11th ANNUAL INDUSTRY ANALYST PANEL:
Today’s Technology Trends and Predictions
Naomi Lee Bloom, Managing Partner, Bloom & Wallace
Jim Holincheck, Managing VP, Gartner
Lisa Rowan, Program Director, HR and Talent Management Services, IDC
Zach Thomas, Senior Analyst, Forrester Research

Thursday, October 16, 8:45 - 10:00 a.m.

Industry analysts are among the smartest people we know about HR technology. Their full-time jobs involve visiting and questioning end-users and vendors, plus reading and writing about the most critical technology issues you face. Hundreds of large corporations subscribe to their advisory services for five-figures a year. HR Technology® is the only public conference that brings them together so you can hear their thoughts on current technology trends and their predictions for the future. Join them for this 11th Annual conversation and always exciting and enlightening argument.

The Industry’s First Talent Management Shootout

The Second Annual Talent Management Panel
Moderator: Heidi Spirgi, President, Knowledge Infusion
Cassie Fireman, VP Talent, Echelon Resorts
Bill Ingham, Director, Global Talent Management, The Clorox Company
Sharon Hertle, VP, Talent Mobility & Career Opportunity, Intuit

Wednesday, October 15, 11 a.m. – 12:15 p.m.

Too many people are forgetting that Talent Management is not just a set of applications, but a means to an end. That end is improving business performance through managing talent better, which ultimately is done not by HR but by executives and managers. While automating performance appraisals, succession plans and training administration are certainly good ideas, they are only first steps along the path, which starts with having a strategy. Our Second Annual Talent Management Panel will start off with a brief primer on the topic, after which you’ll hear from three senior HR executives – specializing in consumer goods, hospitality and
technology – who have all started down the Talent Management path. They will share their thinking, process and use of these applications to help you plan your own strategy.

Let’s Finally Get Cracking on Workforce Analytics!
Al Adamsen, President, People-Centered Strategies LLC

Wednesday, October 15, 3:15 – 4:30 p.m.

For years, we’ve been looking for just the right expert to offer you a tutorial on Workforce Analytics, though it’s probably not as long as you’ve been nagged about doing them back at the office. Then we saw Al Adamsen give a short webinar and knew he was the guy. He will start you at the beginning (how do you define this sometimes esoteric subject?); explain the problems it can solve and the benefits you can gain; detail the technologies, processes and people you’ll need to do it; and show you the deliverables and insights that you can gain. Using his experience working with Charles Schwab, Ernst & Young, the Gap and many other leading companies, Adamsen will show you how to finally get the numbers that earn you a seat at the table.


What You Still Need to Learn About Performance Management
Chris Howard, VP Research, Bersin & Associates

Thursday, October 16, 11 a.m. - 12:15 p.m.

After four years at the center of our stage (and the industry’s), there is still so much more to learn when it comes to Performance Management applications — especially before deciding which one to acquire. For instance, how informed are you about the integrative nature of Performance and what are the necessary touch points to Succession, Learning Management Systems, Career Development and Pay-for-Performance within the Talent Management Suite? Your guide to the answers will be Chris Howard, Vice President of Research for Bersin & Associates, publisher of the ground-breaking 300-page report, “Talent Management Suites,” which debuted at last year’s HR Technology®. His firm, after spending another year researching its latest report on Performance Management, will be ready in October to share many of the new findings, including naming names.


HR Portal 2.0: Best Practices for an Evolving Medium
Mimi Brooks, President and CEO, Logical Design Solutions

Thursday, October 16, 1:45 - 3:00 p.m.

After a handful of appearance with Fortune 1000 clients over the years at HR Technology®, we finally decided to give Mimi Brooks a session all to herself because no one knows more about portals and, as an independent consultant, she’s a great presenter. She’ll show you how leading portals today have moved well beyond the first stage of simply providing information and employee and manager self-service. Using corporate case studies, screen captures and first-hand anecdotes, Brooks will show how portals now enhance Talent Management and workforce optimization, help align HR operations with corporate goals, provide a key access point for employees across the globe (increasing engagement and collaboration), and even help integrate your HR and ERP systems with outsourced services. If you’ve taken a breather after getting your portal to the first stage, don’t miss learning about the opportunities that lie ahead.


