The HR Technology® Connection Reception
Sponsored by 

Monday, October 3 • 8:45 - 10 a.m.
Companies have been attempting to transform HR for years, with few success stories. Four years ago, you may have been lucky enough to hear the standing-room-only closing keynote from John Boudreau, the leading HR academic of his generation. Now he returns to share five proven principles for bringing about “evidence-based change” – logic-driven analytics, segmentation, risk leverage, integration and synergy, and optimization. Drawing from original research at the CEO, plus recent case studies, he’ll demonstrate new ways to leverage decision-support tools and analytics to drive value for your organization.

Monday, October 3 • 11 a.m. - 12:15 p.m.
After hearing keynoter John Boudreau talk about the importance of using “segmentation” in HR, learn how four VPs are using Talent Management technologies targeted for specific worker types. Rather than focusing on implementing technology, they focus on developing and deploying technology-enabled workforce strategies which means the business outcomes are what counts, not the “go-live” day. With technology blueprints integrated across Talent Management, Portal and Business Intelligence layers, these companies are showing that radically new models are required for the new mobile, virtual and global workforce. This was not one of the topics considered by last year’s panel, which is why we have a new panel – with new participants – every year.

Monday, October 3 • 11 a.m. - 12:15 p.m.
Western Digital employs 63,000 people around the world making a variety of digital storage and retrieval devices. As at many large companies, SVP HR Jackie DeMaria thought her systems were just “adequate” at supplying information for better decision-making. She had disparate processes and systems for Talent Management, which naturally weren’t integrated. When line managers asked about talent gaps or where to find people with certain skills, she didn’t have answers. “We were data rich and information poor,” she says. Six years ago, she decided to end that and started building credibility with line managers for the change. Eventually she decided on a “big bang” of buying an entire suite for Talent Management, but rolled it out in phases. She’ll be live on Recruiting, Performance and Succession by show time and, with colleague Jason Bibelheimer, will tell you what she learned by doing it all and what you need to know to do it too.

Monday, October 3 • 11 a.m. - 12:15 p.m.
Nokia is world famous for leading the way in the enterprise use of social media or whatever you prefer to call it: Web 2.0, Enterprise 2.0, collaborative technologies. And during the Finnish phone-maker’s current turmoil and response to declining market share, it has demanded more – rather than less – use of its extensive social media capabilities, including from the corporate leadership team. Matthew Hanwell has been the point man in Nokia’s efforts from the very beginning in 2001, so we’ve invited him back after two years for an update on how far, and in which directions, Nokia continues to push the envelope.  

Monday, October 3 • 11 a.m. - 12:15 p.m.
The International Monetary Fund, part of the U.N. family, has 187 member countries with a lending capacity of about $750 billion. Despite the sums involved, the IMF itself is a small organization with about 2,400 staff and 600 contractual employees, mostly located in Washington, D.C. In response to the economic and financial crisis starting in 2008, Bjorn Rother, a former McKinsey consultant working with IMF’s HR, was tasked with developing a workforce planning framework for the Fund to help align the staffing profile with the evolving needs of this global organization. While the IMF is in many ways unique, many of its workforce planning challenges are comparable to those experienced by many other organizations in the public and private sectors: create multiple demand scenarios within long-term budget constraints; model job mobility throughout the enterprise; determine how to manage attrition and fill resulting talent gaps; and maximize its flexibility to invest in critical roles. Come learn how to blend strategic workforce planning with operational budget-oriented planning – two activities that are too often done separately.

Monday, October 3 • 11 a.m. - 12:15 p.m.
In this session, VP Jennifer Hall will share details of Intuit’s HR transformation, while replacing the company’s existing on-premise HR system with a SaaS-based HRMS. She was the company’s CIO for three years before joining HR. Jennifer will also highlight the impacts of these changes on HR and IT roles and outline learnings about the balance of manager/employee self-service vs. full service. Of course, Intuit is a leading provider of financial management, tax, and online banking solutions for consumers, small and mid-sized businesses, accountants, and financial institutions. Founded in 1983, it is now a $3.5 billion company. For 10 years and counting, the company has been ranked by Fortune magazine as a Best Place to Work.

