This document summarizes a webinar on the transforming world of talent management. The webinar covered topics such as the current state of the "war for talent", talent management priorities, the emergence of integrated talent suites, future service delivery models, and creating a business case for talent management investments. Speakers from Knowledge Infusion discussed their perspective on these issues and how to develop a talent management strategy. Attendees could participate in polls and ask questions during the webinar.

1. The Transforming World of Talent Management You can listen to today’s webinar using your computer’s speakers or you may dial into the teleconference. If you would like to join the teleconference, please dial 1.866.469.3239 and enter access code: #. You will be on music hold until the seminar begins. #TMwebinar

2. The Transforming World of Talent Management Speakers:Jason Corsello, Vice President of Corporate Strategy & DevelopmentKnowledge Infusion Scott Schmidt Director of Advisory ServicesKnowledge Infusion's KI OnDemand Service Moderator: Mike Prokopeak, Vice President, Editorial Director Talent Management Magazine #TMwebinar

4. Click on the Q&A icon on your floating toolbar in the bottom right corner.

5. Type in your question in the space at the bottom.

6. Click on “Send.”#TMwebinar

7. Tools You Can Use Polling Polling question will appear in the “Polling” panel. Select your response and click on “Submit.” #TMwebinar

8. Frequently Asked Questions 1. Will I receive a copy of the slides after the webinar? YES 2. Will I receive a copy of the webinar recording? YES Please allow up to 2 business days to receive these materials. #TMwebinar

9. The Transforming World of Talent Management Mike Prokopeak, Vice President, Editorial Director Talent Management Magazine #TMwebinar

10. The Transforming World of Talent Management Jason Corsello, Vice President of Corporate Strategy & DevelopmentKnowledge Infusion Scott SchmidtDirector of Advisory ServicesKnowledge Infusion's KI OnDemand Service #TMwebinar

11. The Transforming World of Talent Management Jason Corsello & Scott Schmidt Knowledge Infusion February 15, 2011

12. About Knowledge Infusion Knowledge Leader in human capital management, talent management & enterprise collaboration consulting and advisory and services Named to Inc. 5000 List Headquartered in Minneapolis, Minnesota with offices throughout US Global customers including Dow Jones, Franklin Templeton Investments, MetLife, The World Bank, Disney, Starbucks, Four Seasons Hotels Innovative client engagement models with KI Consulting & KI OnDemand Passion Talent Partnership Celebration Trust Knowledge Infusion Proprietary and Confidential, Copyright 2011 9

13. Agenda The State of the “War for Talent” Today’s Talent Management Priorities The Emergence of the Integrated Talent Suite Service Delivery Models for the Future Creating the “Ask” Knowledge Infusion Proprietary and Confidential, Copyright 2011 10

14. Is There Still a “War for Talent”? Companies aren’t hiring Knowledge Infusion Proprietary and Confidential, Copyright 2011 11

15. Today’s Reality of the “War on Talent” Yesterday Tomorrow Conservative hiring amongst large companies Shortage of qualified workers Inability to know what “talent success” looks like internally Selective hiring based on new roles and jobs Shortage of highly skilled workers Challenged of identifying internal or external “talent success” Knowledge Infusion Proprietary and Confidential, Copyright 2011 12

16. Business Challenges are Diverse Compliance Economic Recovery Organizational Change HR Transformation Knowledge Infusion Proprietary and Confidential, Copyright 2011 13

17. Agenda The State of the “War for Talent” Today’s Talent Management Priorities The Emergence of the Integrated Talent Suite Service Delivery Models for the Future Creating the “Ask” Knowledge Infusion Proprietary and Confidential, Copyright 2011 14

18. Talent Management Priorities Next Generation Talent Management Addressing “Global” Rethinking the Technology Foundation Creating a Lasting Talent Strategy Knowledge Infusion Proprietary and Confidential, Copyright 2011 15

19. Next Generation Talent Management? Knowledge Infusion Proprietary and Confidential, Copyright 2011 16

20. Next Generation Talent Management Going from Automation… To Intelligence… Knowledge Infusion Proprietary and Confidential, Copyright 2011 17

21. Most Companies Unprepared to Make Timely and Accurate Workforce Decisions Does your company currently have the necessary human capital data to make timely and accurate workforce decisions? Source: 2010 Knowledge Infusion & HR Executive Talent Management Survey n = 250 18 Knowledge Infusion Proprietary and Confidential, Copyright 2011

22. HR Value Curve & Transformation HR’s future focus and business strategy will impact the technology roadmap and it’s direction. Effectiveness Strategic Efficiency Tactical HR transforms into a strategic asset when it integrates into the fabric of the organization, and focuses on organizational performance through talent effectiveness. 19 Knowledge Infusion Proprietary and Confidential, Copyright 2011