Public Debut of the 11th Annual CedarCrestone Report
Lexy Martin, Director, Research & Analytics, CedarCrestone

Friday, October 17, 9 - 10:15 a.m.

Lexy Martin is the undisputed queen of annual surveys of technology usage in HR. Under various corporate names and owners (starting with The Hunter Group), she has for 11 years directed the industry’s longest-running and most respected annual survey of the use of HR self-service, portals and workforce technologies – expanding the scope of the survey nearly every year. She returns for the fourth time to tell you what’s actually in use, budgeted and planned in Talent Management, Business Intelligence and many other areas. More importantly, she’ll detail the value organizations have achieved from those and other applications, including hard-dollar cost savings, and provide recommendations for the future. If you need benchmarks and insight into what everyone else is doing, she’s got them for you.

Wednesday, October 15, 11 a.m. – 12:15 p.m.

Two years ago, Hewlett Packard started creating an integrated and competency-based platform for Learning, Performance and Succession Management for its 172,000 employees around the world. HP, once famous for having the largest single instance of PeopleSoft in the world, has Learning in place and will have Performance rolled out worldwide by conference time. Next up are Succession Planning and Goals with competency-based Compensation further down the line. Come learn the best practices (and biggest problems) for creating Talent Management from one of the undisputed HR systems pioneers in the world.


CDW Doesn’t End Succession Planning at the Top
Tess Reinhard, Director of Organizational Capabilities, CDW
Lars Dalgaard, CEO, SuccessFactors

Wednesday, October 15, 3:15 - 4:30 p.m.

Succession Planning doesn’t start and end with the CEO’s six reports at CDW, the $9-billion distributor of computers and other on-line technology devices, mostly to businesses. Tess Reinhard takes it right down to the management level, including 350 positions among her 6,000 full-time employees. She knows that’s important because her employees average only 38 years old and want to know their future with the company or might leave. Until 2006, all she had was spreadsheets covering 20 positions! Now she has integrated Performance Management ratings, the employees’ own desires from their talent profiles and survey results to guide her. Find out how you can get there, too.


London’s GKN Adopts the Entire Talent Management Suite!
Cyndie Streather, Head of Remuneration and Global HR Systems, GKN plc
Dave Watkins, CEO, Softscape

Thursday, October 16, 11 a.m. - 12:15 p.m.

Headquartered in London, GKN traces its roots to an iron company started in South Wales in 1759! Of course, it’s changed names and businesses quite a few times since, most notably about 30 years ago when it exited the steel business and became a leading component supplier for cars, aircraft and off-highway vehicles. More than 42,000 people work in GKN companies and joint ventures in more than 30 countries. You’d expect a company this old to be pretty conservative, but GKN has had to be nimble to survive the centuries. In the last four years, it’s taken the deepest dive possible into Talent Management, buying and implementing literally all the applications from a suite vendor and even transitioning off its PeopleSoft 8.0 installation. In short, Cyndie Streather will tell you how she’s actually done what other companies are only talking about and other vendors are only claiming they can do.

Thursday, October 16, 1:45 - 3 p.m.

A 113-year-old communications and information technology company, Harris serves government and businesses in more than 150 countries. Its 16,000 employees, including nearly 7,000 engineers and scientists, generate annual revenue of more than $5 billion. VP HR Jeff Shuman, who reports to the CEO, found a hodgepodge of Talent Management processes when he arrived three years ago. With an emphasis first on processes and creating internal discipline around following them, he evaluated niche systems and opted for integration. He already had Recruiting and is using the same vendor for integrated Succession, Performance and soon Compensation. Come hear how he’s getting the elusive metric of “quality of hire” and making Performance more like Career Development, with employees judged against goals.


