Wednesday, September 16

12:30 PM - 7:30 PM ............................... Registration Open
8:00 AM - 5:00 PM ............................... Pre-Con Education
1:00 PM - 8:00 PM ............................... Exhibitor Move-In
1:00 PM - 5:00 PM ............................... Committees Meet
1:00 PM - 5:00 PM ............................... Board of Directors Meeting
5:00 PM - 6:00 PM ............................... Maneuvering Your Conference
– Are You Ready to Advance Your
Profession and Your Career?
So, why did you come to the IHRIM conference this year? Are you searching for a solution to a problem you have where you work? Are you here to learn from others by participating in the breakout sessions? Or maybe you came to Atlanta to party, and to get some needed continuing education credits for your HRIP, or whatever certification you are tracking these days. All of these are great reasons to come to the IHRIM Annual Conference. As a member of the IHRIM Board of Directors, James Lehman would like to introduce you to a few more. As a Certified Professional Coach, and author of the book “Maneuvering Your Career – 20 Strategies to Prepare You for Voluntary (or Involuntary) Career Transition.”, James helps people get “unstuck” in their careers and empower them to take steps either within their current organization, or prepare for the leap to the next opportunity. In this world of constantly changing jobs, restructuring, mergers, acquisitions, etc…, no one’s job is safe today. Gone are the days where you get that great job after college, and grow with the company until your retirement. How many of you know someone who has lost their job? How many times has it happened to you? What can you do to prepare yourself so you are in control, and you can make the decision on your next steps? Better yet, how can you Maneuver Your Conference? Don’t let this opportunity pass you by. James will discuss three of his strategies in this lively
6:00 PM - 7:30 PM ............................... Welcome Reception
 

Thursday, September 17

7:30 AM - 5:00 PM ............................... Registration Open
8:00 AM ............................... Exhibit Hall Ribbon Cutting Ceremony
8:00 AM ............................... Continental Breakfast in Exhibit Hall
8:00 AM - 8:30 AM ............................... Tweet Up in Exhibit Hall
8:00 AM - 3:30 PM ............................... Exhibits Open
8:30 AM -10:30 AM ...............................

General Session
Welcome
HRIS Shark Tank Part 1
- Patheer
- Sapience Analytics
- Innovation One
Keynote Presentation by Greg Williams

Greg Williams is a leading authority on technology trends and how those impact business and society. As Deputy Editor of WIRED, Greg meets the innovators, thinkers, scientists, entrepreneurs and creatives who are changing the world and writes on a variety of subjects, including innovation, technology, business, creativity and ideas.
10:30 AM -11:00 AM ............................... Refreshments in Exhibit Hall
11:00 AM - NOON ............................... Concurrent Education
NOON - 1:00 PM ............................... Grab and Go Lunch in Exhibit Hall
1:30 PM - 2:30 PM ............................... Concurrent Education
2:30 PM - 3:30 PM ............................... Refreshment Break in Exhibit Hall
3:30 PM - 4:30 PM ............................... Concurrent Education

Friday, September 18

7:30 AM - 4:00 PM ............................... Registration Open
8:00 AM ............................... Continental Breakfast in Exhibit Hall
8:00 AM - 3:30 PM ............................... Exhibits Open
9:00 AM - 10:30 AM ...............................

General Session
HRIM Foundation
IHRIM Award Recognition
IHRIM Shark Tank Part 2
- PlayerLync
- Be Work Happy US
- Sability
Thought Leader Panel with Jason Averbook

New technology promises disruption and great advances -- but is HR actually as advanced as we expected? What is preventing HR tech from more effectively impacting business outcomes? Join us Friday, Sept. 18 for this provocative conversation with Lisa Rowan, IDC, Katherine Jones, Bersin by Deloitte, and Stacey Harris, Sierra-Cedar.
10:30 AM - 11:00 AM ............................... Refreshments in Exhibit Hall
11:00 AM - NOON ............................... Concurrent Education
NOON - 1:00 PM ............................... Grab and Go in Exhibit Hall
1:30 PM - 2:30 PM ............................... Concurrent Education
2:30 PM - 3:30 PM ............................... Closing Refreshment Break in Hall
(Celebration of 2016 site)
3:30 PM - 10:00 PM ............................... Exhibitor Tear-Down
3:30 PM - 4:30 PM ............................... Concurrent Education
6:30 PM -8:30 PM ............................... Closing Reception
 

Saturday, September 19

8:30 AM - 2:30 PM ............................... Registration Open
9:00 AM - 10:30 AM ............................... General Session
10:30 AM - 11:00AM ............................... Refreshments Break
11:00 AM - NOON ............................... Concurrent Education
NOON ............................... Conference Ends
NOON - 1:30 PM ............................... Board of Directors Meeting

 

*Program Subject to Change

Educational Sessions

IHRIM’s pre-conference courses are approved for HRIP and HRCI credit.

