In TalentGuard’s most recent Learning Series Webinar, 6 Methods to Get Employees to Follow Through on Development After a 360 Assessment, Linda Ginac shared the story of Sarah, an HR Hero, and the 6 specific ways she empowered employees to act on feedback after a 360 assessment.

If you were not able to attend the live broadcast today, you can view the recording or download the presentation here:

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With a uniquely narrative approach to the webinar model, you’ll be engaged while you learn how analytics driven initiatives help you achieve the results you need to become an HR Hero with TalentGuard.

Implementing a formal development plan after a 360 degree feedback program can be a major issue facing HR and line managers. Employees are typically reluctant to share the final report with management because they fear it may negatively impact working relationships. In this webinar, you will learn 6 methods to get employees to follow through on development:

• Establish clear expectations before, during and after a 360 program
• Ensure best practices during the debriefing process
• Set clear expectations with managers on their role in the 360 development process
• Incorporate development options directly into the 360 report based on specific competency gaps
• Implement a formal coaching process to ensure on-going feedback between managers and employees
• Measure the 360 Feedback process regularly to ensure development gaps are shrinking

Join TalentGuard Solutions experts on Wednesday, June 5th from 12:00-1:00pm cst for this special webinar on development after 360 assessments.

With over 30,000 expert members in the software, hardware and business solutions fields, door64 is a thriving social community that has been recognized by The Austin Business Journal as the city’s largest networking group for the second year in a row. Focusing on business and technology topics, the organization aims to connect professionals by fostering an environment where members can exchange knowledge and expertise.

Frank Ginac will lead this council of prominent executives and industry experts as they grow and develop innovative strategies for harnessing the collective intelligence of the tech community. With 25+ years of industry experience, Frank Ginac’s contributions to door64’s mission, in addition to their popular events, activities and strategies, will lift the council and the city Austin’s status as an already-established mecca for entrepreneurship and opportunity.

Frank Ginac’s Current Project, TalentGuard™:     

Frank is TalentGuard’s™ CTO and the lead developer of Cloud6.0 by TalentGuard™, a fully-integrated suite of talent management software solutions. With the vision of continually refining and revolutionizing how Cloud 6.0 by TalentGuard™ automates performance management, career pathing, applicant tracking, learning management and career development planning, Frank and his team have created one of the easiest to use and most powerful talent management suites on the market today.

Comments Regarding the News:

door64 CEO, Kim Brushaber, remarked on adding Frank Ginac to door64’s luminary group of trusted advisors. “I am thrilled to have Frank on board with us at door64. I have worked with him and his wife, Linda Ginac, for several years and I’m excited about the input he will have to grow the organization. He was selected based on his extensive knowledge, technical expertise and the deep familiarity he has with the Austin tech community. ”

About TalentGuard™:

TalentGuard™ transforms how companies develop and retain talent so they can achieve sustainable growth. TalentGuard™ provides organizations cloud-based talent management software that delivers unprecedented capabilities for predictive people development to drive business. TalentGuard™ Cloud 6.0 enables companies to fully automate applicant tracking, performance management, development planning, career pathing, succession planning, 360 feedback and learning management.

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• Standalone system doesn’t integrate with other HR solutions.
• Poor user-experience.
• Outdated, cumbersome and difficulty customizing software.
• Lack of high-touch customer support.

This Thursday, TalentGuard will demo its Cloud 6.0 Talent Management Suite. Our Customers selected Cloud 6.0 over competitors for several reasons:

• We offer an integrated talent management suite built from the ground up using a single integrated framework and database to eliminate data integrity issues.
• We have a user-friendly interface that is unparalleled by rivals.
• 95% of our product can be easily customized including branding, workflow, competencies, tabs, custom text, languages – by a non-technical user in minutes.
• Every customer has a dedicated high-touch customer success person who answers your phone calls and emails directly. Our support team is staffed with HR experts and assists with strategy and best practices, not just how to use a feature.

Register for this 60-minute product tour to see firsthand how TalentGuard 6.0 can help you:

• Provide insight for the appraisal conversation, reward decisions and goal tracking.
• Gather objective multi-rater feedback to improve key behaviors.
• Empower employees to map multiple career paths, review job competencies and evaluate skill gaps for career progression.
• Identify and develop internal successors with the potential to fill key leadership positions within the company.
• Enable employees and managers to track career goals with social feedback and recognition.
• Manage, track and report on training and certification efforts.

Join our Talent Management experts and industry peers on Thursday, May 16th from 12:00-1:00pm cst for this special product demonstration of Cloud 6.0 by TalentGuard.

