The Great Technology Debate: Naomi Lee Bloom and Jim Holincheck

Building Organizations That Leverage Collaborative Technologies:
Transforming a Century of HR Assumptions and Practices
Tamara J. Erickson, international expert on collaboration and innovation, blogger and author of the recently completed trilogy of books: Retire Retirement: Career Strategies for the Boomer Generation; What’s Next, Gen X? Keeping Up, Moving Ahead and Getting the Career You Want; and Plugged In: The Generation Y Guide to Thriving at Work
 
Wednesday, September 29 • 8:45 - 10 a.m.
We are surrounded by new collaborative technologies that are hard to leverage in organizations designed for another era. Their well-established norms are opposite to the characteristics required for effective collaborative organizations today. Tamara J. Erickson, a McKinsey Award-winning author, will explore assumptions behind many HR practices, showing why approaches well-suited to an industrial economy are hampering our efforts to leverage intelligence today. She’ll share the results of a major research initiative to identify practices that will allow all organizations to take advantage of collaborative technologies, including yours.

Public Debut of the 13th Annual CedarCrestone HR Systems Survey
Lexy Martin, Director, Research & Analytics, CedarCrestone

Wednesday, September 29 • 11 a.m. - 12:15 p.m.
Lexy Martin has for 13 years created and produced the industry’s longest-running, broadest and most respected annual survey on the use of technology in HR — the CedarCrestone HR Systems Survey. Happily, she has also chosen to debut its findings at the conference for six years in a row. Her survey tracks 40+ HR applications, and tells you by vendor name which products are being bought, in use, budgeted for or planned for — and also gives an in-depth view of their adoption, deployment options and value received. Obviously, she covers not just the hot topics of Talent Management, Social Software and Business Intelligence, but also Service Delivery and Workforce Management, as well as the foundational administrative solutions. Find out why we fondly call her Ms. Know-It-All. Just try asking her a market question she can’t answer.

United Flies High With Comprehensive Succession Planning
Cynthia Starz, Managing Director, Leadership & Organizational Development, United Airlines
Dave Burlington, Group VP, Applications & Technology, Taleo

Wednesday, September 29 • 11 a.m. - 12:15 p.m.
Succession is the function that the largest number of HR departments say they want to do, but the fewest actually perform. And when it is done, Succession is usually limited to an org chart leading to a specific person in a position. But that wouldn’t cut it for United Airlines, operating in one of our most volatile industries with organizational and reporting structures that are constantly changing. Instead, Cynthia Starz spent much of 2009 getting a handle on United’s internal talent pools by having employees complete their Talent Profiles. She even got senior executives to talk about trading talent, recognizing that some departments produce more than they can use. Hear about her innovative five-step process that led to successful Succession.

Social Learning: What Is It? Why the Buzz? Are There Results? 
Moderator: Jeanne Meister, co-author of The 2020 Workplace: How Innovative Companies
      Attract, Develop & Keep Tomorrow’s Employees Today (Harper Business, 2010)
Robert Campbell, VP & Chief Learning Officer, Cerner Corporation
Don McLaughlin, Chief Learning Officer, Cisco
Laurence Smith, VP, Global Learning & Development, LG Electronics
Susan Steele, National Talent Development Director, Deloitte 

Wednesday, September 29 • 11 a.m. - 12:15 p.m.
Social Media is beginning to impact every aspect of the enterprise. Recruiting came first and Learning was not far behind. Increasingly, organizations are creating internal social networks to allow employees and, in some cases, partners to communicate, collaborate, innovate and tap into the collective intelligence of the global enterprise. Formal course work, while still necessary for certifications, is transforming into Social Learning. These four senior practitioners will discuss with you what they’ve done to enable Social Learning in their organizations and the results of their efforts.