 
Wednesday, September 16

 


People Metrics & Analytics

HR Data
Management

Talent Management Solutions

Core HR Solutions & Processes

HR Systems Project Management

HR Systems Strategy

Professional Development

Hot Topics

Open Forums

Innovations in HR Technology
8:00AM- NOON
Pre-Cons
Build a Successful Workforce Analytics Program
This 4-8 hour session is intended for HR Leaders & Workforce Analytics Managers to have a "tool set" for the critical components of building a successful Workforce Analytics Program at their company. This program was delivered at the 2014 IHRIM Annual Conference, and was the most heavily attended of all pre-conference sessions. The material will be enhanced to reflect recent developments in the field, as well as deal with several "Hot Topics" in the Workforce Analytics space: "Big Data", "Predictive Analytics" and "Talent Analytics".

Rob Eidson, Aasonn

Rob specializes in HR analytics, metrics & reporting. He brings a unique combination of background, skills and knowledge, to be able to implement a "discipline of measurement" inside HR. He is a regular speaker at conferences and a recognized thought leader in the HR analytics & metrics space.

Prior to joining Aasonn, Rob spent over 20 years at Hewlett Packard where he ultimately led the creation of HP’s Global HR analytics & reporting team, covering all aspects of the successful deployment of this team into HP and the successful roll out of tools, technologies, metrics, and standards through the late 90’s and early 2000’s. The tool sets deployed at HP were instrumental in the rapid implementation of HP’s divestiture of Agilent, and merger with Compaq. Following his "career" at HP, Rob began a "second career" in consulting with Deloitte. Based on his "been-there, done-that" experience, Rob advised other large businesses in moving them forward in their HR Analytics journey. With Aasonn, he now develops & leads their Workforce Analytics efforts.

Rob has a Bachelors degree in Math from California State University, Fresno, and an MBA, from California State University, Chico.

Building Your Business Case: Tools, How To's, Case Studies and Strategy
It’s easy to get excited when a business solution promises to improve HR operations, support strategic goals, and relieve difficulties. New technology always promises process improvements, self-service magic and increased visibility for its successful project champions. But ensuring the solution chosen is the right solution for your organization goes beyond the bells, whistles, and workflows. To ensure you understand your business requirements and have documentation to support you as you negotiate the HR technology landscape, it is imperative to look beyond the golden “halo” of new technology and match functionality with your business needs. By developing a business case founded on objective research and analysis, you can avoid being overwhelmed by too many vendors and too many promises. You’ll prepare and align the business initiative, ensure resources are adequately planned, and create a foundation of knowledge for accurate evaluation, assessment and measurement of your return on your investment. This workshop provides a wealth of information including tools and templates to conduct business analysis objectively no matter how many or what the state of collaboration of stakeholders; methods to improve relationships between stakeholders and position your team for success; and quantitative methods to ensure you are prepared for the hard questions that will build credibility and strengthen strategic executive sponsorship. The workshop begins with alignment to recent research regarding CEO concerns for 2015 – how do you determine your organization’s strategic needs, how do you correlate HR technology to organizational success, and how to position your project as a strategic advantage. Then the workshop will move into the specific processes used to conduct the business analysis, create portions of the business case, and finally how to determine the best recommendation for your organization – regardless of the type of HR technology. We’ll show you how this methodology scales up or down to fit the scope of your project. Building your credibility by building a strong business case!

Kristie Evans, HR Logistics
Kristie Evans, Managing Principal/CEO of HR Logistics, HRPMO.com and HRPMO University, is a highly sought after management consultant, speaker and educator. HRL supports clients through increased HR value by improving operational performance, aligning HR operational and business strategies, and increasing stakeholder and customer value using business intelligence, technology, and analytics.
1:00PM- 5:00PM
Pre-Cons
Project Management for HR – Is it different? YES!
Juggling deadlines, answering employee inquiries, dealing with executives’ requests – these are the everyday demands of professionals in Human Capital Management. HR has multiple demands on its limited resources, but their work is highly visible and often discounted in value. Learn how project management is different for HR projects, why it is valuable, how to do it and how it can increase your credibility with Finance, IT and Operations. This workshop gives you a high level understanding of how project management can be applied to a multitude of projects that are the responsibility of HR – especially projects involving HR technology. From system selection to upgrades to customer requests and annual compliance issues, HR technology is constantly involved in supporting, enabling, or changing the workflows of HR Operations. Learn how you can emerge as an HR hero by embracing this project management methodology and bringing clarity and logic to the ever changing HR technology landscape. This workshop will familiarize the attendee with basic project management and how it can be applied to a multitude of HR projects as well as the various project management methodologies such as waterfall, SCRUM, Agile and PRINCE. Learn the language, the buzzwords, the value and the application of project management to highly visible HR projects to enhance your credibility and career path.

