SV1

	Moderator: Bill Kutik, Co-Chair, HR Tech
	Madeline Laurano, Research Director, Human Capital Management, Aberdeen Group
	Trish McFarlane, Head of HR, Perficient; Blogger, HRRingleader.com
	Maksim Ovsyannikov, VP Product, Work.com at Salesforce.com
	Jarret Pazahanick, VManaging Partner, EIC Experts

Monday, October 7 │ 11 a.m. - 12:15 p.m.
Some wonder whether it’s worth hearing Naomi Lee Bloom, Lexy Martin, Jason Averbook, Elaine Orler and other regulars at HR Tech every year. Well, they are the world’s leading experts because they always have new insights to share … or they wouldn’t be invited back. But now is the time to cast the spotlight on the generation behind them, the “NextGen,” as we say in software. And maybe one of these four – already influencing the industry as an analyst, HR leader, vendor executive and systems integrator – will join them as a leading expert. Their topics will be whatever’s most important to you in September. Any guess now would likely be wrong. (BTW, we know “first annual” is an oxymoron, since nothing can be “annual” until its second year. But it expresses our intent.) Apologies to the DOL, but the age requirements for panelists have been set vaguely at 40 or younger. No age limit to attend.

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SE1

Monday, October 7 │ 11 a.m. - 12:15 p.m.
Hear the words “insurance company,” and what do you think? Stop! Last year, the CHRO and VP of broker Marsh & McLennan told you how it was becoming a collaborative enterprise. This year, the CLO of Cigna will tell you a similar story with very different details. If you think insurance companies don’t innovate, think again. First Cigna gave employees access to Facebook, Twitter, LinkedIn and Flickr. Guess what? Value was created, and maybe because of Cigna’s concerns and precautions: Nothing bad happened! Then a year ago, it created a portal, with social and collaborative technology for all 33,000 employees using Sharepoint. Yes, Sharepoint! The portal includes “Cigna Social,” an all-company blog that any employee can post to on any topic – including the CEO. Karen Kocher will tell you it has become the first stop of the day for many employees. Come hear the rest and how if a huge health insurer has embraced social, you certainly can, too.

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TM1

	Warren Lindley, Divisional VP, Organizational Design and Effectiveness, Walgreens
	Adam Miller, Founder and CEO, Cornerstone onDemand

Monday, October 7 │ 11 a.m. - 12:15 p.m.
Walgreens describes itself as being “at the corner of Happy & Healthy.” And with 240,000 team members at more than 8,000 locations … that’s a lot of corners. Turning a supertanker is a daunting task, but that’s what Walgreens is doing – reinventing what a “drugstore” means. That includes moving pharmacists out from behind the counter to serve as healthcare advisors – not pill counters, providing more “Take Care” clinics staffed with Family Nurse Practitioners, and becoming a valued neighborhood destination for health and daily living. “This new business strategy,” says Warren Lindley, “requires us to reinvent employee learning.” So Walgreens is taking a technology-supported approach, starting with Performance Management (including pay-for-performance) and Succession. Plus putting self-service customer kiosks in stores for associates and iPads in the hands of managers loaded with health guides to help customers find the products and services they need. Come hear how Walgreens is transforming its workforce into an army of happy and healthy customer advocates.

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WFA1

	Brian J. Kelly, Partner, Global Practice Leader, Workforce Analytics & Planning, Mercer
	Julia Howes, Principal, Mercer

Monday, October 7 │ 11 a.m. - 12:15 p.m.
The sun came out in Chicago last year when 404 people – our largest non-Shootout breakout audience in 15 years – attended Brian Kelly’s session on Workforce Analytics 101. And the evaluations showed they really liked it! We’ve offered Analytics content since 2005, and it feels like HR is finally getting on board. So we asked Brian to do it again in Version 2, all spiffed up and polished, of course. In fact, we asked for so much more that he is bringing along a current (and past) colleague to help him out. What you’ll get are the basic concepts, details on some fundamental building blocks, how to choose the metrics and analytics appropriate for your organization’s objectives and strategies, enabling technology solutions, success stories from various organizations, and practical tips and tricks that you can take back to the office on Thursday to start being successful. And leave your guilt in Las Vegas, where everything stays anyway.