How Flextronics Is Using SaaS in China and Around the World
Debi Hirshlag, VP, Global HR, Flextronics International
Dave Duffield, Co-Founder, CEO & Chief Customer Advocate, Workday

Wednesday, September 29 • 11 a.m. - 12:15 p.m.
It’s hard to wrap your mind around the complexity of Flextronics. It employs about 90,000 people in China alone and over 10,000 in the U.S., most of whom actually make things (hundreds of different electronic products sold under other companies’ names). After many mergers and acquisitions, plus organic growth, Flextronics ended up with 80 different HR systems around the world – Asia, Middle East, Europe, North and South America. The initial direction of HR and IT was to centralize on a traditional installed system, but they ended up picking SaaS delivery instead. Although still a work in progress (20+ more countries to go), come hear how it’s going and the challenges of globalization.

Job Boards – Valued 21st Century Partners or RIP?                  
Moderator: Gerry Crispin, Co-Founder and Chief Navigator, CareerXroads
Doug Berg, Founder & Chief Recruiting Geek, Jobs2Web
Shannon Seery Gude, VP, Client Services, Hodes
Aaron Matos, Founder & CEO, Jobing.com
Ray Schreyer, Staffing Director, IBM
Peter D. Weddle, Founder, WEDDLE’s, CEO, International Association of Employment
      Web Sites

Wednesday, September 29 • 11 a.m. - 12:15 p.m.
Hard data suggests job boards as a source of hire peaked in the last decade. But are they in decline or just in a state of metamorphosis? Will they become the newspaper classifieds of the 21st century – doomed to lose out to the next great thing – or be agile enough to adapt? It may mean adopting social media, relevant career content plus new services to attract the best job seekers and open employers’ purse strings. This panel of industry players, staffing leaders and opinion-makers will face off with each other and include you in discussing these and other critical Recruiting issues.

Participants to be announced

Wednesday, September 29 • 11 a.m. - 12:15 p.m.

There will be up to four breakout sessions over two days, each featuring only two vendors, demoing their live software to another scripted scenario. Judges will still keep everyone honest, and you can still vote for a winner. Come save yourself months of research and sales pitches and learn. The final contestants will be chosen in August.

Luncheon Entertainment by The Second City

Enjoy Chicago's famous comedy troupe – The Second City – birthplace of so many “Saturday Night Live” stars, as it applies its unique blend of social and political satire and improvisation to the worlds of HR and HR technology.

Oracle Talks About Its Next Generation HCM
Gretchen Alarcon, VP, Global HCM Strategy, Oracle
Bill Kutik, Conference Co-Chair

Wednesday, September 29 • 3:15 - 4:30 p.m.
Soon after acquiring PeopleSoft (and its acquisition, JD Edwards), Oracle committed itself to creating a next generation software suite that included HCM and would incorporate the best features of all the products it owned. CEO Larry Ellison gave a short preview of what that HCM looks like at last year’s Oracle Open World (OOW) user conference. Now on the heels of this year’s OOW in September, VP Gretchen Alarcon, the person most responsible for the development of this new HCM, will discuss it with Bill Kutik in a one-on-one interview plus show more of it to you.

State of Nebraska Takes the Trail to Talent Management
Cindy DeCoster, AAII-Administrative Services, State Personnel, State of Nebraska
Dovi Mueller, HR Administrator, State of Nebraska
Adam Miller, President & CEO, Cornerstone OnDemand

Wednesday, September 29 • 3:15 - 4:30 p.m.
Public sector organizations – local, state and federal – comprise the largest employment sector in the U.S. They may use different HR terms and budgeting processes, but their challenges are not so different from corporations’. Take the State of Nebraska. The Personnel Department (yes “personnel”!) supplies services to 20,000 employees in 80 different agencies. And no surprise: Each agency has historically handled HR differently! The governor wanted administration to be more like the best of the private sector — with efficiency and transparency — and, as a former state treasurer, he believed that technology could enable that. After nearly two years of discussions, including a year-long vendor selection, he put the department on the path to Talent Management. Hear how it’s done in the Great Plains.

