Whitepapers & On-Demand Webinars

Explore how strategic readiness can transform your talent initiatives! Learn best practices for job role standardization, leveraging technology for efficiency, and aligning your talent programs with business goals.

The IT industry is rapidly evolving, requiring new competencies, certifications, and career progressions to meet emerging demands. Businesses face major skill shortages due to technological advancements, and manual management of competencies and job roles is no longer sufficient. TalentGuard provides best practices to help organizations empower IT professionals by building new skills, closing learning gaps, and growing in their roles.

Improving skills transfer rates is vital for maximizing training ROI and maintaining organizational competitiveness. Traditional methods often fail to apply new skills practically, resulting in inefficiencies and job dissatisfaction. Key barriers include irrelevant training, inadequate follow-up, outdated methods, and insufficient managerial support. Effective skills transfer enhances employee competency, satisfaction, and growth, boosting overall productivity and innovation. Leveraging advanced technology and adopting strategies such as fostering supportive learning environments, providing practice opportunities, and aligning training with job requirements can significantly improve skills transfer and organizational success.

This presentation by TalentGuard outlines a six-step plan to enhance employee retention and engagement by addressing turnover through detailed data analysis and fostering a "Culture of Empowerment." Key actions include overhauling talent assessments, implementing career pathing programs, and optimizing communication to improve job satisfaction and reduce turnover.

This presentation highlights TalentGuard's approach to empowering employees to self-manage their career development through Talent Assessment, Career Pathing, and Development Planning Tools. These tools provide precise insights into employee capabilities, align strengths with career opportunities, and track progress, ultimately enhancing engagement, retention, and organizational success.

An integrated talent management strategy is crucial for organizational success, enhancing employee engagement, reducing turnover, and positioning the right talent in key roles. This webinar offers HR leaders practical guidance on implementing comprehensive talent management plans, connecting internal mobility with succession planning to support strategic business goals and foster continuous growth.

Corteva Agriscience transformed its procurement function by implementing TalentGuard’s software, which enabled employees to identify necessary training and align their career aspirations with company opportunities. This investment in talent development reduced attrition and empowered the team, significantly enhancing process efficiency and strategic focus.

Through TalentGuard's data-driven succession planning, St. Jude Medical achieved a 50% readiness for key leadership positions, significantly enhancing operational continuity and ensuring a strong pipeline of future leaders.

In the competitive landscape of the Consumer Packaged Goods (CPG) industry, efficient talent mobility is crucial for maintaining a dynamic and agile workforce. Leveraging TalentGuard's innovative platform, one CPG company has achieved remarkable success, increasing the percentage of internal positions filled by employees from 8% to an impressive 39%.

This international retailer transformed its corporate culture by emphasizing employee performance, development, and accountability throughout the organization. As a result, 98% of the company enthusiastically adopted TalentGuard's Performance Management solution, leading to a significantly improved process.

Enhancing HR efficiency with TalentGuard WorkforceGPT Copilot. Creating and maintaining job roles within organizations require significant time and expertise. This whitepaper explores the process involved in role creation, emphasizing the extensive labor and precision required in tasks such as job description development, defining core responsibilities, and skill calibration, which cumulatively demand up to 140 hours for just 12 roles. We show how TalentGuard’s AI automation can transform this process by cutting the time required from hours to minutes per role, improving accuracy, ensuring unbiased content, and aligning with strategic goals.

This white paper explores TalentGuard's forward-looking approach to succession planning, which addresses the changing challenges in talent management. By analyzing the inefficiencies of old methods and showcasing the strategic benefits of TalentGuard's flexible, skill-based framework, we aim to inform HR professionals, leaders, and decision-makers about the advantages of our modern approach. Through real-world examples, we demonstrate the framework's impact and guide organizations in updating their succession planning, ensuring the development of future leaders, retention of key talent, and competitive edge.

TalentGuard focuses on producing skills data that is closely aligned with a company's specific goals and the broader context of the industry. This approach ensures that HR strategies are not only tailored to the unique needs of the organization but also remain competitive and relevant in the market.