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HCM1

Lisa Blair Davis, VP, HR Operations, Johnson & Johnson

Monday, October 7 │ 11 a.m. - 12:15 p.m.
Of course, you know J&J makes a lot more than the consumer products you probably use every day. It’s a 127-year-old pharma – prescription and over-the-counter drugs, a manufacturer of medical devices and diagnostics, and a pioneer in biotech. With 250 operating companies (many acquired) and 130,000 employees around the world, would you be surprised to hear it once had more than 100 HR systems? HR needed to transform – including a new service delivery model, harmonized processes and an enabling technology. Problems arose as the company began consolidating their HR systems onto SAP and heavily used a BPO provider. This caused HR to reassess and implement a new, complementary HCM and Talent Management system and to bring HR transactions back in house. VP Lisa Davis will tell you about J&J’s HR strategy and the need to move to a common platform. She’ll also highlight the early lessons and why the company shifted its approach.

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RR1

Monday, October 7 │ 11 a.m. - 12:15 p.m.
Digital, video and mobile technologies have changed everything – communication, entertainment, commerce, etc. Now these technologies are changing how organizations find, attract, assess and recruit talent. Digital recruiting means saying goodbye to dated and static resumes, games of phone tag, trading endless emails, awkward “blind” interviews, and instead saying hello to the future. In this session, you will hear and see an interactive example of how Hilton is combining social, mobile and video to transform their recruiting process and deliver a more convenient and personalized experience to both the candidate and hiring manager. See live examples of how digital recruiting technology has improved sourcing, screening and interviewing. Moses will tell you how digital recruiting has improved recruiter productivity, cut cycle times in half and increased manager satisfaction. In this interactive session, you may even get your 15 seconds of fame on the big screen.

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SD1

	Corry Ioli, Executive Director, Talent Management & Acquisition, Boehringer Ingelheim
	Sue Marks, CEO, Pinstripe, Inc.

Monday, October 7│ 11 a.m. - 12:15 p.m.
For Boehringer Ingelheim, one of the world’s largest pharmaceutical companies, entering into a new RPO relationship had to be more than just outsourcing the placement of a few roles. The “R” in RPO needed to represent ”Relationship” – meaning mutual skin in the game, shared interest and, most importantly, shared accountability. For a large, diverse organization like BI – with operations spanning from research to manufacturing to support functions in biotech, chemicals and generics – a successful RPO partner must do more than fill orders. It has to combine cutting-edge technology with high-touch and hands-on service to become a valued partner. In this session, Corry Ioli will share the essential success factors for making RPO work: from project management to technology foundations to governance, and finally to metrics and ROI measurement. Attend this session to get the diagnosis and medicine you need for a successful RPO partnership.

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ED1A

Josh Bersin, Founder, Bersin by Deloitte

Monday, October 7 │ 11 a.m. - 12:15 p.m.
Five of the world’s most important and powerful experts in HR technology host small group discussions on their favorite topics. While some may have a short presentation, these are intended to be discussions, not just Q&A sessions with an expert, and please attend only if you are prepared to participate.

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ED1B

Ron Hanscome, Research Director, Gartner

Monday, October 7 │ 11 a.m. - 12:15 p.m.
Five of the world’s most important and powerful experts in HR technology host small group discussions on their favorite topics. While some may have a short presentation, these are intended to be discussions, not just Q&A sessions with an expert, and please attend only if you are prepared to participate.


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SV2

Lexy Martin, VP, Research & Analytics, CedarCrestone

Monday, October 7 │ 3:15 - 4:30 p.m.
You cannot imagine how hard Lexy Martin labors over her annual HR Systems Survey, tracking the planned adoption and the value companies have received from dozens of HR technologies. Her efforts have been unrelenting for 16 years with painstaking attention paid to tiny, subtle points that a lesser mortal would just let slide. She sweats every possible detail. Don’t ask what she goes through to get 1,300 responses from end-users, the broadest survey in the industry, when the first year had just 150! Last year, she confirmed that mobile applications are the most over-hyped thing in our world with only 6 percent of employees using them. If, as she threatens, Lexy steps back from direct control over her report after this year’s debut, the industry will be the less for it. Don’t miss hearing what she has to say.