Get the Best Advice on Social Recruiting!
Doug Berg, Founder, Jobs2Web

Wednesday, September 29 • 3:15 - 4:30 p.m.
For 12 years, HR Technology® has had two primary rules: No speaking slots sold to vendors and no vendors presenting alone. For the first time we are breaking the second rule, because we haven’t met anyone who matches Doug Berg’s insight, experience and savvy at putting together all the Web 2.0 pieces that go under the collective name “Social Recruiting.” Sometimes it seems recruiters and staffing directors are talking about nothing else these days – at conferences, classes, webinars and in white papers. Finally, you can learn the specific methods and strategies that have worked – and those that haven’t – backed by metrics to prove it!

Thomson Reuters Does Payroll the Same Way!
John Kelso, VP, Global Process Organization, Thomson Reuters
Andrew Pearson, CEO, Patersons HR and Payroll Solutions

Wednesday, September 29 • 3:15 - 4:30 p.m.
Thomson Reuters used to pay its 56,000 employees in 95 countries in every imaginable way, using 50 different payroll providers operating under 102 contracts. Needing to consolidate following the merger of Thomson and Reuters, and already using an on-premise ERP for payroll in their largest locations in the U.S. and the U.K., Sue Wines was faced with the expense of buying an additional payroll license for every country, including places like Lithuania, Sri Lanka and Nigeria, where the company has fewer than 10 employees. So Wines went with an outsourced solution delivered by SaaS. She’s creating a data warehouse for a fully integrated solution (90 countries with the outsourcer), but that is in line while Thomson and Reuters sort out having almost no internal systems in common!

The Great Service Delivery Debate:
SaaS, Shared Services or Outsourcing?
Moderator: Frank J. Casale, Founder & CEO, The Outsourcing Institute
Phil Fersht, Founder & CEO, Horses for Sources
Lowell Williams, Executive Director, Global HR Services, EquaTerra

Wednesday, September 29 • 3:15 - 4:30 p.m.
Your choices for delivering HR services may be more than you’ve ever imagined, no matter what size your company. Starting with an on-premise HRMS, some companies have moved to a Shared Service center, and then fewer to HR Outsourcing – for one process or many. Others have moved to SaaS. As sourcing advisors and analysts, Phil Fersht and Lowell Williams have advised hundreds of clients between them about which direction to take. Or another alternative they haven’t told us about! But now they will tell you, in a debate that will shed light on this perennially controversial subject and maybe generate a little heat, too.

Participants to be announced

Wednesday, September 29 • 3:15 - 4:30 p.m.

There will be up to four breakout sessions over two days, each featuring only two vendors, demoing their live software to another scripted scenario. Judges will still keep everyone honest, and you can still vote for a winner. Come save yourself months of research and sales pitches and learn. The final contestants will be chosen in August.

The Great Technology Debate: Naomi Lee Bloom and Jim Holincheck
Naomi Lee Bloom, Managing Partner, Bloom & Wallace
Jim Holincheck, Managing VP, Finance, HCM and Procurement, Gartner

Thursday, September 30 • 8:45 - 10 a.m.
Yes, the world’s two leading experts on HR technology – and the longest veterans of our renowned former Analyst Panel – will face off on the hottest issues of the day. If held today, it might include such issues as how PeopleSoft Enterprise and Oracle EBS customers should think about their application strategy – especially after seeing Oracle’s demo of its next generation HCM the afternoon before. What is “true” SaaS and does it matter? Will it be the only form of service delivery in the future? Have organizations been implementing Talent Management the right or the wrong way? What is the real deal with Workforce Analytics and Planning? But who can really say what the questions will be in September? Come find out and even ask one yourself!