Kristie Evans, HR Logistics
Kristie Evans, Managing Principal/CEO of HR Logistics, HRPMO.com and HRPMO University, is a highly sought after management consultant, speaker and educator. HRL supports clients through increased HR value by improving operational performance, aligning HR operational and business strategies, and increasing stakeholder and customer value using business intelligence, technology, and analytics.
A Workshop for Building, Justifying and Executing your HR Systems Strategy
This workshop will instruct the attendee on how to build an HR Systems Strategy. Through case studies and exercises attendees will learn each step of the process. Included will be tips on key elements to consider in building the business case for the strategy as well as best practices in executing the strategy. This session is intended for HR Professionals at an early / mid stage of their career who have never created an HR Systems Strategy.

Jacqueline Kuhn, HRchitect
With over 20 years’ experience in Strategic Planning, Systems Management and Project Management, Jacqueline Kuhn oversees strategic planning and talent management systems evaluation at HRchitect. Jacqueline holds a HRIP Certification and works extensively with IHRIM. She also served as President of the HRIM Foundation and has developed several educational courses.

 
Thursday, September 17

 


People Metrics & Analytics

HR Data
Management

Talent Management Solutions

Core HR Solutions & Processes

HR Systems Project Management

HR Systems Strategy

Professional Development

Hot Topics

Open Forums

Innovations in HR Technology
11:00AM- NOON The "Datafication of HR": Graduating from Metrics to Analytics
The demands placed on HR are changing. In the era of data, you are increasingly asked for information your Human Resource Management System (HRMS) does not provide. As organizations increasingly adopt a strategic Business Partner approach to HR, there is a growing demand for HR to move from intuition- to data-driven decision making about the workforce. Metrics are no longer enough, as leaders look to HR to provide in depth workforce insights that help achieve corporate business objectives. Learn how to ramp up from operational reporting to strategic analytics and planning. Learn about the trends shaping the "datafication" of HR and how to graduate from metrics to analytics with examples in talent retention, recruiting effectiveness, performance, total rewards, and employee movement. Plus, discover how to avoid common pitfalls in this practical session.

Steve Bamberger, Visier
coming soon
Don't Mess with my Master Data: Keys to Successful Workforce Analytics
This presentation will show how successful implementation of master data is a key to successful workforce analytics and reporting. Master data in the world of HR includes Job Data, Geography, Managers, Organization structures, and many other commonly used data elements which must be consistently implemented throughout HR, whether in the ERP, the Talent Management Solution, Learning, Compensation or Pay. Often, what is perceived as a "data quality" problem, is really a local master data problem... where consistency has not been enforced or managed. Resulting in inconsistent representations of basic data to Business Leaders. In a fun and entertaining session, we will discuss those issues, as well as some easy solutions to be successful.

Rob Eidson, Aasonn
Since 2002, I have presented numerous topics in the Workforce Analytics space at the IHRIM Annual Conference; both case studies as well as "how to's". All of my presentations are based on actual, real-life experience in the field. I have also hosted the Workforce Analytics Forum since its inception in 2006.
You SHAREit! I SHAREit! Everybody SHAREit!
How does a company with 30,000+ employees in over 40 countries, working on real and virtual teams with direct line and matrix management easily solicit and collect feedback about employee performance? Qualcomm does it with a self-built tool that is available via desktop or mobile device, 365/24 – SHAREit! Additionally, the SHAREit! feedback can be merged directly, by managers, into the online performance management and review tool. This innovative tool, developed in-house, puts control of the feedback process into the hands of employees. In place since the autumn of 2014, there have been nearly 150,000 feedback submissions. This session will include a live, real-time, demonstration of SHAREit! showing how simple it is to request and submit feedback from anywhere in the world at any time. Attendees will see how employees can effectively supply self-feedback to their manager. Then, tools will be shown that managers can use to view the feedback, along with analytics available for their further analysis. Finally, it will be demonstrated how the feedback can be seamlessly merged with the in-house built, award winning, MySource performance management and review tools. (IHRIM Project of the Year winner, 2013) During the session, it will be explained how the multi-discipline and company-wide project team developed the SHAREit! tool, then had a highly successful implementation and adoption around the world. Additionally, since SHAREit! continues to evolve, the techniques used to gather feedback about the SHAREit! tool, itself, will be shared. This will include the addition of enhancements to the tool for targeted business groups to gather specific people management feedback about how managers are being effective at managing their teams. Employee feedback about SHAREit! has been extremely positive. "First let me say excellent job with this app design. Very intuitive and easy to use." "I think it is an excellent tool and a lot more practical than the previous tool." "Awesome job on this new feedback tool, I think it was very well designed." "Great job in creating SHAREit tool. It definitely saves lots of time specially during the review period."