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SE2

	Moderator: Stacey Harris, VP, Research and Advisory Services, Brandon Hall Group
	Linda Grace, SVP, Head of Global Talent Management, State Street Corp.
	Texanna Reeves, VP, Corporate Diversity, Sodexo
	Becky Simeon, Ph.D., Director, Global Performance Management & Career Development, Hewlett-Packard
	David Woodbury, Director, Talent Management & Development, Humana

Monday, October 7│ 3:15 - 4:30 p.m.
Our world is changing dramatically, yet for years, Talent Management discussions have focused solely on improving and integrating HR processes. Now leading organizations realize that approach doesn’t go nearly far enough. They need to focus on their ability to adapt, collaborate, coach and share knowledge at the speed of light. The panelists will discuss how they created collaborative learning environments that are viewed as business tools and assets. Key topics will include: How they built a business case for collaborative learning and knowledge sharing. The importance of technology compared to process and work flow strategies. Going Global – opportunities and risks. And how to best integrate collaborative learning with overall performance support.

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TM2

	Robert Gibby, Ph.D, Global Practice Leader, Employee and Organizational Research and Sensing, Procter & Gamble
	Scott Erker, Ph.D, SVP, Development Dimensions International

Monday, October 7 │ 3:15 - 4:30 p.m.
Except for utilities, probably no company in America still believes in cradle-to-grave employment like Procter & Gamble. Globally, Robert Gibby says P&G hires 10,000 people a year (from 1 million candidates!) with all but a handful below the level of associate director. The middle-management positions and higher are all filled by internal candidates. Do you think P&G has to hire pretty carefully? Starting in 2004 with research and designs, P&G set out to create an online assessment for candidates that could scale for massive volumes, uses no words so no cultural differences come into play in any of its 80 countries around the globe, and could predict future performance. The result four years later was the Adaptive Reasoning Test – 15 figural reasoning questions, adaptively pulled from 400 total questions. After hearing Gibby, you could use it, too.

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WFA2

	Janis McEldowney, Associate SVP, HR, University of Southern California
	John Schwarz, CEO, Visier

Monday, October 7 │ 3:15 - 4:30 p.m.
As CHRO of USC, Janis McEldowney rightly feels like she’s running a city. The university has 45 separate business units (yes, that’s what she calls them), 36,000 students, 5,400 faculty, nearly 17,000 staff, owns two hospitals and is buying a third! Until last summer, she was doing it all on a homegrown mainframe system, maintained by 12 HR-IT people and another 150 people working in IT. Of course, she couldn’t get any useful data out of the old system and numerous consultants couldn’t really help either. Now, with a new SaaS HCM being implemented, she is finally measuring productivity and deciding how to deploy support staff to impact the bottom line. Measuring research contracts and grants? That’s easy, she says. Consider this Workforce Analytics 201.

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HCM2

	Jacqui Mallin, People Director, Operational Excellence, Standard Life
	Chris Leone, SVP Applications Development, Oracle

Monday, October 7 │ 3:15 - 4:30 p.m.
Standard Life is a UK-based provider of long-term savings and investments with more than 6 million customers and 8,500 employees worldwide. But its talent management challenges are probably just the same as yours. Lots of disparate HR systems that don’t talk to each other – including both PeopleSoft and Oracle e-Business Suite, a need to connect performance directly to rewards, and the desire to develop and retain the best talent. So in 2010 a new Talent Management model was created, and Standard Life has been charting a course there ever since. It has increased talent visibility, formalized executive talent planning and reduced costs at the same time. Part of the journey, certainly, is about the technology, and you’ll hear how integrating on-premise legacy core systems (both of them!) with a new set of cloud-based Fusion Talent Management applications is paying dividends for Standard Life.

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RR2

	Brad Cook, VP, Global Talent Acquisition, Informatica
	Ed Newman, VP Strategy, iMomentous

Monday, October 7 │ 3:15 - 4:30 p.m.
Bring your smartphone to this session and discover what VP Brad Cook of Informatica has done to engage the power of mobile. Not just for talent attraction and acquisition, but also to keep candidates engaged and to gain insights into their interests and skills. For most organizations, the competition to attract and engage qualified candidates has never been more intense. Finding top talent to apply to your positions is a battle increasingly waged on multiple fronts – particularly mobile devices. And mobile recruiting needs to be simple and just “work” – the last thing a candidate wants to see are multiple log-ins, “apply” buttons and different user experiences on their smartphone. See how Informatica, a leader in data-integration software, is meeting the challenge of mobile recruiting. You don’t want to hit 2014 without a plan for mobile recruiting, do you?