During this talent management webinar, Career Pathing: Create a Career Development Framework, Linda Ginac takes an in-depth look at the downfall of not having a career development framework for employees and further discusses how career pathing can increase engagement.

In an era of rapid technology change and evolving business landscapes, organizations face an unprecedented challenge—the widening skills gap. This gap threatens to undermine their ability to achieve strategic objectives, innovate, and remain competitive. Traditional talent development methods no longer suffice. This white paper explores the skills gap issue and presents a compelling solution: a skills-centric and data-driven approach to talent development. Organizations can effectively bridge this gap by harnessing the combined power of skills mapping and data analytics. This paper delves into this innovative approach's methodology, benefits, and best practices.

In the dynamic landscape of skill development, organizations seek innovative ways to assess, verify, and showcase skills that mirror real-world expertise. In this paper, TalentGuard offers an approach that shifts the paradigm of traditional skill assessment and verification.

This paper delves into the deficiencies of the conventional approach to goal setting through OKRs and introduces a contemporary solution termed Intelligent Workforce Architecture.

The rapid advancement of technology has revolutionized numerous aspects of the modern world, including the workplace. The dynamic nature of the job market demands organizations to stay agile and proactive in facilitating employee growth and development. TalentGuard's represents a pioneering AI-driven solution that offers a novel approach to career architecture. This paper aims to investigate the potential impact of AI on the career development landscape. 

The integration of generative AI offers transformative potential for optimizing skills and job creation. This white paper explores how generative AI can revolutionize workforce development by enhancing efficiency, accuracy, and strategic alignment within organizations.

This paper provides an in-depth exploration of Large Language Models (LLMs), specifically focusing on the Generative Pre-trained Transformer (GPT) models developed by OpenAI. The paper also discusses the role of LLMs in the competitive field of AI, mentioning other companies creating similar models and the challenges they face. It then transitions into a discussion about WorkforceGPT, a product of TalentGuard Labs that utilizes GPT models for specific tasks within the HR domain, demonstrating its ability to generate detailed role taxonomies.

The explosion of providers of “skillstech” tools (many leveraging AI and machine learning) and the ongoing dialogue about skills frameworks in the policy world and among employers can be confusing to navigate. This analysis – based on more than a year of secondary research and primary interviews and demonstrations with skilltech providers and other industry leaders – defines this landscape, discusses how it is evolving, and identifies key issues for interested stakeholders to consider.

Work has changed and continues to change. In the aftermath of the global pandemic, businesses are focused on growing revenue at lower cost, while reskilling and redeploying people into high priority areas of the business. How can you know that you are making the right decisions about your people and how your business operates? The answer is with Skills Intelligence. In this webinar, TalentGuard CEO, Linda Ginac discusses the need to reskill and how businesses can unlock skills intelligence to respond to the shifting economy.

Reskilling, upskilling and internal mobility are needed more than ever but many organizations are struggling to deliver on these strategies. TalentGuard's CEO, Linda Ginac joined Brandon Hall Group's Excellence at Work podcast to share how to facilitate these critical strategies at scale.

It’s an understatement to say that employers are struggling to upskill and reskill their workforces. In fact, 60% of organizations say they lack the technology ecosystem to effectively upskill and reskill, Brandon Hall Group’s Upskilling and Reskilling study shows. Download this new eBook to understand the critical issues that impede your ability to properly upskill and reskill your workforce.

Accruent significantly streamlined their workforce management by reducing manual job and skill maintenance by 90%, allowing for a more strategic allocation of resources. Employee adoption exceeded 90% and employees created over 12,700 upskilling goals to remain on the cutting edge.

In this webinar, Marc Ugol, Former CHRO of United Airlines, Bechtel Group, and Constellation Energy Group, Bill Schiemann, Principal of Metrus Group, Ceree Eberly, Former CHRO of The Coca-Cola Company, and Linda Ginac, CEO of TalentGuard will discuss human capital risks and how your organization can mitigate their impact while being forward thinking and proactive.

In this webinar, Lisa Connell, former CHRO and current Managing Director of Lifelong Learning and Education at University of Virginia, Darden School of Business, and Erin Hamrick, Founding Partner at Sterling James, an executive search firm for the insurance industry, will share insights from academia, industry and experience on how structure supports DEI and prepares organizations for long-term change and success.

