees who can fill those roles, create dedicated talent pools and accelerate the development of skills required to be successful. Organizations that implement TalentGuard’s Succession Planning software are more prepared to execute on their future business strategies because they have a ready workforce.


Succession Planning
Definition

Organizations can standardize processes for succession management and candidate selection. TalentGuard Succession Planning software helps companies identify people with the right skills, knowledge, experience and qualifications to grow the company. It also increases the ease of finding, recognizing and promoting top-performers. Employees have customized development plans based on skill gap analysis to grow critical talent pools


TalentGuard’s Approach

We work side-by-side with you to create detailed job role profiles critical to your growth that include performance history, competencies, skills, responsibilities and qualifications. TalentGuard offers many ways to assess your talent needs including the organization chart, nine-box talent grid and our talent matching tool.  These tools allow you to quickly identify gaps in your current workforce versus talent needs in the future.


Succession Planning Benefits

Build Bench Strength

Identify and cultivate a pipeline of available talent to fill key positions based on criteria such as competencies, experiences, knowledge, and employee aspirations.

Hold Leaders Accountable for Development

Provide management with insight to help them understand the competencies and skills currently available within the company and what skills must be developed to compete and deliver customer value in the future.

Develop Employee Capability

Create customized development plans based on succession gaps to help employees develop new skills, experiences and knowledge.

Mitigate Company Risk

Mitigate potential risk for the organization due to unexpected turnover or extended employee absence due to personal issues.

 

Certification Tracking

Ensure Training and Education Compliance

Certification Tracking Software

Keeping track of training, continuing education requirements and licensing efforts is not always a top priority for employees and managers. By the time deadlines near to renew licenses or certification, it’s usually a mad scramble to gather records. Our Certification Tracking software can help. TalentGuard is helping companies in aviation, mining, fitness, healthcare, and insurance manage compliance, reduce risk of fines and ensure requirements are attained.


Certification Tracking Defined

Certification Tracking software provides you with a single source for planning and reporting on professional development programs electronically. It eliminates the need to manually track massive amounts of paper and resources. Managers can access their employee profiles, contribute to Individual Professional Development Plans, and maintain compliance with re-certification requirements.


TalentGuard’s Approach

TalentGuard’s Certification Tracking software is a professional development solution that enables companies to plan, track, manage and report on continuing education activities and programs. Our Certification Tracking software automates the professional development process by including mandatory training for specific job roles, reminders for employees as to when training is due, alerts for managers regarding training needs and reports on course completion.


Certification Tracking Benefits

Avoid Costly Mistakes

Critical mistakes can sneak up on you, wreaking havoc on your operation. With the right certification tracking solution, you won’t be caught unaware. By having timely access to certification and training information, you can produce reports instantly.

Improve Record-keeping

By automating many aspects of your certification and training programs, the software improves the accuracy of your records and results.

Reduce Administrative Work

Many companies have difficulty handling the amount of paperwork they are given to complete in a single day. Not only are they stuck filling in lengthy spreadsheets, but they spend numerous hours each day copying over training data and certification requirements. Automation saves a significant amount of time since it allows employees and HR to focus on what is important.

Improve Process Effectiveness

Formalize the evaluation process by using your company’s calendar performance management review cycles.

 

Development Planning

Foster Learning, Feedback and Recognition

Development Planning Software

Development Planning software fosters employee training, coaching and recognition all year long. It helps employees gain new skills and have more versatile relationships with their manager. When employees focus on development they become more valuable to your organization.


Development Planning Defined

Employee development planning is the aspect of talent management that is most neglected in companies. Guiding employees through goal tracking, career coaching and employee recognition is the cornerstone of development planning. For many reasons, this valuable activity is often ignored, done improperly or handled as an afterthought during performance appraisals. As a result, employee dissatisfaction fuels many early exits.


TalentGuard’s Approach

TalentGuard’s Development Planning software enables companies to invest in the short- and long-term career and professional development of their employees. This software solution supports the ongoing process of ensuring employees remain current on job role competencies. Managers are able to track progress in achieving development goals, share feedback year-round and recognize employees for the attainment of results.


Development Planning Benefits

Set Smart Goals

Create and track goals for performance improvement, career aspirations or personal growth. Make your goals SMART using our goal template.

Record Your Progress

Make journal entries into your goals so that you can map your progress. Established target dates, success factors and list people who can help you achieve goals.

Effective Coaching

Be proactive in soliciting feedback from your manager or others who can comment on your goals. Engage in an on-going dialogue with team members to achieve goals.

Collaborate with Coaches or Mentors

Invite coaches to work with you on the attainment of goals.  Share the details of your development plan and receive effective coaching that makes an impact.

 

360 Degree Feedback

Solicit Employee Insights for Professional Development

360 Degree Feedback Software

360 Degree Feedback software helps to improve employee skills by enabling them to see different perspectives of their competencies and behaviors from individuals in their immediate work circle.


360 Degree Feedback Definition

The data gathered from TalentGuard’s 360 Degree Feedback software can be used in a variety of ways. Employees receiving feedback can plan and map specific paths for their professional development. Managers can use this information to make more objective decisions about payment increases and promotions. Organizations can use 360 feedback data and reports to benchmark and compare employees, divisions, roles and more to better understand organizational development needs.


TalentGuard’s Approach

TalentGuard’s 360 Degree Feedback software helps employees increase self awareness, better understand strengths, uncover blindspots, and encourage personal development. Our tool gathers and analyzes objective multi-rater feedback to help employers make better people development decisions.


360 Degree Feedback Benefits

Increase Self Awareness

Solicit feedback from many stakeholders to gather balanced information on an employees strengths and areas for improvement.  Providing a report to the employee with the collective feedback of the stakeholders helps them gain insight into their behavior.

Improve Accountability and Performance

Uncover an employees strengths and limitations so that the creation of a custom career development plan can be created. Improving skills and developing strengths is important for personal growth and company success.

Promotes Dialogue and Coaching

Increase communication and trust with managers and other team members by focusing on developmental feedback.  Assessing behavior instead of results enables people to dialogue openly and promotes a coaching culture.

Encourages Personal Development

Provide a starting point for employees to develop new skills and improve behaviors. Custom development plans provide employees with recommendations and learning resources to encourage accountability and ownership over their future.

 

TalentGuard Webinars

 
Career Pathing: Is it the New Performance Appraisal? Is the annual performance review dead? A growing bandwagon of CEOs and senior HR leaders are predicating the end of the ineffective and universally despised annual performance review. Many leaders have proposed throwing reviews out altogether. We don't believe this is the right solution.


Interested in driving up the employee engagement within your organization? If your answer is yes, then you won't want to miss this three part webinar series that is devoted to helping you increase employee engagement by integrating competencies in numerous talent management processes, such as talent acquisition, performance management, learning & development and career development.
Performance management and compensation planning are two strategic workforce initiatives that must work in concert. In this webinar, you will learn how to retain top-performing employees, hold employees accountable for desired performance and better control costs by linking compensation directly to employee goals and objectives.

3 Common Mistakes That Disrupt Your Succession Planning Process Key strategies that lead to an effective succession planning program Succession planning is a key strategic consideration for most organizations. Who is the right talent to lead the company in the future? How will the existing leadership team identify that talent?
Destination Unknown: Employees without career paths present a risk to your organization When employees first enter the workplace, their apprehensions center on their first jobs. What company will they join? Where will they work? What title will they have? How much money will they make?