Talent Management System Vendors:
Leaders and Laggards in Customer Satisfaction
Josh Bersin, CEO, Bersin & Associates
Barb Arth, Principal Analyst, Bersin & Associates

Thursday, September 30 • 11 a.m. - 12:15 p.m.
For the second year in a row, Bersin & Associates has surveyed hundreds of organizations to determine their level of satisfaction with their Talent Management systems. The study, which again debuts at the conference, focuses on specific product, vendor and implementation factors that drive customer satisfaction. Last year, most users were only moderately satisfied and one-third were outright dissatisfied with their vendors. Find out which vendors are up and down this year in customer satisfaction across a range of measures including: functionality, performance, usability, implementation, integration and support. But beware: Names will be named.

Bobcat Constructs Competency Models
Brian Formato, Global Director, Communications and Capability, Bobcat Company
Paul R. Daoust, Interim President and CEO, Salary.com

Thursday, September 30 • 11 a.m. - 12:15 p.m.
HR has been hearing about the desirability of competency models for more than 20 years, and the necessity of them for Talent Management for the last seven. Do you imagine smokestack industries are laggards? Not Bobcat, the famous maker of compact construction equipment for home-owners and landscapers. Now part of parent company Doosan and its Infracore Construction Equipment division, Bobcat shrank in the recession but still has 8,500 employees — white and blue collar — around the world and is growing again. Brian Formato will tell you how he developed and rolled out critical competency models (yes, several) to improve development and performance coaching throughout the year.

Blogger Insights             
Moderator: Kris Dunn, VP HR, DAXKO, blogger for The HR Capitalist and Fistful of Talent
Panelists to be announced

Thursday, September 30 • 11 a.m. - 12:15 p.m.
There must be 200 HR bloggers, and people have a mistaken notion about some of them: That they are simply self-appointed experts, many too young and lacking any real-world HR experience to back up their often vociferous opinions. While that may be true of many of them, others are VPs of HR (like moderator Kris Dunn) or run HR systems for major organizations or even direct their own HR consulting firms. What is true about all of them is they bring a “next-generation” perspective to HR – and some to technology – that is important to hear. So we’ll be gathering some of the best of the bloggers to talk with you about Social Media, which is their favorite topic because they live it!

Getting the Most Out of Workforce Planning                
Moderator: Brian Kelly, President, Inform Business Impact – North America
Rupert Bader, Director, Workforce Planning, Microsoft
Penny Meier, VP, Workforce Strategy & Planning, Ameriprise Financial
Prasad Setty, Director, People Analytics & Compensation, Google

Thursday, September 30 • 11 a.m. - 12:15 p.m.
HR’s chattering classes – analysts, academics, vendor marketers and even practitioners – agree that Workforce Planning is the next hot item on the strategic HR agenda. Perhaps even the new first application of the Talent Management suite. The fact that many have been saying this for so many years without a large increase in adoption indicates some of its problems: defining what Workforce Planning is, creating long-term plans and communicating the results to senior management. But these leading-edge practitioners have managed all that and will tell you how to launch, manage and derive value from a Workforce Planning system and make it integral to your organization’s success. And they certainly won’t all have the same answers.

Novartis Takes the Clicks Out of Recruiting
Maureen C. Solero, SPHR, Head of Global Staffing, Novartis Pharma
Rudy Karsan, CEO, Kenexa

Thursday, September 30 • 11 a.m. - 12:15 p.m.
Pharma giant Novartis, based in Switzerland with almost 100,000 employees around the world, recruits diverse talent globally, from scientists to marketing employees. When Novartis was required to deliver a significant increase in its hiring results, the team developed some innovative ways to source and hire talent – especially within the firm’s high growth markets of Asia and Latin America. Maureen will tell you how she and the global team re-designed the navigation of the Novartis career website, created an award-winning employee branding program and implemented a recruitment scorecard to measure results. She will also tell you how they improved the candidate experience, including a focus on sourcing through social media and eliminating half the clicks needed to use their career website – a great example of less really being more.

