HRTech October 7 - 10, 2014 Register Agenda

[ 2013 Program Materials & Attendee List ]
AGENDA REGISTER
2013 Agenda  
Sunday, October 6
5 - 6:30 p.m.

The HR Technology® Connection Reception


Monday, October 7
STRATEGIC VIEW SOCIAL IN THE
ENTERPRISE

TALENT
MANAGEMENT

WORKFORCE ANALYTICS
& PLANNING

HCM & WORKFORCE MANAGEMENT

RECRUITING

SERVICE DELIVERY

EXPERT DISCUSSIONS
& HR TECH TALKS

7:30 - 8:45 a.m. Continental Breakfast
8:45 - 10 a.m. OPENING KEYNOTE
Radical Openness: Previously Unthinkable Principles for Success
10 - 11 a.m. Refreshment Break in Expo
11 a.m. -
12:15 p.m.
  SV1: First Annual NextGen Influencers Panel:
Getting Out From Behind the Baby Boomers
  SE1: Collaboration Connects the Enterprise at Cigna
  TM1: Technology, Health, and Happiness: The Prescription at Walgreens
  WFA1: Abandon All Guilt, Ye Who Enter Here! A Starter’s Guide to Workforce Analytics
  HCM1: More Than a Bandage for Johnson & Johnson’s HCM
  RR1: Hilton Checks-in With Digital Recruiting Technology
  SD1: High-Tech/High-Touch RPO: What the Doctor Ordered for Boehringer Ingelheim
  ED1A: Big Data and Analytics, Josh Bersin
ED1B: Effective SaaS Release Management – A Whole New World, Ron Hanscome
12:15 - 2 p.m. 2013 Top HR Products Awards Luncheon
Luncheon Entertainment From Mark Mayfield
2 - 3:15 p.m. Dessert Break in Expo
3:15 - 4:30 p.m.   SV2: Public Debut of the 16th Annual CedarCrestone HR Systems Survey
  SE2: Collaborative Learning Panel: Make It a Business Tool
  TM2: Procter & Gamble Assesses and Hires for Life
  WFA2: Fight On! The University of Southern California Scores With Workforce Analytics
  HCM2: Five Deadly Sins of SaaS Implementations
  RR2: Keen on the Small Screen: The Power of Mobile for Candidate Attraction
  SD2: A Major Company Has Finally Done It! Cisco Splits HR in Two: Transactions and Strategy
  ED2: HR Tech Talks – Paul Sparta, China Gorman, Yvette Cameron
4:30 - 6 p.m. Refreshment Break in Expo

Tuesday, October 8
STRATEGIC VIEW SOCIAL IN THE
ENTERPRISE

TALENT
MANAGEMENT

WORKFORCE ANALYTICS
& PLANNING

HCM & WORKFORCE MANAGEMENT

RECRUITING

SERVICE DELIVERY

EXPERT DISCUSSIONS
& HR TECH TALKS

7:30 - 8:45 a.m. Continental Breakfast
8:45 - 10 a.m. GENERAL SESSION
The HR Tonight Show Starring Bill Kutik
10 - 11 a.m. Refreshment Break in Expo
11 a.m. -
12:15 p.m.
  SV3: The Recruiting Technology State of the Union
  SE3: Fourth Annual Social Media Panel: How the Collaborative Enterprise Gets Work Done
  TM3: Recognition Technology Gives JetBlue a Lift
  WFA3: Analytics Help Draw a Clear Talent Picture at Disney Animation Studios
  HCM3: Rounding-Up the Workforce in the City of Houston
  RR3: Novo Nordisk Turns Its Candidate Pool into a Talent Pipeline
  SD3: Goldman Sachs Buys RPO Eyes (and Hands) for a Quarter Million Resumes!
  ED3: HR Tech Talks – Kris Dunn, Mary Sue Rogers, Ray Wang
12:15 - 1:45 p.m. Box Lunch in Expo
1:45 - 3 p.m. GENERAL SESSION
Awesome New Technologies for HR
3 - 4 p.m. Refreshment Break in Expo
4 - 5:15 p.m.   SV4: MOOCs, Mobile and the LMS: Learning Systems Strategies in 2013
  SE4: The Wisdom of Fools: Collaboration Technology Transforms The Motley Fool
  TM4: Personal Career Development: There’s an App for That at Microsoft
  WFA4: A Primer on How GE Learned About Strategic Workforce Planning
  HCM4: Pepsi Accepts the Challenge of the Cloud for HR
  RR4: The Third Annual Candidate Experience Awards – The CandEs!
  SD4: How Mobile, Social and Gamification Tools Are Improving Employee Health
  ED4A: Should You Spend One More Dime on Legacy Vendors’ Products, Data or Process Designs?, Naomi Lee Bloom
  ED4B: The Cloud — An Opportunity to Reinvent, Jason Averbook
7:30 - 10 p.m. Thanks for the Memories