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SD2

Don McLaughlin, VP, Employee Experience, Cisco

Monday, October 7 │ 3:15 - 4:30 p.m.
Several years ago, the idea got started that HR departments could become more strategic by farming out their transactional duties to another department. Widely praised for a while, the idea produced little action. Cisco, the global networking and communications technology company, implemented this approach in April 2012. No surprise that Don McLaughlin, the executive involved in transactions, came out of manufacturing. The COO pulled him into HR for his “operational mindset,” and he stayed to run Recruiting and then serve as Cisco’s first CLO. Now he runs the “Employee Experience” pillar in Cisco’s “Global Business Services” function with 11 pillars in all. Today, Don’s pillar is delivering an exceptional experience around traditional HR programs –- such as Comp, Benefits, L&D and parts of Staffing. The HR department still creates all those programs and handles strategy; Don’s team executes. Come hear about his “HR Response Center,” a different kind of shared service center, and how it’s all working out. Manufacturing guys tell it straight.

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ED2

	Secret Ways to Get the Best and Worst Service From Your HR Tech Vendor Paul Sparta former CEO of Plateau; Managing Partner, Acme Nova; Chairman of the Board, VBrick
	The College Degree Myth — What I Want to Be When I Grow Up Aaron Green, Director of Strategy, Oracle
	Overcoming Social Adoption Hurdles: 15 Use Cases in 15 Minutes Yvette Cameron, Founder, NextGen Insights

Monday, October 7 │ 3:15 - 4:30 p.m.
The most successful new conference format in the last decade has been TED. You may have watched TED Talks on one of your screens: 1,400 are available online. Given by some of the world’s most fascinating thinkers and doers or by some aging Pop stars and stodgy academics, depending on your point of view. Always 18 minutes or less. The point of our HR Tech Talks is to stimulate your mind and senses with short talks on a wide range of subjects – including work, technology, management and more. We invited industry colleagues to talk about what they felt most passionately about and were surprised with what they suggested. TED Talks refers to its content as “ideas worth spreading.” We couldn’t say it better, so won’t try.

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SV3

Elaine Orler, Co-Founder & President, Talent Function

Tuesday, October 8 │ 11 a.m. - 12:15 p.m.
The pace and scale of change and innovation in Recruiting technology is remarkable, the largest in HR technology. Organizations are faced with new and ever-evolving solutions for functions like candidate relationship management, video interviewing, social-network-powered assessments and mobile recruiting. Does your organization understand how these technologies can help you reach organizational talent goals? Elaine Orler does and will help you sort through the recruiting technology chaos, understand where talent acquisition technologies are right now and how they may evolve over the next decade. Names will be named, solutions will be critiqued and the key questions you need to ask will be shared. You can then leave the session armed with better understanding, a map of the Expo Floor telling you which vendors to see, and a plan of attack.

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SE3

	Moderator: Marcia Conner, Industry Analyst; best-selling author; expert on collaborative business culture
	John Atherton, Chief Knowledge Officer, VP Strategic Consulting, GT Nexus
	Geoffrey Fowler, Director, World Intelligence Review, Central Intelligence Agency
	Tim Kelly, Executive Director, Customer Support, McKesson
	Karen Kocher, Chief Learning Officer, Cigna
	Pete Ternes, Senior Strategist, Corporate Social Media Communications, General Motors

Tuesday, October 8 │ 11 a.m. - 12:15 p.m.
We’ve grown weary of people talking about social media in the enterprise being used to collaborate in vague ways and to find experts who know what they need to know. So this panel is about how social media can be used to get real work done. Hear leaders from organizations big and small describe how new modern social tools are transforming their workplaces – in detail. They are replacing outmoded approaches to business processes and the long-established business practices themselves. And it isn’t just less email! Before they dug in, the panelists each felt overwhelmed and under-impressed with the promises of social media. They’ll talk about their company’s journey, the hard lessons learned, and where and how you might want to get started. As people who practice what they preach, the panelists will answer your hard questions and try to make it fun for everyone along the way. Isn’t that one of many good reasons to change how work gets done?

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TM3

	Michael Elliott, VP of Employee Relations, JetBlue Airways
	Eric Mosley, Co-founder and CEO, Globoforce

Tuesday, October 8 │ 11 a.m. - 12:15 p.m.
Ask any frequent traveler about JetBlue and you’ll likely hear words like “great service,” “friendly staff” and, shocking for an airline these days, “fun.” JetBlue knows that employees, or in JetBlue terminology “crewmembers,” have to work together as a tight-knit group in order to deliver on the airline’s values. But after a decade of success and growth, VP of Employee Relations Michael Elliott felt like the way crewmembers lived and shared the company values needed a booster shot. A new crewmember recognition program, enabled by SaaS technology and mobile capability (after all, crewmembers are literally flying all over the world), was installed to help reinforce the airline’s founding values. And it worked – in the first six months more than 18,000 recognition events were shared among 15,000 crewmembers. Come learn how the combination of technology, culture, peer recognition and shared values are propelling JetBlue forward.