Version 1's implementation of TalentGuard's led to unprecedented business expansion. By integrating advanced data analytics and personalized development paths, Version 1 significantly tripled employee engagement, skill validation, and promotional success rates. This strategic enhancement not only improved internal efficiencies but also enabled them to achieve record customer satisfaction and retention rates, establishing Version 1 as a leader in IT services with a robust, future-ready workforce.

In this webinar, you will learn how competency management can enable your organization to gain a true understanding of job competence, real-world employee readiness, obtain compensation alignment and can ensure talent fit for current and future success. 

In this webinar, TalentGuard CEO, Linda Ginac will present how skills data impacts every talent decision from hiring and internal mobility to performance scores and succession planning. This presentation will discuss practical application of skills data throughout different talent management processes and will demonstrate how verified skills data within your organization will give you the power to transform biased guesses into insights-driven decisions that can improve your total talent management life-cycle.

In this session, renowned researcher and author Ben Eubanks will explore what it takes to create a set of validated skills and why it is critical to share skill priorities with every employee, not just the executive team. Attendees will hear a case study of a successful strategic initiative to help cement the concepts–you will also hear about a project that failed miserably due to the lack of skills clarity in the business.

In this webinar, Linda Ginac, CEO of TalentGuard, will explore the changing talent management landscape, and will cover several discussion points across the spectrum of intelligent career architecture. She will describe how TalentGuard approaches AI so that your organization can make better workforce decisions while delivering an employee experience that improves learning and career engagement.

This document outlines the 5 pillars of a strategic people development program. It should help you introduce new topics into your organization and make an overall case for shifting to a competency-based approach to people development. Our goal is to explain how all the pieces fit together to deliver a differentiated approach to people development for your business and enable you to win in the skills economy.

In this session, researcher and industry leader Ben Eubanks will explore the latest data on the costs, risks, and opportunities of employee reskilling initiatives. Examining how to identify internal skills and chart a path for success, this conversation will help talent and HR leaders build a business case for investment in reskilling and internal talent mobility and development.

The fundamental view of how skills fit into the business landscape is changing. Key trends include a shortened shelf life of learned skills, shifting skills due to technology disruption, and a pure lack of available talent. On a global level, skills shortages are predicted in a variety of industries while hiring talent externally costs businesses a considerable amount more than it does to train someone inside the business. Read this white paper to learn why taking a comprehensive approach to upskilling and reskilling is critical to address the growing skills gap.

In this webinar you will learn how to recognize and prevent talent hoarding, and become a champion to your employees’ career development goals.

In this webinar, you will learn how to identify and define the skills that exist within your organization, how to tie those skills into performance and outcomes, and how to take those results to compensate your employees fairly.

Career pathing is a powerful tool for companies looking to drive worker engagement and performance, but how can companies make use of this innovative practice? In this webcast, participants will learn about critical aspects of talent mobility, why this matters to talent leaders, and how companies are putting this practice into action to support business objectives.

Twenty-five percent of insurance professionals are expected to retire within the next few years. The shift in talent is leaving a projected 400,000 positions unfilled by 2020, creating a deficit in skills needed to remain competitive. In this webinar, you will learn how to close skill gaps and develop a workforce focused on building their career at your organization.

Today's workers have more transparency and choice of jobs than any generation before, which means retention is a critical component for employers across the globe. A variety of mechanisms have been deployed to keep people engaged at work, but research shows that one of the most valuable options of all is career management.

There are common misconceptions about why employees leave. To combat the real reason, career pathing is a process that all companies should be executing on. Listen to this podcast to learn more.

In this webinar, TalentGuard and IBM will address how improving internal mobility and encouraging personalized career development engages employees and transforms a company’s overall employee experience.

In this webinar, we will share how BlueCross BlueShield companies are standardizing their job role structure, transforming the employee career experience and improving engagement.

Find out how to identify and close skill gaps, engage employees in meaningful work, and build personalized career experiences tailored to employees’ career aspirations.