Monday, October 3 • 11 a.m. - 12:15 p.m.
As always when looking at Walmart, the numbers are staggering: 650,000 hires this past year (that’s nearly 2,000 per day!). But come closer to earth and consider just the home-office staff of 18,000 – Mike Grennier’s primary concern – with about 2,600 new hires every year. Walmart has always been known for its innovative use of IT (most famously with their just-in-time inventory and supply chain systems), and Grennier was challenged to make their recruiting process just as efficient. You’ll hear about the variety of technologies Walmart now uses, especially two vendors offering video interviewing services (HireVue and GreenJobInterview.com) plus commercial tele-presence and even an occasional video call on Skype. These programs have been met with such success that one Walmart exec proclaimed, “No candidate will fly to Bentonville without a virtual interview first!” Grennier will share their processes – and show some remarkable savings in time, cost and even carbon footprint.

Monday, October 3 • 12:15 - 2 p.m.
For more than 22 years, Human Resource Executive® magazine has recognized excellence and innovation in the HR vendor community with its Top HR Products and Top Training Products awards. Don’t miss this year’s selections and why they made the cut at this year’s luncheon – you just might find the exact solution you’ve been looking for.

Luncheon Entertainment from The Passing Zone
See the world’s only “keynote” jugglers, chosen as a "Best Bet for Entertainment" by The Wall Street Journal. Bowling pins? Hardly. Think chain saws. Don't miss two funny, really funny guys in tights, who have been regular guests on NBC’s Today Show.

Sponsored by 

Monday, October 3 • 3:15 - 4:30 p.m.
What becomes a legend most? Certainly not a Blackglama mink coat. But Lexy Martin is a legend for fussing and fretting, working night and day for months to produce the industry’s longest-running, broadest, most respected and authoritative annual survey on the use of technology in HR – the CedarCrestone HR Systems Survey. For the seventh year in a row, she’ll debut her results with us. Her survey tracks current adoption and respondents’ plans for a broad set of technologies: administrative, Service Delivery, Talent Management, Business Intelligence, and Workforce Management, Analytics and Planning. This year, the survey will also explore how mobile, social and global the applications are now and may become tomorrow. Try asking her a market question she can’t answer.

Monday, October 3 • 3:15 - 4:30 p.m.
Some call assessments a “dark art,” long kept secret from the rest of HR by Organizational Development experts and often seen as an impediment to hiring by recruiters and hiring managers, “who know talent when they see it.” VP Janet Manzullo will shed some light on the subject and tell you how she successfully used assessments for a variety of front-line (including supervisory) positions at Time Warner Cable, the country’s second largest cable operator with revenues of about $19 billion. Of course, the in-bound call center assessments tested for behavior and skills, including tolerance of being treated badly! You know what those jobs are like. Hear how she reduced turnover – and saved millions – by selecting the right people.  

Monday, October 3 • 3:15 - 4:30 p.m.
You see it all around you – social networks, iPads, mobile devices and online video. Today’s corporate learning environment has become agile and dynamic – shifting rapidly toward a focus on “we-learning” not just “e-learning.” Josh Bersin will present his firms’ most recent research on trends in social and informal learning, mobile learning, and the role of learning culture in today’s new generation of learning solutions. He will survey the HR technology market and show you how learning management systems have evolved (and some have not) to meet these important new needs in training, learning, and employee collaboration.

Monday, October 3 • 3:15 - 4:30 p.m.
Years ago, Al Adamsen gave a very well received solo presentation on Workforce Analytics at the Conference. Since we didn’t see adoption rocket upwards afterward, we’ve invited him back to try again with a little help from his friends. He chose his friends carefully – selecting practitioners, a senior HR leader, an IT leader and a business leader – because he believes together they represent the three workstreams necessary to do Workforce Analytics and Planning: strategic, operational and technological. The stories and content of this session are designed to give you a clear idea of how you can launch or advance your organization’s Workforce Analytics & Planning capabilities.

Monday, October 3 • 3:15 - 4:30 p.m.
Every day in some company, someone looks up and says, “Our software is outdated. It can’t do what we need. It doesn’t support our business today!” Mark Davis may not remember that exact moment at Lowe’s, but he can tell you what it takes to replace Time & Attendance and Workforce Scheduling software in 1,725 stores employing 238,000 in North America. And how the road is rarely straight or smooth, both for selecting a new vendor and implementing its product. He’ll also share with you the additional benefits he achieved in productivity, decision-making and keeping labor costs down. But, no, he won’t suggest a color for the kitchen tiles.

Building your HR technology strategy for the future
Jason Averbook, Co-Founder & CEO, Knowledge Infusion

Social Media
Jim Holincheck, Managing VP, Finance, HCM and Procurement, Gartner

Vendor Expert Discussion
Steve Miranda, SVP Application Development, Oracle

Tuesday, October 4 • 8:45 - 10 a.m.
See the Thriller from Ft. Myers versus the Colossus of Minneapolis. Naomi missed being in last year’s debate, but now she is returning to face off with Jason – two of the world’s leading experts on HR technology taking on the hottest issues of the day. It’s impossible to say now what issues they will be wrestling over in October, but it’s guaranteed that you will care about them a lot. Don’t make up your mind on a critical issue until you hear what they have to say. Or even ask them questions yourself!