Marco Fiorentini, Qualcomm;
Marco Fiorentini, Manager, HR Systems, Qualcomm Inc., has 17 years of professional experience with the last 14 years focused on HR Systems.
Sam Agia, Qualcomm
Sam Agia, Staff Manager, HR Systems, Qualcomm Inc., has been part of Qualcomm’s HR Systems team for over 15 years. His key contributions focus around working with and introducing new technologies to the team and as part of Qualcomm’s HR systems.
Global Payroll - Implementing An Aggregator Model, Lessons Learned to Date
Implementing payroll is challenging all in itself, but moving to an outsourced aggregator model has its unique challenges. Hear the key lessons learned from the RFP process to implementation across 10 Asia countries. What are some of the details and considerations that should be part of your project when working with a payroll aggregator? What are some of the "gotchas" that are unique to a outsource payroll model? What are the lessons learned regarding capturing requirements? etc... You will be better prepared after hearing some real-life examples...

Joe Almodovar, AT Kearney
Joe is the Senior Director for Global HRIS and Payroll for A.T. Kearney, which is a global management consulting firm located in 40+ countries – 3200+ employees – one billion in revenue.25+ years experience in the HRIS industry as a practitioner and consultant. Past employers include Kraft Foods, Sears, Unisys, and the Hunter Group (Cedar Crestone).
Don’t Due Diligence Yourself To Death: 5 Ways to Select an HR Software Solution
You’ve got the green light and you are ready to investigate HRIS and HCM solutions for your organization. You have your list of requirements and you are ready to check the boxes and select a vendor. You quickly dive into demos, videos, webinars and read reviews until your eyes are blurry. You call references and ask for user experiences while you build your pros and cons of each system. The key stakeholders are onboard and waiting for you to give your recommendation for a system. Participants will learn how to make a decision and get off the merry-go-round of due diligence. During the selection process of an HRIS/HCM vendor, it is too easy to get caught in constant due diligence mode and waste valuable time when you could be implementing a product that will reduce administrative headaches and give valuable insight into the organization. Attendees will gain knowledge and learn tips on how to effectively evaluate HR Software Solutions for their organization. The facilitator will discuss how to determine the areas of necessity for an HR system as well as how to speak with others within the organization so they have buy in across the board. The participants will walk away with a clearer sense of how to assess software solutions and what items to take into consideration during the evaluation process. Participants will learn how to conduct needs assessment interviews, ask the vendors the right questions, conduct reference calls and navigate through the many internet reviews regarding HRIS/HCM systems.

Lauren Williams, Frontline Technologies
Lauren Williams works as a Sr. HR Specialist for Frontline Technologies and has extensive experience evaluating, selecting and implementing various organizational technologies including Time and Attendance Software, Performance Management Software, Human Capital Management Systems and Human Resource Information Systems. She is also heavily involved in employee engagement initiatives and employee rewards and recognition programs.
Empowering HR: Towers Watson's 2015 HR Service Delivery and Technology Survey Results
This reprise of a popular IHRIM sessions is fully updated for 2015 with the Towers Watson HR Service Delivery, HR Technology and HR Shared Service survey data. This year's survey highlights HR functions empowering their organizations via three key themes: making smart investments, balancing efforts and managing change effectively. Now, it’s time to make sense of it all with a truly thoughtful, well planed and integrated HR technology approach that makes the most of existing investments and helps realize the ROI that the business expects.