Participants to be announced

Thursday, September 30 • 11 a.m. - 12:15 p.m.

There will be up to four breakout sessions over two days, each featuring only two vendors, demoing their live software to another scripted scenario. Judges will still keep everyone honest, and you can still vote for a winner. Come save yourself months of research and sales pitches and learn. The final contestants will be chosen in August.

Fourth Annual Talent Management Panel:
How Talent Management Failed and How to Fix It!     
Moderator: Jason Averbook, Co-Founder & CEO, Knowledge Infusion
James Dwyer, VP, HR Operations & Service Delivery, MetLife
David Klein, Manager, Coworker Services Technology, CDW
Veronica Newton, VP, HR Information Solutions, The McGraw-Hill Companies
Michael Peterman, Director, HR Administration, Four Seasons

Thursday, September 30 • 1:45 - 3 p.m.
Too often other conferences highlight the bright, shiny successes of practitioners, smoothing out every road bump and ignoring all the wrong turns. This panel is different: Every member believes their Talent Management initiative has in some fashion failed – either in what has been delivered to the business, including decision support and a truly unified approach, or some other way. Some have recovered; others are on that road; and maybe one will admit to you why it’s still stuck. After seven years of talking about integrated Talent Management as the best thing since sliced bread, it’s about time for a reality check. Come get a dose of reality and lessons on how to avoid real mistakes.

Tenet Healthcare Uses New Assessments to Reduce Nursing Turnover
Joe Gage, VP, HR Hospital Operations, Tenet Healthcare
Gabriel Goncalves, CEO, PeopleAnswers

Thursday, September 30 • 1:45 - 3 p.m.
As a company, Tenet Healthcare has had its own unique share of problems since the ’80s. But as the owner of 50 hospitals with 60,000 employees, it shares the challenge of every entity providing healthcare: finding, attracting, assessing and retaining nurses. Joe Gage targeted reducing nursing turnover as a major goal that would benefit both patients and doctors. Obviously that starts with hiring the right applicants. Unlike some other assessment methods, Tenet generated its test by administering it to incumbents and correlating results with medical outcome data. Not all industrial/organizational psychologists agree with that method, so see for yourself how it worked for Tenet and if it might work for you.

Twitterversity
Professor: Laurie Ruettimann, SPHR, Punk Rock HR blogger and columnist for
The Conference Board

Thursday, September 30 • 1:45 - 3 p.m.
Twitterversity is a training class, not a demonstration, led by famous Punk Rock HR blogger Laurie Ruettimann and assisted by Gen Y and Gen X HR practitioners and consultants. They will teach you everything you’ve always wanted to know (but may have been afraid to ask) about the amazing micro-blogging and communication channel Twitter. Bring your fully charged, WiFi-equipped laptop (we may even provide some), and you will sign up as a member, learn tricks to find and follow the best HR technology people “tweeting,” create your own “tweets” and control who reads them (if you like), “re-tweet” worthy messages…the whole shebang. Walk in a newbie and step out a pro, perhaps with some new “tweeps.” You’ll even learn what that word means, too, and how to turn them into “peeps” right at the conference!

Comcast Does HCM the Traditional Way
Michael V. Molinaro, VP, HR Operations, Comcast
David Ludlow, VP, Suite Solutions Management, SAP

Thursday, September 30 • 1:45 - 3 p.m.
Stories of small, even mid-size companies, handling all their HR processes on Word docs and Excel spreadsheets are commonplace. But the idea of Comcast – the country’s largest cable provider, owner of eight cable networks or channels and two professional sports teams – doing it that way until 2007 for 97,000 employees boggles the mind. A traditional and privately owned company, Comcast didn’t like the idea of anyone else owning its data (after using a hosted Recruiting vendor) and went with an ERP and on-premises installation. After looking over the Talent Management suite vendors, it decided SAP’s HRMS and the integration the ERP offered among all those apps was too powerful a combination to pass up. In a world dominated by talk of SaaS, come hear how one giant did it the traditional way.