Tuesday, October 4 • 11 a.m. - 12:15 p.m.
Everyone is wondering how to quantify HR results. We’re honored that SVP HR Randy MacDonald will tell us how IBM does it. From the basics to the futuristic, he will talk about what IBM has done with HR technology and how he sees the “future of work” evolving over the next generation of social business. You’ll hear about IBM’s first efforts in HR data management; its next step developing HR scorecards for quantitative, meaningful measurements of key business drivers; and its continuing work in advanced Workforce Analytics. He’ll also discuss the business benefits these tools provide and how they might take your organization to the next level. Finally, hear his perspective on how technology will define the “future of work,” and how HR needs to grasp this opportunity.

Tuesday, October 4 • 11 a.m. - 12:15 p.m.
Five years ago, Liberty Mutual, a nearly 100-year-old global insurance company, was a very early adopter of the integrated Talent Management suite. The purpose, of course, was to better manage and develop a large, decentralized and geographically dispersed workforce residing in five business units in 26 countries. VP Larry Israelite will share a behind-the-scenes look at Liberty’s journey – with important stops at business drivers, vendor selection and implementation, of course – but more importantly tell you what a grizzled veteran of TM has learned along the way. He’s already written several books about it.

Tuesday, October 4 • 11 a.m. - 12:15 p.m.
These days, opinions on the best way to deploy social strategies in your organization are like elbows … Everyone has two. Happily, there are already professionals doing more than talking about social strategies. They are executing on them. Sometimes they succeed, sometimes they fail, but it’s never boring. We’re bringing together four of the sharpest HR and Enterprise minds to talk about everything from the morality of spying on the social graph of your employees to how individual social brands developed by your employees can either help or hurt your company – depending on how you react to them. If there’s a sticky topic related to the social scene today, this panel will hit it. They can’t help themselves: In addition to their day jobs, they’ve all been living the social life online for years.

Tuesday, October 4 • 11 a.m. - 12:15 p.m.
Jac Fitz-enz needs no introduction because he’s the pioneer of Human Capital strategic analysis and measurement, publishing the first HR metrics in 1978. In short, Dr. Jac is the father of what many companies are still struggling with today, 33 years later! While maybe less well known in HR technology circles, his co-presenter Laurie Bassi is a labor economist (Princeton Ph.D.), former Georgetown professor, and one-time head of research for ASTD and Saba. Her expertise and insights on HR strategy are widely sought-after by leading organizations around the world. Together this year, they surveyed dozens of companies, government agencies and educational institutions to uncover cases of advanced analytic applications. They’ll tell you who is doing what, the scope of the projects, why analytics were used, how the organizations got started with analytics, and obviously what benefits they have realized.

Tuesday, October 4 • 11 a.m. - 12:15 p.m.
Last year’s most popular breakout featured Oracle’s next generation Fusion HCM. Now it’s SAP’s turn to debut publicly its own next generation HCM solutions with Web 2.0 and social media at their foundation. Built on SAP’s new Business ByDesign technical platform and delivered on-demand via SaaS, they are designed to integrate with SAP’s installed on-premise systems – or any others. But the company’s installed base of HRMS customers is the largest in the world, according to IDC. David Ludlow, the head of HCM product strategy for almost 10 years and a veteran of six of our former Shootouts, will show you his new software: Performance Management, Career Development and embedded Collaboration. Available to early customers at the end of this year, general availability is scheduled for the first quarter of 2012. Co-chair Bill Kutik will ask him questions, and so can you.

Tuesday, October 4 • 11 a.m. - 12:15 p.m.
Last year’s attendees heard two of the country’s three leading talent acquisition experts, Elaine Orler and Gerry Crispin, debate the value of organizations providing their job candidates with a good application experience. Actually, both agreed it’s really important. This year, they enlisted the third expert, Ed Newman, and decided to do something about it. They formed The Talent Board, a foundation focused on recognizing companies with the best Candidate Experience through its new annual Candidate Experience Awards (CandE, pronounced “Candy”). Using company surveys and interviews, Gerry’s “Secret Shopper” phony applicant technique, and asking job candidates themselves, they chose the first Candy winners – and they’ll reveal them at the conference! Several will be on hand to tell you exactly how they do it so well, and the benefits, so maybe you can do it too, get better candidates and win next year!