Amber Spinks, Towers Watson;
Amber Spinks is a senior consultant within the HR Service Delivery Practice of Towers Watson based in Atlanta, GA. Amber has over 17 years of experience and is passionate about the importance of human capital and the impact it has on the business. As one of Towers Watson’s HR Service Delivery Market Leaders, Amber is responsible for identifying, developing and leading HR Transformation engagements. Relevant Experience/Specialization Leading clients through their HR Transformation initiatives, providing both project management and subject matter expertise in the areas of HR strategy, structure and delivery Facilitating HR strategy and design workshops with HR Leadership and their teams Helping clients through the development and internal selling of the business case Educating on the competitive landscape for HR technology (with extensive knowledge of Workday) Consulting on governance and change management — both planning and execution Benefits administration and healthcare exchanges Amber’s client base spans all sizes across numerous industries including manufacturing, utilities, healthcare, financial services and higher education. Prior to joining Towers Watson, Amber was an account executive at Workday where her primary focus was fostering relationships with key decision makers, while promoting the value of Workday. Amber’s career began at Aon Hewitt, where she spent 15 years consulting in the areas of Talent Management, HR Effectiveness, Health and Welfare Benefits Delivery and Exchange Solutions. Education and Professional Qualification Amber graduated from Florida State University with a B.S. in Management Information Systems.
Chris Partin, Towers Watson
Chris is the Southeastern Sales and Marketing Leader within the HR Technology practice of Towers Watson. He is a trusted advisor to large and complex organizations and leverages his deep understanding of technology to enable improved HR service delivery . Well versed in SaaS-model software and HR Technology in general, Chris often consults with clients related to cloud-based talent software, as well as specific point solutions to enhance talent management and compensation processes. Chris provides expertise in integrated Talent and Compensation Management platforms, HR Portal/Intranet Strategy, and Total Rewards communication. Chris is an active member of many HR Technology industry groups and forums. Throughout his career, Chris has led many high-profile projects around enabling HR service delivery, talent management and compensation technology, as well as recruiting and new hire onboarding initiatives. Many of these projects involved improving current HR processes -- or designing new, more efficient ones -- by implementing best-in-class technology solutions and proven HR Service Delivery methodologies.
Caveat Emptor - Raising Your HR Technology Market IQ
Do you wander through the Expo Hall dazed and confused? Are you there just to pick up the free gifts? The pace of development combined with competitive shakeout has made the HR technology market very volatile. Attend this session and become HCM market-savvy; understand the software categories, market trends, who the vendors are in which areas, who bought whom since last year and who’s been reincarnated with a new brand, what the latest developments are and how they can impact your selection and implementation process. Become a smart consumer!

Freddye Silverman, Silver Bullet Solutions
Freddye Silverman, HRIP, Principal at Silver Bullet Solutions, has been in the HRIS field since 1986. Besides consulting and extensive practitioner experience, she has been an adjunct professor in HRMS, has made many presentations and published articles on related topics both in the U.S. and abroad.
HR Technology - World Domination and the Tie That Binds
Those of us who work in this industry have been given an important charge, and many of us don't even know it yet. HR Technology is one of the only professions that has the complete ability to unite the future workspace, transcending languages, borders, cultures and everything other barrier Earth can throw at it. After all, the one commonality shared by every organization across the world is people, and ever-increasing accessibility of technology means that the way we account for those people can be consistently accomplished regardless of where in the world they're located. In this collaborative session, I'll work with the audience on simulating world domination. What does that mean? How can HR Technology break down those barriers? How can we stop hiding behind minor differences like privacy laws and recognize how much we have in common? The truth is, the industry has traditionally lagged behind in making that a reality. Software vendors have developed their capabilities in their home country, extending functionality to other countries only by necessity (market demand). Last year showed signs that these trends were starting to turn. Vendors such as Fairsail made their intentions clear about their desire to address the global marketplace. Workday was translated into more languages and started to make a major splash in Europe. Industry conferences in Europe and Australia started bringing together vendors and practitioners that seemed energized to build out the industry on a global level. Companies themselves, who had traditionally made excuses about their borders when it came time to standardize their processes and their data, finally sat down to make that happen. There's still plenty of work to be done - progress to be made. This year, my personal quest is to determine just how challenging the task ahead will be, and to start identifying the ways and the players to affect change. One way I'll be doing just that is by using India, and the way they handle HR Technology, as a case study. That research will culminate in a speech I'll be delivering a SHRM Technology audience in Mumbai. From there, I will continue my global analysis of the HR Technology market, wrapping up with this IHRIM session. In this fun and engaging session, I'll be using a presentation representing a map of the world whereby attendees will help me spread the phenomenon that is their industry.

Jeremy Ames, Hive Tech HR
Jeremy Ames is a leader in the HR Technology space. He is CEO of Hive Tech HR, a Massachusetts-based consultancy that services the lifecycle of HR technology, from creating a business case for a system, to selecting, implementing and enhancing technology to meet the business needs. Hive Tech works with US Domestic as well as global companies, and also partners with select software vendors to help implement their HR systems. Prior to founding the Hive Tech, Jeremy Ames was a Team Lead at NuView Systems, Senior Software Engineer at Fidelity Investments and International Systems Consultant at Maximus. He is the former CFO on the Board of Directors of IHRIM and member of the SHRM HR Management and Technology Expertise Panel. He is co-founder of upcoming WorkSpaceNext and has run the #HRISChat Tweetchat. Jeremy Ames holds a bachelor's degree in International Business from Washington University and an MBA from Clark University.
Strategies and Tools for Data Quality Success The Personalization of Employee Learning Through New Innovation
In the war for talent, corporations are struggling to not only attract employees with the right skills, but to retain them. A strong employee learning and development program, customized to fit the needs of today's workforce , is more important today than ever before. This is increasingly challenging as companies have had to adjust their curriculum and resources in order to serve upcoming generations of workers, including millennials and Generation Z. In addition, new technology has changed the relationship that companies and employees have when it comes to learning. Training courses, tutorials and information is readily available on tablets, smartphones and wearable technologies that didn't exist a decade ago and this pool of knowledge is accelerating faster every day. This presentation will explain the role of technology in servicing your learning objectives and give you strategies that will enable you to better tailor your content to support your current and future employees.