TalentGuard™ provides a portfolio of offerings that anticipates and satisfies the unique needs of today’s businesses, and allows clients seamless incorporation with their current projects and objectives. The software is applicable to a wide range of industries, as illustrated by the variety of clients that have recently chosen TalentGuard™, including:

• Brigham Young University – Idaho
• Dynarex
• USON
• MPC Healthcare (a member of Albatha Group)
• Digital Reasoning

These companies have turned to TalentGuard™ for innovative tools that will maximize the potential of their employees and ultimately lead to exceeding organizational goals.

The TalentGuard™ Solution:

TalentGuard’s™ seven integrated software solutions are based on established best practices and focus on the areas of performance management, career pathing, applicant tracking, learning management and career development planning. The customizable solutions have a powerful backend that allows human resources, managers and employees to fully automate their performance appraisals, cascading goals, development planning, career pathing, succession planning, 360 feedback, learning management and much more. All of these attributes combine to provide leaders with a deeper insight into the performance of their employees and drive important decisions regarding their workforce.

TalentGuard™ aims to help companies improve their workforce and overall business objectives in 2013 with better retention rates, increased productivity and improved performance.

Comments Regarding the News:

TalentGuard™ CEO and notable career advisor, Linda M. Ginac, PMC, couldn’t be more pleased with the direction of the company. “Our mission has been, and will remain, to be a leader in talent management solutions by providing our clients great products and unparalleled, high-touch customer service. We’re excited to bring these great companies aboard and look forward to helping them improve employee engagement and performance.”

About TalentGuard™:

TalentGuard™ specializes in ‘Predictive People Development’ with their suite of cloud-based talent management software. Their unique and affordable solutions enable companies both large and small to maximize the human potential within their organization to achieve greater business successes. TalentGuard™ Cloud 6.0 helps companies envision, improve and deploy strategic talent management programs in multiple areas of human resources administration.

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• Identify 3-5 key goals for a a target/portfolio company to achieve
• Assess the company’s profit potential
• Execute improvements to realize that potential next level value
• Evaluate marketplace position
• Assess management talent
• Maintain capital structures that can withstand setbacks

The list seems like a good list for any business leader.

How would a private equity company assess your company?

For community, collaboration, and contributions to the discussion, please comment below.

Aon Hewitt reports that every bit of incremental employee engagement generates a bump in operating income. That is probably why Molson Coors spent $1 million deploying “Our Brew,” which is a clear communication about their vision and values so that employees not only understand it–but are also able to articulate it. Other organizations invest in their employee development, either internally or through external Tuition Reimbursement–which has been shown to increase employee engagement, commitment, satisfaction, and bench strength.

Human capital brings intellectual capital, innovation, and know-how to an organization.

Are your employees engaged?

For community, collaboration, and contributions to the discussion, please comment below.

door64 is a social community of over 30,000 highly-skilled experts in the software, hardware and business fields and has been recognized as the city’s largest networking group for the second year in a row by The Austin Business Journal. The organization aims to help professionals connect by creating an environment that fosters an exchange on knowledge, with focus on both technical and business topics.

Along with the other high-profile executives and industry experts, Frank will help support door64’s vision for growth and develop innovative strategies to bring the best and brightest in the tech community together. Frank’s 25+ years of experience and high-esteem in the field will undoubtedly help him make a solid contribution to door64′s popular events and activities.

• Selection Process - a rigorous program to find candidates who had what it took (aligned knowledge, skill and aptitude with the job requirements);
• Learning & Development - a thorough preparation and training before going to the battlefield (simulations to mimic real life scenarios);
• Succession Planning - a formal chain of command, where the 2nd is ready at a moment’s notice when the leader is removed (in this case, due to battle injury);
• High Potentials - the best of the best pulled together to form the elite team that would handle this specific mission.

Of course, it also highlighted the bureaucracy that slows down any well-functioning process with multiple checks and balances.

It is not easy to have an integrated talent management process in a corporation, yet the Navy Seals seem to have a model that we can all aspire to.

Are you able to attract, develop and retain your corporate “Navy Seals?”

Career Path by TalentGuard is a professional development tool that empowers employees to take control of their careers by helping them visualize the opportunities for professional growth that lay ahead.

Our powerful program provides employees with the resources necessary to map different career path scenarios, review job competencies and evaluate their skill gaps for career progression.

Join us for a 45-minute product tour in order to see firsthand the features that make Career Path by TalentGuard such a powerful ally, including:
- Employee talent profile and job role creation
- Skill gap identification
- Pre-defined career paths and custom path-building tools
- Development plan generation

Take the first step towards helping your employees visualize the skills that lay between them and their dream job.

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