Expert Discussions

Thursday, September 30 • 1:45 - 3 p.m.
Five experts, all previous members of our famous Analyst Panels, will host separate, group discussions and Q&A sessions focused on their favorite topics and hopefully yours, too. Gather your team, create your most burning questions and take part. One of your fellow attendees may have a question you should have thought of or even an answer that our experts don’t! Naomi Lee Bloom will talk the convergence of HRMS and Talent Management systems. Workforce Planning will be Jim Holincheck’s topic. IDC’s Lisa Rowan will focus on Benefits Administration. Josh Bersin will discuss Performance Management. Jason Corsello, VP of Knowledge Infusion, will outline his research project on what makes companies great at managing talent.

HR BPO Lives On With Kraft and IBM
Brenda Sural, Director, HR Portal and Contact Center, Kraft Foods
Guy Heiser, HR CTO, Managed Business Process Services, IBM

Thursday, September 30 • 1:45 - 3 p.m.
HR has signed fewer and fewer comprehensive Business Process Outsourcing (BPO) deals for the last two years, and IBM is one of the few providers still doing them. Brenda Sural will focus on one aspect of Kraft Foods’ multi-process contract, which will eventually cover almost 100,000 employees; half in North America, plus the new ones to be acquired with Cadbury. IBM will transform Kraft’s use of the SAP portal, allowing for more Manager Self-Service plus adding a new knowledgebase of policy and procedures. It also will take over Kraft’s call center, moving it to a facility in Manila. As with so many new model BPO deals, Sural will tell you how the business drivers for deciding on BPO were to transform HR, reduce costs and allow the remaining HR department to have a more strategic focus. Plus she’ll share how it’s all working out.

Participants to be announced

Thursday, September 30 • 1:45 - 3 p.m.

There will be up to four breakout sessions over two days, each featuring only two vendors, demoing their live software to another scripted scenario. Judges will still keep everyone honest, and you can still vote for a winner. Come save yourself months of research and sales pitches and learn. The final contestants will be chosen in August.

Awesome New Technologies for HR

Thursday, September 30 • 4 - 5:15 p.m.
It had to happen. Our most popular breakout session for the past three years has grown into a general session and been renamed: abandoning the baby boomers’ favorite adjective “Cool” to take on the cloak of the millennial’s “Awesome.”  But its purpose remains the same: To blow your mind (ah, boomer talk again) with live demos of the most awesome new HR software products we can find in all categories. HR software vendors from around the world are sending us their launch announcements weekly and giving us WebEx demonstrations. But we don’t end the search until early September, when the Final Four (or five) products will be announced. Some may be bleeding edge, but others will be available immediately to help you get the job done in ways you might never have imagined.

Being Global – Lessons From Executives Already There
Moderator: Karen Beaman, Founder & CEO, Jeitosa Group International
Jim Grossett, SVP HR/CHRO, Agrium
Thomas Otter, Research Director (Europe), Gartner
Carol Spitz, VP, HR Systems, The McGraw-Hill Companies
Robb Webb, SVP HR/CHRO, Hyatt

Friday, October 1 • 9 - 10:15 a.m.
Being successful in a global environment requires a careful and creative balance between local business needs and practices and global business goals and strategies. This is particularly true for global HR, with the multitude of HR, Benefits and Payroll customs, regulations and legislation around the world. While there is no one right way to do business globally, there are leading practices to be gleaned from organizations that have done it successfully. In this panel, global HR executives and experts will share their real-life experiences balancing global and local needs — and answer your questions about creating a win-win solution for your organization.