Dan Schwabel, WorkplaceTrends.com;
Dan Schawbel is the Founder of WorkplaceTrends.com, a research and advisory membership service for forward-thinking HR professionals at companies such as Sodexo, Enterprise, DreamWorks, Ericsson and Intuit. Schawbel is also the Managing Partner of Millennial Branding, a Gen Y research and consulting firm that has worked with companies like EY, American Express, Deutsche Bank and Oracle. He is the New York Times and Wall Street Journal bestselling author of Promote Yourself and the #1 international bestselling book, Me 2.0, which combined have been translated into 15 languages. He's spoke at the annual conferences of SHRM, ATD, Conference Board, and HCI.
Charles DeNault, Saba
Charles DeNault is the Senior Director of Product Marketing at Saba, responsible for researching solutions and educating customers on Saba’s learning and talent management products. At leading industry events such as the CLO Symposium, Workforce Live, and HR Tech Europe, Charles has spoken on a variety of topics including employee engagement, coaching and development, and social learning. Several of his articles have been published in Inside Learning Technologies, HR Grapevine and Saba’s Talent Talk website. Prior to Saba, Charles defined and launched learning and collaboration solutions at SuccessFactors, WebEx, and Apple. Charles has a B.S. in Mathematical and Computational Sciences and an M.S. in Operations Research from Stanford University.
1:30PM- 2:30PM Telling Stories About Data: Real-Life Hurdles to Success in HR Analytics
It is clear that hard facts, data, and analytics are the language of today’s business leaders. From sales revenue optimization to just-in-time supply chain management, functions across the enterprise are using numbers to transform their approach to business execution. With unparalleled access to information – billions of data points sit within HRIS, talent, financial, and operational systems – HR has a similar opportunity. Armed with high quality metrics, issue-specific analytics and strategic workforce plans, HR professionals can approach traditional talent management tasks – talent acquisition, development, engagement, performance, and retention – with a fresh set of insights. Yet, getting an analytics program off the ground can be fraught with hurdles, from poor quality data to manager suspicion of what the numbers might mean. For every step forward, we often find ourselves taking two steps back! In this session, Mick Collins will share real-life stories drawn from 10 years of partnering with leaders (and laggards!) in HR analytics. For example, why did one organization have too many high-performers? And why wouldn’t business leaders at another firm look at their diversity data? The stories illustrate both the challenge and opportunity facing HR practitioners in building an internal capability for analytics and engaging external stakeholders in the utilization of data. Mick will also weave in examples of how to overcome each hurdle, thus moving further along the road to analytics maturity.

Mick Collins, SuccessFactors
Mick is currently the head of a global Sales Acceleration team responsible for supporting the SuccessFactors Workforce Analytics & Planning product. In this capacity, he divides his time between product strategy & marketing, sales enablement, prospect & customer engagement, alliances, and thought leadership. With 10+ years of experience in analytics & planning, Mick has delivered hundreds of presentations on how organizations can build their capabilities for data-driven decision-making in HR.
Successful Strategies for Establishing & Sustaining Global HR Data Governance
This presentation will show how to create and sustain a successful HR data governance program at a large, global organization. HR data governance encompasses the processes, organization, and technology to ensure that workforce data meets enterprise standards for quality, Effective data governance creates trust in workforce data and improves decision-making with analytical insight. Learn how General Mills built an enterprise data stewardship organization and how they empowered this organization with technology to improve visibility into data quality issues.

Melissa Vogel, General Mills;
Brian Regan, DMR
coming soon
How to Train and Retain the New Generation with Mobile Collaborative Video
At a time when employee engagement is at an all-time-low, training initiatives that foster collaboration and easy content sharing are mission-critical. But all of these are hard to deliver when lack of bandwidth, buffering delays and even easy access to a desktop computer stand between you, your eLearning content and your employees. Learn how teams across the NFL, NHL, MLB and NBA, along with Red Robin, Chipotle, Bridgestone, Starz and other large organizations have bridged the chasm created by bandwidth and geography with technology that harnesses the power of video and enables true mobility. These groups are delivering immersive learning that intuitively and comfortably blends work and personal experiences. Based on the paths and progress of these successful and highly competitive organizations, we will demonstrate how you can optimize tablet-based learning systems and how to maximize its effectiveness. Learn how video collaboration, feedback and review protocols made uniquely possible through high-definition video compression can improve your training program, and increase productivity, engagement and retention.