In this webinar, we will share compelling insights from recent IBM Smarter Workforce Institute research about the factors that cause employees to leave their jobs and how these insights can be applied to your organization. TalentGuard will reveal how to engage employees in meaningful work, motivate employees to develop their careers, and how your organization can achieve more employee anniversaries. Together, IBM and TalentGuard have created a Predictive Retention model that will equip you with the information you need to take on this critical workforce challenge.

Join TalentGuard and IBM to learn how IT leaders spanning healthcare to financial services companies are driving change in the digital age. Our goal is to help you become an agile organization by bridging the gap between career growth, certification compliance, and leader enablement. Dynamic career experiences are shaping the future and IT leaders must help employees build new skills, engage in meaningful learning, and support career fluidity.

iVenture's gained significant ROI by tripling employee engagement, fostering a more dynamic and committed workforce which enhances overall productivity and business growth. iVenture dramatically streamlined workforce management, cutting 90% of the manual effort required to update skills and job roles, enhancing operational efficiency and focus on strategic growth.

High-performing people are critical for high-performing organizations. In today’s rapidly changing business environments, organizations are recognizing the value of a workforce that is not only highly skilled and technically adept, but more importantly, a workforce that can learn quickly, adapt to change, communicate effectively, and foster interpersonal relationships. However, a major concern for organizations is attracting and retaining high caliber talent with these behavioral capabilities (competencies) as they are critical to organizational productivity, performance, and continual improvement.

In this webinar, you will learn breakthrough areas of career pathing that are transforming the way people view their internal career journey and develop new knowledge, skills and experiences. Linda will also share examples of how companies are using career pathing and analytics to improve their overall talent strategy.

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.

When employees first enter the workplace, they focus on their first job. What company will they join? Where will they work? What title will they have? How much money will they make? TalentGuard’s webinar, Destination Unknown: Employees Without Career Paths Present a Risk to Your Organization, is designed to assist companies in their quest to help employees with career discovery and to educate HR personnel on how to help employees explore their self-awareness, career goals and aspirations for the future.Your employees are one of your greatest assets. Helping them set and meet career goals ensures the long-term success of your. Learn more about career pathing by downloading the webinar.

Effective succession planning has a lot in common with successful coaching. Like in sports, managers invest heavily in their MVPs, which ensures they know they’re valued, are actively engaged, and feeling well rewarded. But what about the bench? If your company isn’t actively engaging its second string, succession planning efforts will fall flat. This webinar will provide compelling pro-active and reactive reasons why you should build and strengthen your bench.

The effectiveness of the traditional format of the annual performance review is being questioned, and some high-profile companies have abandoned the annual appraisal format for more innovative models. This webinar will consider the changes being implemented to Performance Management and examine the implications for Performance related pay.

Compensation consistently ranks as a top reason why employees choose to join and remain in an organization.Yet, companies constantly struggle with the simple tasks of providing the right salary and bonus structures to recruit and maintain the best people. This is largely due to the fact that HR carries too much of the burden for running the annual compensation plans. Download this webinar to learn How to Use Compensation Planning to Attract and Retain Top Talent.

In Steps to Improve Employee Retention, Linda Ginac strategies to improve employee retention with effective employee development programs. The loss of valuable knowledge can delay projects, erode employee morale, and negatively impact the bottom line. In this webinar, find out the best ways t o establish a culture of employee career growth, satisfaction, and shared commitment to teamwork and company success. Studies have shown that replacing a productive and contributing employee can cost an organization between 30% – 50% of the former employee’s annual salary. In addition, the loss of valuable knowledge can delay projects, erode employee morale, and negatively impact the bottom line.

This webinar focuses on Global Succession Strategies for Managers. Empower your top talent to look beyond their current role and beyond their local office and help them flourish in our global economy. With this webinar, you discover the strategies necessary to build a global talent pool.

Preparing Your Next Generation of Leaders focuses on creating a strategic workforce strategy for high-potentials. Two-third of companies misidentify their high-potential employees and nearly 40 percent of internal job moves made by individuals end in failure. With companies relying on high-potential employees for succession planning, identifying and developing those individuals is more important than ever.

This webinar discusses how you can do the groundwork for implementing a succession planning program across your organization. It will ensure that you are creating a program that focuses on developing talent, not replacing it. This includes organizational alignment, talent assessment and sustainability.