Driving Global Pay-for-Performance at IBM
Michael Fontaine, Director, Incentives Transformation, IBM
Tim Clifford, CEO, Workscape

Friday, October 17, 9 - 10:15 a.m.

Driven by a CEO mandate, IBM has spent three years transforming its compensation policies, technology and procedures to move from benefiting even its lowest performers to pay-for-performance. It started with the global bonus plan covering more than 250,000 employees and has expanded to merit reviews, off-cycle increases and new Performance Management. Michael Fontaine will review the results and changes in the 65 affected countries since the initial roll out in 2004 including, of course, how the new system has increased productivity and driven business results. If not for these, why bother?

Dow Stays Connected With Its Social Network

Wednesday, October 15, 11 a.m. – 12:15 p.m.

Like many brick-and-mortar companies that still make things themselves, The Dow Chemical Company is facing a huge number of potential retirements in the next five years and historically has lacked the flexibility to change structures to allow them to stay. With 60 percent of its 22,000 U.S. employees in manufacturing (60 percent of those hourly), Dow partnered with Kelly Services to get project-based people. But then last year, it decided a corporate social network for retirees (and others) could efficiently staff their projects and have many other benefits. Come hear how My Dow Network is now a multi-generational environment connecting Dow employees, corporate alumni, woman and retirees.


Web 2.0 in the Enterprise Panel
Gretchen Alarcon, VP, Global HCM Strategy, Oracle
Brian Gruber, VP HR, Capital One
Larry Dunivan, VP, Global HCM Products, Lawson
Jo-Anna Rubin-Berman, VP HR, Commerce Bank
David Ludlow, VP, Global HCM Strategy, SAP
Matthew Hanwell, Senior Manager, New Web Experiences, Global HR, Nokia

Wednesday, October 15, 3:15 – 4:30 p.m.

What better way to find out how companies are planning to use Web 2.0 in the enterprise than by hearing from them and the software vendors that will be enabling it? This panel features three representatives of each. It wasn’t too long ago that Instant Messaging (IM) seemed like a far-fetched idea to corporations, but now many rely on it. E-mail is too clogged and slow, and who ever answers the phone anymore, except for a scheduled call (or from the boss)? Now organizations are wrestling with how to get value from the widely used Web 2.0 technologies (social networks, RSS, blogs, Wikis, etc.) by bringing them into the enterprise. Unlike IM and even personal computers many years ago, they won’t be snuck in through the back door, but will walk in the front. Come to hear how.


Updated Great New Technologies Just for You!
Jason Averbook, CEO, Knowledge Infusion

Thursday, October 16, 11 a.m. - 12:15 p.m.

We asked our favorite Gen Xer, Jason Averbook, to update his SRO session from last year, while remembering what he once didn’t understand so he can explain it to those of us who still don’t! This year, you have the option of bringing your wireless-equipped laptop into the session, and after paying McCormick’s connection fee, work right alongside Averbook as he creates reader pages, subscribes to information sources using RSS, gets and uses Instant Messaging, joins social networks like Facebook and adds friends and applications, searches tag clouds, finds Wikipedia entries and all the other things “digital natives” are doing to be more productive and “digital immigrants” aren’t. Do you remember not having a television set? Digital natives don’t remember not having a computer! His session will usher you into the new online world of HR.


Cool New Technologies for HR

Thursday, October 16, 1:45 – 3 p.m.

Our most popular breakout session from two years ago returns with 10-minute demonstrations of new products that are the coolest things we’ve seen. You all know innovation is key to meeting the new demands on HR departments everywhere, and it’s alive and well, as you’ll see. If held today, this session would feature demos in Performance Management, Recruiting, Onboarding and other functional areas. But we’re still searching far and wide for other cutting-edge (and even bleeding-edge) technologies, including 3-D Virtual Worlds, likely to be in your future. Now you can see them all in one place.


The Growing Power of Private Social Networks
Gerry Crispin, Co-Founder, CareerXroads

Friday, October 17, 9 - 10:15 a.m.