Wednesday, October 9
STRATEGIC VIEW SOCIAL IN THE
ENTERPRISE

TALENT
MANAGEMENT

WORKFORCE ANALYTICS & PLANNING

HCM & WORKFORCE MANAGEMENT

RECRUITING

SERVICE DELIVERY

EXPERT DISCUSSIONS
& HR TECH TALKS

8 – 9 a.m. GENERAL SESSION
Kenexa Founder Rudy Karsan Presents IBM Watson as an HR Advisor
8 - 9 a.m. Continental Breakfast
9 - 10:15 a.m.   SV5: Yes, You Can Make HR Sexy!
  TM5: Aetna Buffs Up Comp and TM for the Post-Healthcare Reform Market
  WFA5: Putting the Juice Into Workforce Planning at Southern California Edison
  HCM5: How Turner Broadcasting Built an Informal Learning Strategy
  RR5: Panel on Global Talent Challenge: How Can Recruiting Technology Span the Globe?
  ED5: HR’s Role in Social and Collaboration, Lisa Rowan
10:30 - 11:30 a.m. CLOSING KEYNOTE
Where Are We Going? What Have We Learned?


Monday, October 8
OPENING KEYNOTE
Radical Openness: Previously Unthinkable Principles for Success
Don Tapscott Don Tapscott, Co-author of the worldwide best-seller Wikinomics, Don Tapscott is one of the world’s leading authorities on innovation, media, and the economic and social impact of technology. He is also an advisor to business and government leaders around the world. An influential management thinker, he is the author of Grown Up Digital: How the Net Generation is Changing the World, the sequel Macrowikinomics, and the most recent Radical Openness: Four Unexpected Principles for Success.

Monday, October 7 | 8:45 - 10 a.m.
The industrial age is finally coming to its logical end. Social media is rapidly becoming a platform for enabling self-organization, new business models and innovation plus providing new capabilities to create goods, services and even public value. One of the most important ideas to emerge from this transformation is an astonishing one: radical openness. Smart organizations are shunning their old, secretive practices and embracing transparency, widely sharing intellectual property and collaborating on an enormous scale. Don Tapscott, an audience favorite in 2009, returns to share his fresh and unique insights about how this revolutionary new philosophy is affecting every facet of our society, from the way we do business and manage talent to whom we chose to govern us. While radical openness promises many exciting transformations, it also comes with new risks and responsibilities. How much information should we share and with whom? What are the consequences of disclosing the intimate, unvarnished details of our businesses and personal lives?

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First Annual NextGen Influencers Panel:
Getting Out From Behind the Baby Boomers

SV1

Bill Kutik Moderator: Bill Kutik, Co-Chair, HR Tech
Madeline Laurano Madeline Laurano, Research Director, Human Capital Management, Aberdeen Group
Trish Mc Farlane Trish McFarlane, Head of HR, Perficient; Blogger, HRRingleader.com
Maxsim Ovsyannikov Maksim Ovsyannikov, SVP Product, SmartRecruiters
Jarret Pazahanick 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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Collaboration Connects the Enterprise at Cigna

SE1

Karen Kocher Karen Kocher, Chief Learning Officer, Cigna

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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Technology, Health and Happiness:
The Prescription at Walgreens

TM1

Warren Lindley Warren Lindley, Divisional VP, Organizational Design and Effectiveness, Walgreens
Adam Miller 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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Abandon All Guilt, Ye Who Enter Here!
A Starter’s Guide to Workforce Analytics

WFA1

Brian J. Kelly Brian J. Kelly, Partner, Global Practice Leader, Workforce Analytics & Planning, Mercer
Julia Howes 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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More Than a Bandage for Johnson & Johnson’s HCM

HCM1

Lisa Blair Davis Lisa Blair Davis, VP, HR Operations, Johnson & Johnson
Dave Duffield Dave Duffield, Co-Founder & Co-CEO, Workday

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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Hilton Checks-in With Digital Recruiting Technology