This webinar, Mistakes That Disrupt Your Succession Planning Process, shares information on the common mistakes that wreak havoc on a company's succession planning process. 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? What process is in place to ensure consistency and objectivity? While many companies have a process to select their next generation of management, few have a formalized system to attract, develop and retain high-performing employees.

Implementing formal development planning after a 360 assessment 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, Linda Ginac shares six methods to get employees to follow through on career development planning.

In this webinar, 5 Common Mistakes Made in 360 Degree Feedback Reviews, Linda Ginac explains multi-rater feedback and the five common mistakes made when doing 360-degreee feedback surveys.

How do you monitor performance, review it, and then develop your employees? If you are like most companies, your answer is we don’t or we don’t do it well. Each year, more and more articles, industry reports and blog posts are written about the need to overhaul your performance management process. Review this white paper for a fresh and modern approach to performance management.

Companies that want to better engage and retain employees must shift their thinking because the standard performance review process has been proven ineffective. Instead, a performance management software process that provides continuous feedback to employees, integrates compensation and performance and supports individual career development is a change that works.  It encourages your workforce to take a more active role in their performance and development.

Running a successful performance review program isn’t easy. Taking it to the next level with an effective, meaningful, and ongoing performance management software process that fosters true retention and productivity is the stuff HR Heroes are made of. Many HR professionals understand that monitoring their employees ultimately builds a stronger workforce, but they don’t know how to establish a process that produces fair, actionable results in the most efficient manner possible. Linda Ginac shares 5 easy-to-implement strategies guaranteed to step-up your company’s performance management process.

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. Download this webinar to learn how to Reward Great Performance Through Evidence-Based Compensation Planning.

Linda Ginac discusses "6 Steps to Improve Employee Retention" and focuses on the communication strategies necessary to build a company-wide talent management mindset that will allow you to attract and retain top employees. Find out the best ways to establish a culture of employee career growth, satisfaction, and shared commitment to teamwork and company success.

If there is one common theme across organizations today, it’s this: employees are frustrated in their current jobs. So how can organizations find ways to reduce turnover and keep employees more motivated and engaged in their jobs? One way is through career pathing – giving employees a comprehensive career development plan that helps them visualize their career growth within the company. Career pathing provides a way for employees to take ownership of their career development and chart a map for how they will achieve their career goals. This paper provides an overview on the value of career pathing and how it can become an instrumental tool for companies to assess and develop their talent.

Strengthening the relationship between employees and their companies creates highly-engaged and motivated personnel – which is good for the bottom line. Unfortunately, executives often deal with such high-level issues themselves they need reminders that corporate planning efforts must extend all the way down to the individuals that comprise the organization.

Career pathing is an important process to help employees create an effective career development strategy. Whether aspiring to a specific career within the company, or being targeted by management for future position(s), career pathing is a proven program by which successful transitions of employees into new roles can occur. As a result, the employee becomes more engaged in their career and are motivated to stay with the company, increasing retention and reducing new hire costs.

In this webinar, Linda Ginac takes an in-depth look at how organizations are helping employees chart a career path and prioritizing internal candidates for new job opportunities. Instead of employees settling for traditional, outdated career ladder opportunities, career pathing gives employees career “lattice” options. Career lattices allow individuals the ability to pursue other roles in the company where their experience and knowledge can be applied to the new position.

Employees across the board will tell you that performance reviews are a painful exercise. Performance appraisals are often subjective, and this “rater bias” is just one of the reasons the process is broken. Here’s how your organization can positively change performance management, giving employees and managers alike an experience that benefits both sides of the process.

60% of Millennials expect to stay in a job for less than 3 years. In this webinar, you will learn about Cultivating the Next Generation through Career Pathing. The price tag for replacing a Millennial employee can cost $15,000 to $25,000. As the millennial generation replaces the baby boomers as the largest generation of active workers, organizations must consider what strategies will retain valuable millennial employees. The truth is, this generation does have different expectations. One of which is mapping out a clear track for advancement. Allow them to set their sight on the big prize, and empower them to manage their career path.