Social networks … social networks … that’s all we seem to be hearing about in candidate sourcing these days. All too often people are talking about the wellknown public networks like Facebook, MySpace and LinkedIn, oblivious to the fact their IT departments likely won’t let them past the firewall. Instead, thoughtleader Gerry Crispin returns to explain how networks with members already connected in the real world – current and former employees, college alumni, members of professional societies – are already successfully competing with the commercial networks in usefulness. Their members are getting referrals, enhancing their careers, finding jobs or their next assignment and retaining employees.

The What, Why and How of Workforce Planning at Aetna

Wednesday, October 15, 11 a.m. – 12:15 p.m.

Yes, Workforce Planning is something else you know you should be doing, particularly with the baby boomers retiring. The good or bad news is that technology is necessary for only a quarter of the work, but the right system can help you focus on the gnarly information-gathering that technology cannot address. Melissa Cummings implemented Aetna’s newly-created Strategic Workforce Planning function, and she will take you through it all – step by step – by focusing on one comprehensive business unit case study: from concept to the detailed final plan. You won’t be surprised to hear that she started with just five key jobs, detailed the specific skills and supply challenges for each and delivered separate workforce plans for them. Don’t miss your chance to learn how to get started on your biggest challenge today.


Salesforce.com Tries to Re-Invent HR
Tudor Havriliuc, VP, Total Rewards & HR Operations, Salesforce.com
Dave Duffield, CEO, Workday

Wednesday, October 15, 3:15 - 4:30 p.m.

Salesforce.com is credited with re-inventing the delivery of business software with its Web-hosted Software as a Service (SaaS) Customer Relationship Management product. Of course, we in HR know that Recruiting vendors have been doing that for 10-15 years! Nevertheless, faced with 35 percent annual headcount growth and a highly technical and fast-moving workforce, Tudor Havriliuc is doing what most others are only talking about: re-inventing how HR works. He is well informed about that after being an HR consultant for the Corporate Leadership Council, Towers Perrin and PricewaterhouseCoopers. One telling example of his intent is that he positioned the rollout of his new HRMS as “business software,” and the words “HR” or even the department’s new name, “Employee Success,” never appeared in any communications. Come hear what else he’s doing at one of the fastest growing software companies in history.


How Rogers Communications Uses Technology to Enable Workforce Planning
Karen Jensen, Sr. Director, HR Planning & Performance, Rogers Communications
Peter Louch, Founder & CEO, Vemo

Thursday, October 16, 11 a.m. - 12:15 p.m.

Yes, another Workforce Planning case study. It’s that important. Rogers Communications is Canada’s leading cable, wireless and entertainment company. Think a combined Time-Warner, Verizon and CBS – but colder. You may still be struggling to get started, wondering whether Workforce Planning is inherently consulting, spreadsheets or its own Talent Management technology. Karen Jensen will explain how Rogers got to being able to model talent demand based on strategy, budget and workload ratios. And you’ll learn how to move beyond a static, point-in-time plan that continuously helps prioritize workforce investments based on business impact. The bad news? Financial data has to be included. The good news? You’ll get actionable insight that drives business decisions.


Gulfstream Soars to New Heights With Time & Attendance
Bill Skinner, VP & Corporate Controller, Gulfstream Aerospace
Robert E. Farina, CEO, CyberShift

Thursday, October 16, 1:45 - 3 p.m.

Fifty-year-old Gulfstream is famous for manufacturing and servicing some of the world’s most technically advanced private jets: seven models priced from $14 million to $58 million each. But when it came to workforce management of its 10,000 employees in 13 operating locations, the $5-billion company was still in the propeller age. Three-quarters of them were until recently using manual IBM time cards. Faced with 20 percent growth, Bill Skinner knew he needed to put some jets into Time & Attendance; and also add some real-time integration with other mission-critical business systems (two different ERP systems!). Not to mention optimize the workforce, control labor costs and increase efficiency. Come hear how well he succeeded, but no free samples or rides.