Bob Paulsen, PlayerLync
As co-founder and CEO of PlayerLync, Bob Paulsen has had an up-close view of championship training strategies and tactics for pro-sports teams and large corporations with dispersed workforces. Paulsen has a keen understanding of the organizational behaviors that contribute most to highly engaged employees and programs that cultivate learning, leadership and superior team results. Bob has over 18 years of innovation and leadership within the converging communications marketplace. His world-class management, financial and sales skills helped him build the “Fastest Growing” small company and sixth largest Internet service provider in the Denver area.
The Art and Science of HR Service Delivery
HR is ultimately responsible for attracting, retaining and developing the organization’s talent. HR leadership is constantly challenged to deliver these services at the lowest costs. In addition to cost, there are also known barriers to making changes such as limited resources and skill sets, the demand of everyday work and generally being stuck in the mindset of "this is how we’ve always done it." There is an art and a science to how HR leadership chooses to align people, processes and technology to deliver these services. And this is why every organization has to find the approach that works best for its culture and business needs. This session will focus on how to determine and implement the right HR service delivery approach for your organization. We will focus on assessing the need, determining the gap, developing a roadmap and implementing the vision. Along the way, we will discuss diagnostic tools, best practices and lessons learned from helping many different sized organizations transform people, processes and technology into the appropriate service delivery model.

Tara Morey, Findley Davies;
Tara is a senior consultant with Findley Davies. She has 18 years of experience in HR Service Delivery in both corporate and consulting positions. Tara became a Certified Project Management Professional (PMP) with the Project Management Institute in 2007. She has also been a Certified Human Resource Information Professional (HRIP) since 2010.
Carrie Alexander, Findley Davies
Carrie is a senior consultant with Findley Davies. She has 15 years of experience in human capital management related roles. She is a certified Professional in Human Resources (PHR) through the Society of Human Resource Management.
Delivering a Global HR Portal on a Shoestring Budget
When you inherit a project that is a year behind schedule and has a minimal budget, you need to be creative in your approach to delivery. At IGT, the HRIS team found themselves in this situation, needing to deliver a high quality global HR portal when the project was already 6 months overdue and lacking budget. Through aggressive partnering, using offshore resources, and using agile project methodology, the team delivered a high quality portal to 18 countries all whilst the company was in the midst of being acquired and on a shoestring budget.

Steve Secora, IGT;
Steve Secora has been working as a practitioner in the HRIS world for over 18 years working his way up the HRIS ladder to his current position as the Sr Manager of HRIS for International Game Technology (IGT).
Reshma Ramachandra, IGT
Reshma Ramachandra has worked in HRIS on both the practitioner side and the consultant side. She has recently attained both her Project Management Profession and Certified Scrum Master certifications. As a Staff HRIS Analyst for IGT, she is responsible for leading large project implementations.
Disrupting HR Technology
Most HR technology doesn’t work. Recent studies have found no proof that the billions we invest in HR tech every year are providing the strategic gains we expect, and end users are extremely dissatisfied. In fact, most people use HR technology because they have to, not because they want to. In order to be truly valuable for the organization, HR technology needs to deliver unique value to the people who use it. Organizations who use HR tech to enable people, not just process, see more than 10 times the return on investment. Join Steven Parker, SPHR, VP of Client Success at Achievers and former HR Practitioner as he discusses the next big disruption in HR technology – delivering real value to the people who use it.

Steven Parker, Achievers
Steve is well-versed on how to create a true competitive advantage through people, and has directly helped organizations of all sizes and in all industries, including numerous small businesses and nearly half of the Fortune 100, achieve better results. He has helped redesign HR processes and technology for some of the world's best places to work. Steve has developed his unique, cross-functional HR perspective from leading several strategic HR functions and initiatives for various organizations throughout his career, including Cultural Transformation, Employee Engagement, Rewards & Recognition, Cross Functional Talent Management, and HR Operations. He is a former executive level HR practitioner, a former member of the United States Army Special Operations Command, a Senior Professional in Human Resources (SPHR), a certified Human Capital Strategist (HCS), and sometimes travels the world in search of adventure like Caine from Kung Fu.
Managing IT/HR Partnerships: Rocky Road to Smooth Sailing
This forum, led by an experienced HR and HRIS implementation consultant, will bring awareness to the sometimes tenuous relationship between HR and IT groups in implementing and maintaining HRIS system(s). The forum will provide working examples of such partnerships today, the successes and pitfalls observed and reported by audience members, as well as success strategies for both functional groups as they move forward in the ever-changing landscape of HRIS, data management and analysis and ongoing technological change. The participants will gain greater awareness and insight into how the groups can work together, learn together and maximize technology to meet business and fiscal objectives.