Tuesday, October 4 • 1:45 - 3 p.m.
With so many of the experts from the Conference posting discussions and comments on our LinkedIn group – which now functions as a year-round HR Technology® – it seemed appropriate to turn the tables and feature a star of our online community in person at the conference. Group members will all recognize Ahmed Limam, a knowledgeable and very opinionated independent global HR technology consultant. He has a special expertise in Europe, being based in Paris, but covers the world. Before going independent two years ago, he was a VP for Fidelity HR Access, a director for Oracle Europe and worked for PeopleSoft. Ahmed will cover similarities and differences in HR practices and technology between the U.S. and Europe – many you’ve never considered before. Plus, he’ll give his frank and always informed views on the vendor landscape and how well American products deal with the overlapping rules of the European Union and individual countries.

Tuesday, October 4 • 1:45 - 3 p.m.
Headquartered in Germany for more than 160 years, Siemens is a global development and manufacturing powerhouse in electronics and electrical engineering with more than 400,000 employees in 190 countries. People are its basis for competitiveness and in 2009 they launched a new people strategy focused on changing the game as it relates to Performance Management, Career Development and Calibration. It became a development partner with its vendor to create systems that would meet its needs around the world. Come to this session to learn specifically what Siemens did both strategically and operationally, as well as the potholes hit along the way, to be confident the right people are being put in the right jobs around the globe.

Tuesday, October 4 • 1:45 - 3 p.m.
In just seven years, Facebook has changed the way the world communicates – at least for 750 million of us. But has it changed how companies manage and motivate employees? Founded by a Millennial, the now-famous Mark Zuckerberg, and staffed about 50 percent by Millennials, Facebook assigned two others (including Molly Graham) to figure out how to do this HR thing. She is joined by a former director of software engineering, Bob Trahan, who recently officially joined the HR team because engineers run the place. Together, they will tell you how Facebook uses technology (social and otherwise) to manage Millennials in what will likely still only be a 3,000-person company by show time. If they haven’t figured it out, it may be time to turn out the lights.

Tuesday, October 4 • 1:45 - 3 p.m.
After counting heads in HR for so many years, how do we measure whether or not these heads “count”? Which metrics really matter to the HR professional and the leaders they support? New technology and trends can transform the HR department and provide the entire enterprise with measurements to value those heads. Don’t miss this distinguished panel of thought leaders discussing what’s possible now and what will soon be commonplace. Jeremy Shapiro, former SVP at Hodes iQ, was the co-author of last year’s Harvard Business Review cover story: “Competing on Talent Analytics.” The Review’s former editor called Nick Bontis “one of the world’s real intellectual capital experts.” Jac and Row you already know, or you should. Come ask them hard questions.

Tuesday, October 4 • 1:45 - 3 p.m.
Portals seemed to have fallen off HR’s radar lately, but are returning for their ability to stitch together disparate platforms, knowledge sources, transaction systems, and even third-party services to create a rich and easy user experience. UnitedHealth (including the giant health insurer United Healthcare) knew it had a problem when, despite having Employee Self-Service, call center volume rose between 2007 and 2009 even though the employee population was decreasing. Using Microsoft Sharepoint and tools from its own PeopleSoft system, UnitedHealth built an enterprise portal for more than 80,000 employees, giving them access to a rich variety of resources, plus aiding the company’s international expansion.

Performance Management
Josh Bersin, CEO, Bersin & Associates

Talent Management’s connection to everything
Naomi Lee Bloom, Managing Partner, Bloom & Wallace

Mobile Applications for HR
Paul Hamerman, VP, Enterprise Applications, Forrester

All flavors of HR outsourcing, from BPO to single processes like BenAdmin and Payroll
Lisa Rowan, Program Director, HR Strategies, IDC

Vendor Expert Discussion
Mike Capone, CIO, ADP

Tuesday, October 4 • 4 - 5:15 p.m.
Many tend to think software innovation comes only from start-up companies, preferably (in our imaginations) working out of a garage. But it’s just not true. Established companies innovate, too, although it is harder. They have this ball-and-chain called “their customers,” whom they love, but they have to drag to the innovation – and it better work with what they’ve already got. That’s why we feature both kinds of companies in this general session. Its purpose is simple: To blow your mind (or simply expand it) with live demonstrations of the most awesome new HR software products we can find in all categories. The presenters just announced after Labor day will be:

• 4 Spires – The first in a new category of “work management” applications for creating and tracking requests, counter-offers, commitments, deadlines and deliveries.
• CubeVibe – On-demand employee engagement software that helps companies perform better.
• Workday – Workday for iPad is designed for executives: enabling mobile access to Workday applications and providing real-time workforce insight.
• Peoplefluent – iPad apps for line managers and executives to drive talent management experiences and business decisions.
• Keas – A social game that promotes employee wellness, where employees challenge each other to get healthy.
• Evviva Brands – My Marriott Hotel™ combines social networking, game play and fun to drive brand awareness and candidate referrals.