23. The Next Steps Beyond Automation Increased focus on outputs and measures Initiating workforce planning Creating global standards with local flexibility Eliminating complexity & creating simple, consistent & ongoing processes Extending investments leveraging platforms and “edge technologies” Leveraging enterprise collaboration (ie. social) Knowledge Infusion Proprietary and Confidential, Copyright 2011 20

24. Integrated Talent Management Priorities Vary Widely Which areas of integrated talent management are currently most important to your organization? Source: 2010 Knowledge Infusion & HR Executive Talent Management Survey n = 250 21 Knowledge Infusion Proprietary and Confidential, Copyright 2011

25. Addressing Globalization Not just language and currency Incorporating emerging markets Demand to find/know/grow/move global talent Creating flexibility to support local needs Emergence of “COEs” to build standard global processes 22 Knowledge Infusion Proprietary and Confidential, Copyright 2011

26. Rethinking the Technology Foundation Digital HR Framework Single User Experience: Knowledgebase, Collaboration, Analytics, Transactions Information, Transactions, Workflow Benefits, Pay, Personal Data, Promotions, Transfers, Approvals, Notifications HR Service Delivery Case Management, Knowledgebase Core HR Foundation Organization Structure, Job Structure, Reporting Relationships, Administration, Benefits Workforce Mgmt* Time & Attendance, Absence Mgmt, Payroll Strategic Talent Mgmt Applications Workforce Planning, Competency Mgmt, Talent Acquisition, Learning Mgmt, Performance Mgmt, Compensation, Succession & Career Planning Service Delivery FIN Talent Intelligence Data Warehouse & Analytics: Workforce, Operational, Talent Mgmt, Biz Intelligence Foundation / Administration CRM Strategic / Talent Mgmt Sales *Owned by Finance Today 23 Knowledge Infusion Proprietary and Confidential, Copyright 2011

27. Unified Data Surpasses Usability and Key Factor for Talent Management What is the most important factor when selecting a talent management application? Source: 2010 Knowledge Infusion & HR Executive Talent Management Survey n = 250 24 Knowledge Infusion Proprietary and Confidential, Copyright 2011

29. Focus on integration both across the HR stack and up to the user interface level and down to the business intelligence level

30. HR function continues to get less support from IT function

31. Simplification of where data is stored to allow the HR function to generate intelligence

32. Fewer solutions will be leveraged to fulfill overall HR portfolio need from data standpoint

33. Realization that HR is ripe for process integration across its function more than integration across the enterprise25 Knowledge Infusion Proprietary and Confidential, Copyright 2011

34. Most Companies Continue to Lack a Talent Management Strategy Does your company have a clearly articulated strategy for talent management? Source: 2010 Knowledge Infusion & HR Executive Talent Management Survey n = 250 26 Knowledge Infusion Proprietary and Confidential, Copyright 2011

36. Define project controls

37. Identify key resources

38. HR & HCM Technology vision and goals

39. Current HCM discovery observations

40. Categorization of opportunities for next 1000 days

41. Recommendation set designed to achieve vision

42. HCM Action Plan: High-level timeline, risks/dependencies, resource requirements

44. Determine quick wins and barriers.

46. Assess capability to execute

48. Assess capability to execute

50. Value of Investment

51. Compelling Business CaseBusiness Case 27 Knowledge Infusion Proprietary and Confidential, Copyright 2011

52. Poll #1 What best describes the state of your talent management strategy… Well defined and currently being executed In process of being defined In process of being updated We don’t have a talent management strategy Knowledge Infusion Proprietary and Confidential, Copyright 2011 28

53. Agenda The State of the “War for Talent” Today’s Talent Management Priorities The Emergence of the Integrated Talent Suite Service Delivery Models for the Future Creating the “Ask” Knowledge Infusion Proprietary and Confidential, Copyright 2011 29

54. HCM Technology Maturity Model Learning Management Recruiting Management Performance Management Compensation Management HRMS Succession Management Employee Profile Integrated Talent Management Career Management Social Collaboration Workforce Planning “Edge Technologies” 30 Knowledge Infusion Proprietary and Confidential, Copyright 2011

55. Talent Management Suites Beginning to Take Root Have your purchased more than one talent management module (recruitment, performance, compensation, learning, etc) from a single vendor? Source: 2010 Knowledge Infusion & HR Executive Talent Management Survey n = 250 31 Knowledge Infusion Proprietary and Confidential, Copyright 2011

56. Demand for Integrated Talent Management Suites Growing Which statement best describes your talent management approach? Source: 2010 Knowledge Infusion & HR Executive Talent Management Survey n = 250 32 Knowledge Infusion Proprietary and Confidential, Copyright 2011