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WFA3

	Ann Le Cam, VP, HR & Production Management, Disney Animation Studios
	Al Adamsen, President, Talent Intelligence Institute

Tuesday, October 8 │ 11 a.m. - 12:15 p.m.
Imagine being at Walt Disney Animation Studios, after years at the top of the heap, and then suddenly there’s this upstart Pixar! In 2003, VP Ann Le Cam says, the studio was unwilling to change; doing the same thing expecting better outcomes. Everything changed in 2006 when Disney bought Pixar, whose executives were put in charge, and data became a big component of the desired change! Especially around talent and the effective management of the unique and specialized people who sit at the heart of an animated movie. It took a few years, but Disney Animation Studios adopted a new approach to talent – one that was data-driven, with un-siloed technology for consistency and a strengthened capacity to create workforce scenarios and headcount plans. Disney Animation Studios now felt more confident that it was getting the right people into the right workstations at the right time and price. This year, the studio won the Oscar for the short film, Paperman. For all the glamour, consider this Workforce Analytics 301.

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HCM3

	Don Pagel, Deputy Director, Administration and Regulatory Affairs, City of Houston
	Aron Ain, CEO, Kronos

Tuesday, October 8 │ 11 a.m. - 12:15 p.m.
The Director and her two Deputies for Administration and Regulatory Affairs run 13 business units of the sprawling city of Houston: America’s fourth largest with 2 million people, 22,000 municipal employees (just 3,500 salaried), three unions, and no zoning to prevent a porn shop from opening next to a school! Community meetings handle those kinds of problems but not regulatory changes like the Fair Labor Standards Act suddenly applying to the public sector. “The public sector was horrendously non-compliant,” says Deputy Don Pagel. “We had non-exempts working 50 hours and getting paid for 40.” During the Recession, the City Council agreed to buy a Time & Attendance system to feed its SAP Payroll. With better FLSA compliance and an expected annual savings of $7.2 million, Pagel is looking next at mobile applications with GPS capability. That way he can find trash collectors and inspectors wherever they roam.

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RR3

	Jennifer Bennett, VP Talent Acquisition, Novo Nordisk
	Mark Conway, SVP, Chief Information Officer, Monster Worldwide

Tuesday, October 8 │ 11 a.m. - 12:15 p.m.
Just a few years ago, when VP Jennifer Bennett thought about how the global healthcare company Novo Nordisk was trying to meet its global staffing challenges, the word “strategic” didn’t come to mind. She said the company was in classic reaction mode working to fill the “reqs on the desks,” but not fully developing the kind of depth in the talent pipeline that Novo needed to support new business initiatives and match the CEO’s demand for people. So Jennifer set out to make some important changes to the Talent Acquisition process and tools – starting with custom community pages powered by Jobs2Web to market Novo’s opportunities, a CRM from Avature, and finally, an advanced resume search technology from Monster to help Novo better understand the enormous amount of candidate data it had collected. Now the pool of more than 300,000 candidates can be fished to fill hot openings but also to line up talent for jobs that may not even exist until next year.

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SD3

	Tom Osmond, Global Head of Talent/HCM Solutions, Goldman, Sachs & Co.
	Regina Lee, Division President, ADP

Tuesday, October 8 │ 11 a.m. - 12:15 p.m.
You probably think you get a lot of resumes for your open positions. Try nearly 200,000 resumes a year for about 2,500 to 3,000 experienced positions at Goldman Sachs. And about 40,000 for the annual college hires that top out at approximately 2,000. Naturally, Managing Director Tom Osmond, Global Head of Talent, doesn’t want to pay Goldman people to sift through all those resumes. But he does want a pair of human eyes looking at each one! So he has created three functional Recruiting layers, and he’ll explain to you how he weaves RPO people into the bottom two, and keeps the top for Goldman specialists – since people are Goldman’s most important asset, both for the firm and for recruiting!