Creating a Dynamic Employee Portal at Hershey
Nate Douty, VP HR, Hershey Entertainment & Resorts
Walter Smith, CEO, Enwisen

Friday, October 17, 9 - 10:15 a.m.

Sorry, no free chocolate Kisses. Nate Douty heads HR, reporting to the CEO, of Hershey’s entertainment resorts division – not the candy factories. It runs the famous Pennsylvania park, two other theme parks, three golf courses, two hotels and campgrounds, a theater and a private country club. Even an 11,000-seat hockey arena and minor league club in a joint venture. Summer employment peaks at 8,000, largely blue collar. Creating a useful and dynamic portal for his workforce was certainly a challenge. Now his employees can manage all their work/life events from hire-to-retire on his new portal – appropriately, from work or from their homes. You can, too.

Wednesday, October 15, 11 a.m. – 12:15 p.m.

Whirlpool still focuses on making consumer products for the home and sells quite a lot of them, with annual revenues of $20 billion. Despite outsourcing much of HR to Convergys, Whirlpool kept recruiting in house. Tim Reynolds has the responsibility for keeping Whirlpool innovative and maximizing its productivity and profits by finding engineers and other “high-degree” people, as he calls them, all over the world, including in emerging areas. Members of his virtual HR team are in more than a dozen countries, and he is working to mine and transfer the “tribal” knowledge out of their heads into his systems. While many companies are still struggling with competencies to aid selection just in the U.S., Reynolds is creating a global competency model right down to the job level! Come sit in awe of his work.


Yahoo! Re-Creates Employment Brand and Candidate Experience
Carol Mahoney, VP, Global Talent Acquisition, Yahoo!
Ken Cushman, Director, Talent Acquisition Technology, Yahoo!

Wednesday, October 15, 3:15 - 4:30 p.m.

Everyone is familiar with Yahoo!, right? But what kind of place is it to work in and how does it treat its candidates and employees? Everyone knows Google gives free food. Three years ago, Yahoo! realized it had no employment brand so it enlisted an advertising agency to help create one. After several iterations, they decided on “How Big Can You Think?” Then more than a year ago, it started rolling the brand out around the world and re-creating its end-to-end candidate experience. Needless to say, its new candidate Web site is one of the coolest around. Ken Cushman will demonstrate it for you, while his boss Carol Mahoney will focus on the business issues of competing for talent in the toughest arena in the world.


VW Gets Very Talented to Grow 10 Times!
Mike Beamish, EVP HR, Volkswagen Group of America
Ed Newman, President, The Newman Group

Thursday, October 16, 11 a.m. - 12:15 p.m.

The Volkswagen Group of America doesn’t build any VWs or Audis. It is actually a sales and marketing organization that services and trains the privately-owned dealerships, runs a call center for owners, and maintains the financing service for them. With 2,400 employees here and in Canada, Mike Beamish got the corporate directive last year to increase U.S. sales 10 times and move the corporate headquarters. And you think you have it tough! Beamish will tell you how he reinvented his talent strategy, including branding, recruiting, competency strategies, workforce planning, retention and, of course, technology. If you’re also facing the challenges of growth, come for a practical understanding of what it really takes to meet them.

Talent Acquisition 2010: Where to Focus for Future Success
Elaine Orler, VP, Talent Acquisition Management, Knowledge Infusion

Thursday, October 16, 1:45 - 3:00 p.m.

Except for our Analyst Panelists, Elaine Orler has presented at HR Technology® longer than anyone. This will be her sixth year in a row under various corporate banners. Why? Because she knows more than anyone we know about the nuts and bolts of nearly all the recruiting systems, plus the more important big picture of Talent Acquisition strategy. And both change a lot every year, especially in 2008. Come hear her explore today’s diverse and confusing vendor landscape, including suite providers, best-of-breeds and niche specialists. She’ll tell you who is getting it right; who might have the greatest chance of success in the future; what things are still wrong; and offer predictions for new consolidations. Most importantly, she’ll tell you who can help drive your success and name their names! Isn’t that exactly what you need to learn?