Wednesday, October 5 • 9 - 10:15 a.m.
Jon Ingham is perhaps the best-known HR blogger in the U.K., with credentials to back it up. He last worked as a Director of Human Capital Consulting for Buck (now owned by ACS and Xerox), as an HR Director for Ernst & Young in the U.K. and the former Soviet Union, and first for Andersen Consulting (now Accenture) as a systems development consultant. Now he is the scourge on several continents of companies and conferences on the topic of HR 2.0, Enterprise 2.0, social media or collaborative tools – pick your label. Jon takes social media into the enterprise and presents a vital new role for HR as the guardians of social capital and competitive advantage. He will draw on recent case studies at Cisco, Google, Mars and others to explain how social or 2.0 strategies provide one of the greatest new opportunities for leveraging technology in people management. But only when technology is combined with other organizational actions focused on building relationships and community.

Wednesday, October 5 • 9 - 10:15 a.m.
The pharmaceutical industry is characterized by significant merger and acquisition activity – in terms of both number and size. In 2007, Schering-Plough acquired the Netherlands-based pharmaceutical company Organon BioSciences. Two years later, Merck bought Schering-Plough, creating the fourth-largest pharmaceutical company with $46 billion in sales and 94,000 employees. In both cases, the integration and implementation of a global Performance Management process was a top business priority and seen as central for bonding the companies together. Jamie Whitmore will tell you the results and the metrics of the effort as well as lessons learned in working through different company cultures and compensation processes, European Works Councils, and country-specific challenges.

Wednesday, October 5 • 9 - 10:15 a.m.
Recruiters have been chattering about nothing else but social media for four years. (When did you first join Linkedin, Twitter, Myspace, Facebook?) And each year the noise level has doubled and then doubled again. Endless blogs, webinars, classes, white papers and, ironically, printed books are touting social media as the silver bullet for recruiting (and for much of everything else). Just listening to the claims about the holy social trinity of staffing – LinkedIn, Facebook and Twitter – you would think Monster, Careerbuilder and Dice had gone out of business. This panel of experienced corporate and industry leaders will offer their evidence-based thoughts on what’s hot, what’s not and, equally as important, where we might go next.

Wednesday, October 5 • 9 - 10:15 a.m.
Ever heard of an “un-conference”? It’s a reaction to the traditionally passive nature of many other conferences, where you just listen to some expert pontificate and take notes. First started two or three years ago, an un-conference is deliberately less planned, more free form and interactive. In a variation of crowdsourcing, the attendees largely generate their own content, not experts. Several times a year in various locations, Steve Boese and Trish McFarlane (with two other partners) produce one of the best, called HRevolution. In fact, they are holding one in Mandalay Bay on the Sunday before we open. This is your chance to sample an un-conference session, so come prepared to share what’s on your mind and take part. Steve and Trish will not be delivering a presentation.

Wednesday, October 5 • 9 - 10:15 a.m.
Groupon pioneered the daily deals industry by making innovative online marketing techniques available to local as well as national business. While technology innovation has been a key part of Groupon’s success, that not the only reason Groupon is growing so quickly. Groupon can’t contact and engage more businesses, and then write them clever advertising, with computers alone. It needs more people. In the 15 months starting January 2010, that meant growing from 200 people in Chicago to 6,000 in more than 40 countries, which led Forbes to dub them “fastest-growing.” This is Dan Jessup’s challenge. He’s convinced their talent acquisition strategies can work for smart growth at any company. He will tell you how the elements of culture, brand, performance and talent acquisition (including technology, of course) can carry the day for you, too. And get you half off at a local restaurant.

Wednesday, October 5 • 10:30 - 11:30 a.m.
Consider this potentially game-changing scenario … It’s 2020. All the social networks have merged into one – called Face-Linked – with more than 5 billion members in 180 countries. Everyone is connected all the time through mobile devices and wireless broadband networks. With telepresence integrated and affordable, interacting on the network isn’t much different than being F2F. Even simultaneous language translations are available. Will Face-Linked change everything – especially HR?! With everyone’s talent profile instantly available? Come hear Jim’s thoughts about this hardly implausible idea, many of which apply to our less networked world today.