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ED3

	I Come From the Water: Evolution of the Modern Manager Kris Dunn, CHRO, Kinetix
	Clowns, Sharks, Anemone and HR — What Do They All Have in Common? Mary Sue Rogers, Global Managing Director, Talent 2
	The Ultimate Business Disruption: People-to-People Networks R “Ray” Wang, Principal Analyst & CEO, Constellation Research

Tuesday, October 8 │ 11 a.m. - 12:15 p.m.
The most successful new conference format in the last decade has been TED. You may have watched TED Talks on one of your screens: 1,400 are available online. Given by some of the world’s most fascinating thinkers and doers or by some aging Pop stars and stodgy academics, depending on your point of view. Always 18 minutes or less. The point of our HR Tech Talks is to stimulate your mind and senses with short talks on a wide range of subjects – including work, technology, management and more. We invited industry colleagues to talk about what they felt most passionately about and were surprised with what they suggested. TED Talks refers to its content as “ideas worth spreading.” We couldn’t say it better, so won’t try.

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SV4

Josh Bersin, Founder, Bersin by Deloitte

Tuesday, October 8 │ 4 - 5:15 p.m.
What should your LMS strategy be? The Learning and Development tools market has dramatically changed: Traditional LMS vendors have morphed into talent management solutions; a new breed of cloud-based LMS systems has emerged; while tools for mobile, social and game-based learning have exploded. And MOOCs (Massive Open Online Courses) are transforming the industry’s definition of online learning once again. How do you sort out all the options and build a “continuous learning” experience for your employees? In this research-based presentation, Josh Bersin will give you the absolute latest on the learning-technology landscape, an area he has followed more closely than anyone for more than a decade. He will discuss today’s vendor marketplace for LMS and talent platforms, social and mobile learning systems, and perspectives on the exploding new world of online education (MOOCs). Don’t miss your chance to find out how best to develop a modern, integrated learning technology strategy.

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SE4

	Lee Burbage, People Fool, The Motley Fool Company
	Charles Jones, Chairman of the Board, Peoplefluent

Tuesday, October 8 │ 4 - 5:15 p.m.
Being the head People Fool at The Motley Fool may sound like the most fun job in HR. But for Lee Burbage, finding ways to promote collaboration, innovation and engagement was no laughing matter. Just like your employees, those at The Fool need tools – and better ones than email – for forming ad-hoc project teams, working across organizational boundaries, and for finding new and better ways to serve customers. So about a year ago, The Motley Fool proceeded to transform its existing, static (read boring) intranet into a powerful new social communications hub it named “Jingle,” (the sound the bell on the jester’s cap makes). Now with 99 percent employee participation, Burbage feels people can turn the company ship like a speedboat, instead of the Titanic. Even a Fool realizes that can deliver a handsome return.

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TM4

	Sarah Vaughan, Senior Director, Developer and Platform Evangelist, Microsoft Australia
	Karen Cariss, CEO, PageUp People

Tuesday, October 8 │ 4 - 5:15 p.m.
Career development is too often thought of as your manager’s responsibility. He or she is supposed to guide you upward in the organization. But if you’re good at your job, they’d probably like you to stay exactly where you are! And if you’re not, they don’t bother. And this lack of career development is one of the greatest causes of employee disengagement. But everything is changing. People realize they own their own careers and high-performing employees today have plenty of options – often only a recruiter’s phone call away. Microsoft Australia offers employees a solution that helps them visualize how they might reach their career goals within the company, shows them how others have made their journey and suggests to them a path they might follow. Allowing you to fend off those pesky external talent poachers. Hear how Microsoft is deploying “Career Pathing” as a self-service App – free to download from the corporate App store.

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WFA4

Nicholas Garbis, Strategic Workforce Planning Leader, General Electric

Tuesday, October 8 │ 4 - 5:15 p.m.
Why does everyone seem to think the “GE way” in business is always better? Maybe because it is? GE Energy, a division of 100,000 employees in 100 countries, didn’t know much about Strategic Workforce Planning until Nicholas Garbis, a former actuary and high-school math teacher, was brought on board to get things started in this business-critical area. Okay, so he had also worked for Infohrm. Now he’s going to show you some of what GE is doing with Strategic Workforce Planning, and he’ll do it in the clearest language imaginable. You’ll quickly understand that it’s not as complicated as you may think, although that doesn’t mean it’s not hard. He’ll outline some challenges you’ll face getting started, how to build out your organization’s capabilities, offer a few peeks into how GE does it and answer the questions you don’t want to be asking at work. Consider this Workforce Planning 101.