United Rentals Builds e-Recruiting
Craig Pintoff, VP HR, United Rentals
Jack Coapman, VP, Product Management, ADP/Virtual Edge

Friday, October 17, 9 - 10:15 a.m.

United Rentals is the largest equipment rental company in the world, serving mostly commercial contractors with its 12,000 employees in 700 locations in the U.S. and Canada. Some of their trucks have tires as big as your house! Craig Pintoff needs to hire 4,000 to 5,000 people a year (less than half from attrition), from hourly drivers and operators to executives and branch managers. Naturally, he only had Excel spreadsheets and a homegrown candidate Web site to get this all done. Consultant Christopher DeFoe helped him design a complete transformation of United Rentals’ Talent Acquisition systems, including electronic recruiting, onboarding and integrated I-9 and background checking. If you’re in the fix he was, come hear how to fix it.

Why HR Business Process Outsourcing Is Working at Cigna

Wednesday, October 15, 11 a.m. – 12:15 p.m.

Many HR people want to hear about HR BPO deals going bad and how few new contracts were signed last year. Lowell Williams will tell you some of that (See OS2). But HR at health insurer Cigna has been outsourced and live since January 2006, and John Kissel will tell you why it’s working. Since insurance companies (and commercial banks) were among the first to automate, they tend to have the oldest technology. Kissel started with an HR system from Dun & Bradstreet Software and a Genesys payroll. Today he has PeopleSoft Version 8.9, Workscape for Benefits Administration and Authoria for Compensation Planning. With transactions covered, he’s now ready to get strategic. He’ll tell you exactly how, but more importantly he’ll explain why he believes the key to BPO success depends on the relationship with the outsourcing provider, and how he rethinks that every single day.


What’s Really Happening Now in HR Outsourcing?
Lowell Williams, Executive Director, Global HR Services, EquaTerra

Wednesday, October 15, 3:15 - 4:30 p.m.

EquaTerra Chairman Mark Hodges is living in London, integrating his sourcing advisory firms’ latest acquisition. So after five years of presenting here, he has turned the reins over to Lowell Williams, who heads EquaTerra’s global HR services group and is also the outsourcing columnist for Human Resource Executive® Magazine. You’ve probably read that times were tough last year for the comprehensive HR Outsourcing (HRO) business. Williams will tell you why and what’s really going on now in this fast-changing industry. No one is better positioned than Williams, a former HR executive, to give you the big picture of this incredibly complex and still slowly maturing business. He will objectively describe the recent and current states of the market, what is happening with new contracts and those up for renewal, and review the current top providers. He’ll tell you what’s worked and what hasn’t, and help you start thinking about various service delivery alternatives.


Lowe's Does Separate Process Outsourcing for Compliance
Aleda Howard, VP HR Syste,s, Lowe's Companies
Stacey Simpson, President, The Work Number, TALX, an Equivax Business

Thursday, October 16, 11 a.m. - 12:15 p.m.

You don’t often think of compliance as a reason to outsource processes from pre-employment to employee separation. But Lowe’s – the country’s seventh largest retailer and second largest home improvement retailer in the world with more than 216,000 employees in 1,550 stores – found that selective outsourcing was just what was necessary. VP Aleda Howard will also review some available surveys of outsourcing experiences, in addition to all the key steps Lowe’s has taken to strengthen compliance in all employment areas.

Expert Discussions

Thursday, October 16, 1:45 - 3:00 p.m.

Most of our Analyst Panelists will be hosting separate, group discussions and Q&A sessions focused on their own favorite topics and hopefully yours, too. So gather your team, create your most burning questions and take part. One of your fellow attendees may also have some answers for you! Naomi Lee Bloom will talk about what it really takes to support integrated Talent Management. Lisa Rowan will focus on HR Outsourcing in all its forms and flavors. Zach Thomas, the Gen Xer of the group, will appropriately discuss how Web 2.0 technologies are impacting HR initiatives. And Christa Degnan Manning from AMR joins us to talk about HCM.