RR1

Rodney Moses Rodney Moses, VP Global Recruitment, Hilton Worldwide
Mark Newman Mark Newman, Founder & CEO, HireVue

Monday, October 711 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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High-Tech/High-Touch RPO: What the Doctor Ordered for Boehringer Ingelheim

SD1

Corry Ioli Corry Ioli, Executive Director, Talent Management & Acquisition, Boehringer Ingelheim
Sue Marks 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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Big Data and Analytics

ED1A

Josh Bersin 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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Effective SaaS Release Management – A Whole New World

ED1B

Ron Hanscome 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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Top HR Products of 2013 Awards Luncheon

Monday, October 7 | 12:15 - 2 p.m.
For more than 24 years, Human Resource Executive® Magazine has recognized excellence and innovation in the HR vendor community with its Top HR Products awards. Don’t miss this year’s selections and why they made the cut at Monday’s luncheon – it just might include the exact solution you’ve been searching for.

Sponsored by Avature
Luncheon Entertainment From Mark Mayfield: “The Glass Ain’t Half Empty, It’s Just Too Big”

Mark will help you manage change in this high-octane, hilarious presentation. He’ll do this while you’re laughing at his off-beat, observational comedy because his philosophy is simple: Say it with humor and people will take the message home. You’ll learn how creativity is the key component to “thrive during change.” Mark is certain to make you laugh and make you think.

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Mark Mayfield
Public Debut of the 16th Annual CedarCrestone HR Systems Survey

SV2

Lexy Martin 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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Collaborative Learning Panel:
Make It a Business Tool

SE2

Stacey Harris Moderator: Stacey Harris, VP, Research and Advisory Services, Brandon Hall Group
Jodi Davidson Jodi Davidson, Director, Diversity & Inclusion Initiatives, Sodexo
Linda Grace Linda Grace, SVP, Head of Global Talent Management, State Street Corp.
Becky Simeon Becky Simeon, Ph.D., Director, Global Performance Management & Career Development, Hewlett-Packard
David Woodbury 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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Procter & Gamble Assesses and Hires for Life

TM2

Robert Gibby Robert Gibby, Ph.D, Global Practice Leader, Employee and Organizational Research and Sensing, Procter & Gamble
Scott Erker 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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Fight On! The University of Southern California Scores With Workforce Analytics

WFA2

Janis McEldowney Janis McEldowney, Associate SVP, HR, University of Southern California
John Schwarz 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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Five Deadly Sins of SaaS Implementations

HCM2

Segar Annamalai Segar Annamalai, CIO, West Coast University and American Career College
Chris Leone Chris Leone, SVP Applications Development, Oracle

Monday, October 7 3:15 - 4:30 p.m.
West Coast University and American Career College educates students for various health care careers at different levels: From physical therapists and pharmacists to doctorates in occupational therapy. Founded more than 35 years ago with ten campuses in Southern California, Texas and Florida, it is now expanding overseas with a building planned for Panama and employees in Costa Rica and Kosovo. CIO Segar Annamalai knew the schools’ Microsoft Dynamics HRMS could not handle the growth in its 1,500 employees and new international locations. Plus he had a host of manual processes to automate. Back in December, he went live on Fusion Core HR and several Talent Management applications and has already been through two upgrades. He’ll talk about the move from an on-premise system to The Cloud, and the five things to watch out for along the way.

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Keen on the Small Screen: The Power of Mobile for Candidate Attraction

RR2

Brad Cook Brad Cook, VP, Global Talent Acquisition, Informatica
Ed Newman 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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A Major Company Has Finally Done It!
Cisco Splits HR in Two: Transactions and Strategy

SD2

Don McLaughlin 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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HR Tech Talks

ED2

Paul Sparta 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
China Gorman Is Competence Over-rated?
China Gorman
, CEO, Great Place to Work Institute
Yvette Cameron Overcoming Social Adoption Hurdles:
15 Use Cases in 15 Minutes

Yvette Cameron
, Research Director, HCM Technologies, Gartner

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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Tuesday, October 8
The HR Tonight Show Starring Bill Kutik

Bill Kutik Host:
Bill Kutik
Co-Chair, HR Tech
Naomi Lee Bloom Co-Host:
Naomi Lee Bloom
Managing Partner, Bloom & Wallace

Guests:

     
Steven Miranda Leighanne Levensaler
VP Product Management, Workday
Mike Capone Brian Sommer
Industry Analyst, TechVentive; global HR consultant; ZDNet blogger
Sanjay Poonen Patricia Milligan
Senior Partner, Regional President (North America), Mercer
John Sumser John Sumser
Principal Analyst, HRxAnalysts; Editor-in-Chief, HRExaminer
Wrokday Music by: Wrokday

Tuesday, October 8 8:45 - 10 a.m.
While technology has dramatically changed the way we consume news and entertainment, at least one long-time and traditional format remains vibrant – the late night talk show. Why? The formula just works. A witty and clever host, a lovable sidekick, and a mixture of guests – some smart, some funny, some contentious – that when done well, adds up to an hour of insights and entertainment. So now we are borrowing that structure from the world of broadcast television to present our first “HR Tonight Show” starring Co-Chair Bill Kutik and Co-Host Naomi Lee Bloom, both of them opinionated to a fault. The object of our show is the same as Leno, Letterman or Kimmel: to inform you about serious issues and to entertain you. Bill’s guests are all industry experts: Some have never spoken at the conference before. Others haven’t spoken in years. Their topics will be decided in September and, if they don’t disagree about them, Bill or Naomi surely will.

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The Recruiting Technology State of the Union

SV3

Elane Orler 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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Fourth Annual Social Media Panel: How the Collaborative Enterprise Gets Work Done

SE3

Marcia Conner Moderator: Marcia Conner, Industry Analyst; best-selling author; expert on collaborative business culture
Tim Kelly Tim Kelly, Executive Director, Customer Support, McKesson
Karen Kocher Karen Kocher, Chief Learning Officer, Cigna
Tony Loyd, VP, Organization and Team Effectiveness, Buffalo Wild Wings
Jamie Roush Jamie L. Roush, Crime Analysis Unit Manager, Jacksonville Florida Sheriff’s Office
Pete Ternes 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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Recognition Technology Gives JetBlue a Lift

TM3

Michael Elliott Michael Elliott, VP of Employee Relations, JetBlue Airways
Eric Mosley 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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Analytics Help Draw a Clear Talent Picture at Disney Animation Studios

WFA3

Ann Le Cam Ann Le Cam, VP, HR & Production Management, Disney Animation Studios
Al Adamsen 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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Rounding-Up the Workforce in the City of Houston

HCM3

Don Pagel Don Pagel, Deputy Director, Office of the Mayor, City of Houston
Aron Ain Aron Ain, CEO, Kronos

Tuesday, October 811 a.m. - 12:15 p.m.
Formerly the Deputy Director for Administration and Regulatory Affairs, Don Pagel ran 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,” he says. “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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Novo Nordisk Turns Its Candidate Pool Into a Talent Pipeline

RR3

Jennifer Bennett Jennifer Bennett, Senior Director, Talent Acquisition, Novo Nordisk
  Michael Hakeem, Manager of Talent Acquisition and Operations, Novo Nordisk
Mark Conway 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 candipx16 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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Goldman Sachs Buys RPO Eyes (and Hands) for a Quarter Million Resumes!

SD3

Tom Osmond Tom Osmond, Global Head of Talent/HCM Solutions, Goldman, Sachs & Co.
Regina Lee 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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HR Tech Talks

ED3

Kris Dunn I Come From the Water: Evolution of the Modern Manager
Kris Dunn
, CHRO, Kinetix
Mary Sue Rogers Clowns, Sharks, Anemone and HR — What Do They All Have in Common?
Mary Sue Rogers
, Global Managing Director, Talent 2
R "Ray" Wang 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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Awesome Technology Badge Awesome New Technologies for HR

Tuesday, October 8 | 1:45 - 3 p.m.
Enterprise software is smoking hot. The tech press loves to dissect every move Facebook makes, but the Silicon Valley angels know the enterprise is where to put their money these days. And amazing new HR technologies are driving the enterprise software renaissance. That’s what you’ll see and hear: live product demonstrations of the most awesome new technology for every part of HR. We spend the summer watching online product demonstrations from all corners of the industry – start ups getting their first shot on the big stage, as well as established providers eager to show you that they’re not done innovating. We don’t end the search until early September, when the final products will be announced. Whether it’s a bleedingedge tool, or an old dog showing off a new trick, these awesome new technologies will help you get your job done in ways you’ve only dreamed about.