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HCM4

	Shakti Jauhar, VP, Global HR Operations and Shared Services, PepsiCo
	Shawn Price, President, People & Money SAP Cloud, SuccessFactors, an SAP Company

Tuesday, October 8 │ 4 - 5:15 p.m.
Imagine the challenges faced by a company selling products in more than 200 countries with a diverse brand portfolio: 22 brands generate more than $1 billion each in annual retail sales. Well, PepsiCo’s VP of Global HR Operations and Shared Services, Shakti Jauhar and his team have taken on various challenges in the HR transformation journey PepsiCo started a few years ago. The challenge of setting up global HR operations and deploying systems and tools for more than 260,000 employees in 87 countries is no small one. In the past three years, they have successfully deployed a number of tools and set up support operations, which included SuccessFactors Performance Management system and an SAP HCM on-premise HR and Payroll platform in the U.S. For various reasons they have decided to deploy Employee Central, the SaaS HRMS from SuccessFactors, as the global solution.

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RR4

	Elaine Orler, Co-Founder & President, Talent Function
	Gerry Crispin, Co-Founder, CareerXroads
	Ed Newman, VP Strategy, iMomentous

Tuesday, October 8 │ 4 - 5:15 p.m.
The Third Annual Candidate Experience Awards will be given out privately Monday night. On Tuesday, you will hear a panel discussion from Recruiting leaders who earned The 2013 CandEs “Winners with Distinction.” Past winners have included Deloitte, Hyatt and AT&T: organizations that have seen the real business value of delivering a great candidate experience. This year’s winners will share ideas, strategies and the enabling technologies that have placed them in the winner’s circle. No lengthy acceptance speeches – like last year – just practical and actionable insights from Recruiting leaders and organizations that are doing it right. Need to be convinced about the importance of Candidate Experience? In 1997, the average dissatisfied candidate could easily reach and share their displeasure with about 11 people – today that same candidate has access to almost 2,000 people! Such a broad reach can quickly damage an organization’s employment brand, reputation and bottom line – especially when your candidates are also your customers.

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SD4

	Barry Hall, Principal and Innovation Leader, Talent & HR Solutions, Buck Consultants
	Scot Marcotte, Managing Director, Talent & HR Solutions, Buck Consultants

Tuesday, October 8 │ 4 - 5:15 p.m.
The “wellness” community has decided: Education just doesn’t work for improving employee health. Just look how many people still smoke. Direct behavior modification is now everyone’s goal for employee wellness. And a rising tide of experience using the emerging tools of mobile, social and gamification is showing how powerful they can be in influencing behaviors. These two leaders from the venerable Buck Consultants will start by explaining the technologies, the science behind their use in wellness, key barriers to employee engagement, their recent survey on organizational adoption of these technologies and some real-life company examples. At 97 years old, Buck was deliberately chosen for this bleeding-edge session, so you’d believe them.

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ED4A

Naomi Lee Bloom, Managing Partner, Bloom & Wallace

Tuesday, October 8 │ 4 - 5:15 p.m.
Five of the world’s most important and powerful experts in HR technology host small group discussions on their favorite topics. While some may have a short presentation, these are intended to be discussions, not just Q&A sessions with an expert, and please attend only if you are prepared to participate.

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ED4B

Jason Averbook, Co-Founder, Knowledge Infusion; Chief Business Innovation Officer, Appirio

Tuesday, October 8 │ 4 - 5:15 p.m.
Five of the world’s most important and powerful experts in HR technology host small group discussions on their favorite topics. While some may have a short presentation, these are intended to be discussions, not just Q&A sessions with an expert, and please attend only if you are prepared to participate.

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SV5

Wednesday, October 9 │ 9 - 10:15 a.m.
Attendees last year thrilled to the stories of how the new social network at the world’s largest insurance broker and risk advisor Marsh changed the way the company did business. Human Resource Executive^® even wrote a cover story about it, a rare event. Ben Brooks has more to tell you about the innovative collaborative programs at Marsh. But his larger concern is how HR can give its new programs the same excitement and polish that customer-facing initiatives get. While not reaching the level of a new iPhone announcement, he has simple and often inexpensive practices to share to raise the profile of HR programs and the talent behind them! Join him to learn how to “think like a CMO.”