Cisco Changes Compensation Twice!
David Adent, Director of Compensation, Cisco
Tim Clifford, CEO, Workscape

Friday, October 1 • 9 - 10:15 a.m.
Traditionally, Cisco — like a few other high-tech companies including Google and Dell — has tried to build its own internal systems rather than buy packages. While that has been changing in recent years, Cisco had been using various internal solutions for Compensation, including one covering global stock planning for 6,000 managers in 65 countries. David Adent has quite a story to tell about Cisco deciding to scrap its PeopleSoft HRMS and all internal systems at the same time and to centralize the company on Oracle. Of course, all the managers wanted the Comp process to be exactly the same as it had been before. Hear how he solved this problem and others, and consolidated all his processes on a single solution.

Data Integration Is Technology’s Challenge
Jac Fitz-enz, CEO, Human Capital Source

Friday, October 1 • 9 - 10:15 a.m.
Legendary HR pioneer Jac Fitz-enz, acknowledged worldwide as the father of Human Capital strategic analysis and measurement, has come up with another great idea. Apparently, only mathematicians do their best work by the time they’re 23. The idea isn’t completely new, but making it happen will be. Jac wants to integrate human, customer and financial data (HCF) to provide executives and managers with a new system of analytics. One that applies both accounting and statistical methods to reveal the interactions and interdependencies across these domains. By conference time, he promises a demonstration model of how HCF was created and works, including the value it can quantify. Come see if Jac did it again!

Popeyes Does HRMS as Many Ways as Chicken
Stan Stout, Chief People Services and Technology Officer, Popeyes
Bill Hicks, CIO, Ultimate Software

Friday, October 1 • 9 - 10:15 a.m.
Popeyes Louisiana Kitchen is a heavily franchised chain that believes in offering HR services to the 1,800 outlets it does not own. Stan Stout is a veteran of the HR software world, a 10-year employee of mainframe vendor MSA, acquired by Dun & Bradstreet (D&B). When he started at Popeyes in 1995, HR ran on D&B Series E payroll (the former MSA) with no HR. Later, the chain bought Lawson and then PeopleSoft Version 5.0, all on-premise, of course. Then Popeyes signed with Ceridian for full outsourcing with nothing on-site, except data entry. Finally, seeking more flexibility and with Stan fully in charge, the chain acquired a SaaS solution for HR and payroll. Whew! If you have any questions about which way to go, come ask Stan, who has done it every which way.

The Great Recruiting Debate:
Companies Have Always Treated Candidates as Second Class Citizens.
Why Promote Them Now?
Elaine Orler, President & Co-Founder, Talent Function
Gerry Crispin, Co-Founder & Chief Navigator, CareerXroads

Friday, October 1 • 9 - 10:15 a.m.
The diversity of Recruiting has led to the birth of more experts than in any other HR function. But two of our favorites have long been Elaine Orler (back for her eighth year in a row under three corporate flags, now her own) and Gerry Crispin (four years, but who’s counting?). If you’ve never heard them argue about Recruiting before, you’re in for a treat. Were the debate held today, their questions would revolve around the candidate experience: While certainly more polite, treating candidates better costs more money. Why spend it? Most companies never have and have done fine. Now with so many people out there, where’s the corporate ROI in doing that? Like the economy, questions will certainly change by show time, but not the knowledge and spirit of the debaters.

Keeping Talent Management Simple
Marc Effron, President of The Talent Strategy Group and co-author of his third book,One Page Talent Management: Eliminating Complexity, Adding Value (Harvard Business Press, May 2010). 

Friday, October 1 • 10:30 - 11:30 a.m.
You’ve invested heavily to build a competitive advantage through talent, including the implementation of new technologies that are intended to help make this happen. Yet despite these efforts, you still don’t have the talent quality and depth you require. To build great talent fast, you need a radical new approach. Marc Effron, a former global leader at Hewitt who has worked for and consulted with some of the world's largest and most successful companies, will show you how to revolutionize the way your company grows and engages talent. Based on classic behavioral science, the One Page Talent system eliminates complexity and adds value to your talent-building and to the systems you may already have in place. The result? Simple, easy-to-use processes that build better talent faster.