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MOOCs, Mobile and the LMS:
Learning Systems Strategies in 2013

SV4

Josh Bersin Josh Bersin, Founder, Bersin by Deloitte
David Mallon David Mallon, VP of Research, 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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The Wisdom of Fools: Collaboration Technology Transforms The Motley Fool

SE4

Lee Burbage Lee Burbage, People Fool, The Motley Fool Company
Charles Jones 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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Personal Career Development:
There’s an App for That at Microsoft

TM4

Sarah Vaughan Sarah Vaughan, Senior Director, Developer and Platform Evangelist, Microsoft Australia
Karen Cariss 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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A Primer on How GE Learned About Strategic Workforce Planning

WFA4

Nicholas Garbis 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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Pepsi Accepts the Challenge of the Cloud for HR

HCM4

Shakti Jauhar Shakti Jauhar, VP, Global HR Operations and Shared Services, PepsiCo
Shawn Price 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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The Third Annual Candidate Experience Awards – The CandEs!

RR4

Elaine Orler Elaine Orler, Co-Founder & President, Talent Function
Gerry Crispin Gerry Crispin, Co-Founder, CareerXroads
Ed Newman 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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How Mobile, Social and Gamification Tools Are Improving Employee Health

SD4

Barry Hall Barry Hall, Principal and Innovation Leader, Talent & HR Solutions, Buck Consultants
Scot Marcotte 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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Should You Spend One More Dime on Legacy Vendors’ Products, Data or Process Designs?

ED4A

Naomi Lee Bloom 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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The Cloud — An Opportunity to Reinvent

ED4B

Jason Averbook 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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Wednesday, October 9
GENERAL SESSION
Kenexa Founder Rudy Karsan Presents IBM Watson as an HR Advisor
IBM Watson

Wednesday,October 9 | 8 – 9 a.m.
See the power of cognitive computing, when Jeopardy! winner IBM Watson applies it to HR for the first time. IBM’s Rudy Karsan (founder of Kenexa) will present his vision of the future of HR. Rudy will then pose questions, demonstrating the computer’s role as a trusted HR advisor with its personalized, evidence-based, relevant responses to his questions. Watson is not connected to the Internet. It does not research the questions. It’s been taught the domains it knows, rather than programmed. Rudy will be accessing Watson’s knowledge on a laptop but will be joined onstage by a Watson avatar.

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Yes, You Can Make HR Sexy!

SV5

Ben Brooks Ben Brooks, Former SVP & Global Director of Enterprise Communications & Colleague Engagement, Marsh

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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Aetna Buffs Up Comp and TM for the Post-Healthcare Reform Market

TM5

Craig Hurty Craig Hurty, VP, HR Shared Services, Aetna
Tom Keebler 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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Putting the Juice Into Workforce Planning at Southern California Edison

WFA5

Patricia Miller Patricia Miller, VP, HR, Southern California Edison
Peter Louch Peter Louch, CEO, Vemo

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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How Turner Broadcasting Built an Informal Learning Strategy

HCM5

Scott Katz

Scott Katz, Director, Talent Management & Executive Development, Turner Broadcastin

Linda Brenner Linda Brenner, Managing Director, Designs on Talent

Wednesday, October 9 9 - 10:15 a.m.
It’s no secret that most traditional “training” programs simply don't drive the changes in behavior that businesses need. The old approach of a classroom-based curriculum, supplemented with e-learning modules, just doesn't cut it anymore. Add in the complexities of: 1) four generations in the workplace, each with its own learning style, 2) the constant pressure to contain costs, 3) the demand that employees spend less time in a classroom and more time on the job, and 4) the business need for dramatically different skills and knowledge within the workforce. And you need an entirely new approach to learning and development. Come hear how Turner Broadcasting is building a different approach and crafting a suite of exceptional learning experiences. Scott Katz will share Turner’s framework, approach and aspirations to make learning meet the learner where he/she is. Also learn about Turner building a mix of multi-modal digital, social and off-line solutions so employees can drive their own development.

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Panel on Global Talent Challenge:
How Can Recruiting Technology Span the Globe?

RR5

Lisa Rowan Moderator: Gerry Crispin, Principal & Co-Founder, CareerXroads
Chris Hoyt, Director, Global Talent Engagement & Marketing, PepsiCo
Kent Kirch Kent Kirch, Global Director of Talent Acquisition & Mobility, Deloitte
Danielle Monaghan Danielle Monaghan, HR Partner Director, Technology Services, Cisco Systems
Maureen Neglia 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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HR’s Role in Social and Collaboration

ED5

Lisa Rowan 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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CLOSING KEYNOTE
Where Are We Going? What Have We Learned?

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

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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