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TM5

	Craig Hurty, VP, HR Shared Services, Aetna
	Tom Keebler, Global Practice Leader, HR Service Delivery, Towers Watson

Wednesday, October 9 │ 9 - 10:15 a.m.
Like many large companies, Aetna had assembled over the years best-of-breed applications from a variety of what are now Talent Management suite vendors: Peoplefluent for Performance Management and Succession, Kenexa BrassRing for Recruiting, SumTotal for LMS, and its own PeopleSoft HRMS for Compensation. As is often the case in such an environment, VP Craig Hurty was not happy with the process inefficiencies and lack of cross functional reporting possible among these wired-together applications. Calling them “integrated” would be too kind. With headcount projected to jump from 35,000 to 50,000 and the challenges of the Affordable Care Act barreling toward him, Hurty wanted to move to a consolidated and integrated Talent Management platform to reduce costs and the number of vendors and to enhance the end-user experience as well as analytics output from HR. Sound like your company? Hear how he did it.

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WFA5

Wednesday, October 9 │ 9 - 10:15 a.m.
Like every public utility, Southern California Edison had long encouraged a 1950’s cradle-to-grave employment mentality. After all, it takes a long time to train a good lineman, and the workforce was always incented to stay. Now, suddenly, the grave is a bit closer for Baby Boomers, and VP Patricia Miller is faced with losing 12 - 14 percent of her 17,000 employees to retirement. But that’s the easy stuff for Workforce Planning. How about the sudden need for cash to replace crumbling infrastructure and the company’s first reduction in force in 14 years? After two years, Workforce Planning has changed the way the utility does business – from its general rate case per kilowatt and talent acquisition to real-estate planning and measuring and improving the efficiency of the workforce. Come learn what it can do for you. Consider this Workforce Planning 201.

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HCM5

Wednesday, October 9 │ 9 - 10:15 a.m.
The beer needs to be cold, fresh and frosty at Heineken USA. With operations spread across the Western Hemisphere, including all the Caribbean island nations like St. Lucia (tough duty there!), Heineken faces tremendous HR and operational challenges. A collection of 11 different local HR solutions, spreadsheets and, in some cases, decades of system neglect left SVP Sean Kane with a clear challenge. He needed to bring together multiple countries, cultures and brands under one HR technology umbrella. It’s not just the differences you see from looking at a map, either. Heineken conducts operations in English, Spanish, Dutch and French – making a solution that speaks the local language even more essential. Come hear how Heineken has consolidated the 2,000 employees in the U.S. and the Caribbean onto one HR system.

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RR5

	Moderator: Gerry Crispin, Principal & Co-Founder, CareerXroads
	Kent Kirch, Global Director of Talent Acquisition & Mobility, Deloitte
	Matthew Jeffrey, Head of Global Talent Acquisition Strategy and Innovation, SAP
	Danielle Monaghan, HR Partner Director, Technology Services, Cisco Systems
	Maureen Neglia, VP, Global Talent and Recruitment, Manulife Financial

Wednesday, October 9 │ 9 - 10:15 a.m.
The “War for Talent” is no longer a local skirmish, but a collection of battles across the world. As organizations explore the globe seeking opportunities, Recruiting leaders are faced with a challenge – how to effectively recruit locally in dozens of countries, all with their own culture, process norms, legal requirements, language, selection bias, etc. All while simultaneously presenting a single, globally unified entity and remaining aligned with corporate goals. Are the current toolsets of Recruiting technology up to the global challenge? What is working and, better still, what is missing from the tools needed to embrace the global nature of this function? Join this panel of Recruiting leaders from some of the most innovative global corporations to discuss the globalization of talent acquisition, the key role Recruiting technologies play in meeting their challenges and what the next generation of truly Global Recruiting technology solutions will and should look like.

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ED5

Lisa Rowan, Research Vice President, HR, Talent and Learning Strategies, IDC

Wednesday, October 9 │ 9 - 10:15 a.m.
Five of the world’s most important and powerful experts in HR technology host small group discussions on their favorite topics. While some may have a short presentation, these are intended to be discussions, not just Q&A sessions with an expert, and please attend only if you are prepared to participate.

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Wednesday, October 9 │ 10:30 - 11:30 a.m.
In this closing keynote, one of the top influencers in HR technology will first take a funny look back at the past five generations of it. Yes, we thought there were only four, as well! After a quick tour of what we have done as an industry, Jason will spend most of his hour on our journey toward the future. This journey includes a new focus on the future of work, a renewed effort to measure what truly matters and, finally, where today’s massive data, otherwise known as “Big Data,” may lead us. Don’t miss Jason hanging it over the edge to describe where the industry will go in the next five to 10 years. We are at a chasm (again) and will do it differently this time. The only question is, Are you going to cross it or end up being left behind?

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