57. Poll #2 What are your thoughts about an integrated talent suite? We are currently deploying a talent suite We intend to deploy a talent suite We have no desire to deploy a talent suite We are undecided on a talent suite Knowledge Infusion Proprietary and Confidential, Copyright 2011 33

58. Agenda The State of the “War for Talent” Today’s Talent Management Priorities The Emergence of the Integrated Talent Suite Service Delivery Models for the Future Creating the “Ask” Knowledge Infusion Proprietary and Confidential, Copyright 2011 34

59. No Real Preference for Technology Service Delivery Models What is your preferred delivery model for HR technology investments? Source: 2010 Knowledge Infusion & HR Executive Talent Management Survey n = 250 35 Knowledge Infusion Proprietary and Confidential, Copyright 2011

61. HRSD moves beyond HR transactions to include talent management

62. What does success look like?

63. Move from HR-centric to worker-centric model

64. What geographies are we serving?

65. Move from local to regional to global

66. Who are we serving?

67. Move beyond the employee to contingent, candidate, alumni, etc.

68. What should we call it?

69. Is it really “HR?” Do we just “deliver?”Knowledge Infusion Proprietary and Confidential, Copyright 2011 36

72. Policy and Process content

73. Decision support tools

74. Links and widgets to HR tools

75. Second point of contact

76. Accessed via 1-800# / text-to-chat / support ticket and central source for direct contact with HR

77. Responds to questions about HR policy, process & tools (first call res)

78. Escalates cases to the appropriate team/ individual as needed

79. Performs programmatic administrative functions

80. Escalation point for help desk

82. Non-standard process questions (Functional Expert)

83. Problems with HR Tools that require vendor contact (Sys Admin)

84. Final point of contact

85. Proactive recognition and/or escalation point for strategic issues related to business performance

86. HR BP will work in conjunction with Bus. Leaders to drive strategic change throughout the organizationFuture Transaction Volume Supported Target: 65% Target: 20% Target: 10% Target: 5% *Largest opportunity for reduction and savings 37 Knowledge Infusion Proprietary and Confidential, Copyright 2011

87. Agenda The State of the “War for Talent” Today’s Talent Management Priorities The Emergence of the Integrated Talent Suite Service Delivery Models for the Future Creating the “Ask” Knowledge Infusion Proprietary and Confidential, Copyright 2011 38

88. Visualizing Talent Management Success Knowledge Infusion Proprietary and Confidential, Copyright 2011 39

89. Funding the Biggest Challenge Without a Strong Business Case The biggest barriers for talent management software adoption in your organization… Source: 2010 Knowledge Infusion & HR Executive Talent Management Survey n = 250 40 Knowledge Infusion Proprietary and Confidential, Copyright 2011

90. Employee Engagement and Retention Key to Talent Management Initiatives What do you hope to accomplish by implementing talent management software? Select all that apply. Source: 2010 Knowledge Infusion & HR Executive Talent Management Survey n = 250 41 Knowledge Infusion Proprietary and Confidential, Copyright 2011

92. Define project controls

93. Identify key resources

94. HR & HCM Technology vision and goals

95. Current HCM discovery observations

96. Categorization of opportunities for next 1000 days

97. Recommendation set designed to achieve vision

98. HCM Action Plan: High-level timeline, risks/dependencies, resource requirements

100. Determine quick wins and barriers.

102. Assess capability to execute

104. Assess capability to execute

106. Value of Investment

107. Compelling Business CaseBusiness Case 42 Knowledge Infusion Proprietary and Confidential, Copyright 2011

108. Hard ROI Difficult to Support for Talent Management Which best describes your business case for talent management? Source: 2010 Knowledge Infusion & HR Executive Talent Management Survey n = 250 43 Knowledge Infusion Proprietary and Confidential, Copyright 2011

109. Rationalizing Talent Management Investment Create the vision and by clear about “the why” Get the “business to build the business case Define what success looks like Be realistic about the time & investment Get the “business” to sell the “business” case Knowledge Infusion Proprietary and Confidential, Copyright 2011 44

110. Transforming Talent Management Does Your Talent Strategy Look Like This… When It Can Look Like This! Knowledge Infusion Proprietary and Confidential, Copyright 2011 45

111. For More Information Scott Schmidt scott.schmidt@knowledgeinfusion.com Jason Corsello jason.corsello@knowledgeinfusion.com Visit KI OnDemand www.kiondemand.com Knowledge Infusion Proprietary and Confidential, Copyright 2011 46

112. Join Our Next TM Webinar Tuesday, Feb. 22, 2011 Empowering the Middle and Creating Workforce Readiness TM Webinars start at 2 p.m. Eastern / 11 a.m. Pacific Register for upcoming TM Webinars at www.talentmgt.com/events Join the Talent Management magazine Networkhttp://network.talentmgt.com/ #TMwebinar