Patricia Snider, Emtec, Inc
Ms. Snider is a consultant and previous HR practitioner who is using her knowledge of both areas, HR and IT to present this town hall. Her in depth knowledge of both areas provides a unique perspective to the relationship between IT and HR.
Impact of Technology Innovations in HR
To achieve operational excellence, companies are constantly searching for the right balance between investing and cutting costs. Nowhere else is this ‘rob Peter to pay Paul’ syndrome so evident than in HR. To be strategic, companies must invest in acquiring and developing talent while continually finding ways to cut administrative costs. If implemented correctly, technology innovations and can decrease HR administration costs at the same time. The presentation will include the findings from the HR Technology Innovations Survey that is currently being conducted by Discover Consulting Group, a firm focused on HR Transformation. The survey is gathering information about how companies perceive new technology innovations are being used or planned to be used to support both talent management initiatives and employee administration. Four HR technology innovations being discussed. 1.Workforce Analytics – "Workforce Analytics is an advanced set of data analysis tools and metrics for comprehensive workforce performance measurement and improvement. It analyzes recruitment, staffing, training and development, personnel, and compensation and benefits, as well as standard ratios that consist of time to fill, cost per hire, accession rate, retention rate, add rate, replacement rate, time to start and offer acceptance rate." – Gartner IT Glossary 2.Mobile Computing – Mobile computing is defined as the ability to perform computer enabled tasks using a variety of mobile devices, operating systems, networks and applications. For HR, mobile computing could be applied to change and review HR information and collaborate with people both from within and external to the company virtually anywhere, anytime. 3.Social Technology – "Any technology that facilitates social interactions and is enabled by a communications capability such as the Internet or a mobile device. Examples are social software (e.g., wikis, blogs, social networks) and communication capabilities (e.g., Web conferencing) that are targeted at and enable social interactions." – Gartner IT Glossary. Social technologies could be used for a wide variety of HR functions. For example, web conferencing, online surveys and blogs could be used for collaboration and employee engagement. Other applications like Wikis could be used to distribute information in employee handbooks. 4.SaaS (Software as a Service) – "Software that is owned, delivered and managed remotely by one or more providers. The provider delivers software based on one set of common code and data definitions that is consumed in a one-to-many model by all contracted customers at any time on a pay-for-use basis or as a subscription based on use metrics." – Gartner IT Glossary. The survey is collecting how the above technology innovations are impacting Talent Management (Performance management, Succession management, Career development), core HR administration (hires, status changes, transfers, promotions, etc.), Learning, Compensation, Health Benefits, Retirement Benefits, Recruiting, Workforce planning and resource management, Payroll and Time Management In addition, the survey is collecting information on adoption concerns regarding the implementation of these innovations.

Emmanuel Ramirez, Discover Consulting;
Emmanuel Ramirez is a Principal at Discover Consulting Group. He has over 25 years of HR transformation experience restructuring back-office operations and implementing HR service centers. Manny has over 20 years of experience implementing HR technologies. Manny earned a BS in Computer Science from the University of North Dakota.
Ray Zaso, Discover Consulting
Ray is a Principal at Discover Consulting Group. Ray has 30 years of business transformation and technology consulting experience. He has conducted technology strategies, vendor evaluations, shared services and Oracle/PeopleSoft ERP systems implementations. Ray earned his Bachelor’s Degree in Business Administration from the College of White Plains at Pace University.

Your HR Technology Strategy and How It 'fits in'

Workday

Managing Change in the Face of New HCM Technology
Facing change is always a challenge-- and the change of new technology deployment can be particularly disruptive if careful management of the change process itself is not planned. This session focuses on very practical aspects of planning for a major change in an organization, using a technology shift as the primary example. A research-based model for change model maturity will be presented with the steps in moving up the levels of maturity.

Katherine Jones, Bersin by Deloitte
Dr. Katherine Jones is a Vice President, focusing on HCM technology research at Bersin by Deloitte, Deloitte Consulting LLP. As such she analyzes the underlying technologies and services that support the management of a global workforce, including HR, hiring and performance management, and workforce planning. Jones is a veteran in enterprise workforce and talent management applications and a recognized expert in cloud computing. Prior to joining Bersin by Deloitte, she was a research director at the Aberdeen Group for eight years where she established Aberdeen’s Human Capital Management practice, focusing on research and consulting services in HR, talent acquisition, workforce management, ERP, and mid-market companies; she was later the Director of Marketing for NetSuite, Inc., a cloud-based ERP company. She has written widely on many areas of talent management, technology and business practices, with over 300 works published to date. Prior to a high technology career, Jones was a university dean, involved in academic administration, research, and teaching. Jones is a frequent speaker and is widely published in the U.S. and abroad. She has a Master and Doctorate degree from Cornell University.
3:30PM- 4:30PM Quantifying, Ranking and Interpreting Exit Interviews
Company turnover has increasingly become a cause for alarm as executives scramble to appease departing staff; however, causes of turnover are vast and resources to address these issues are scarce. This lecture looks at an empirical model used by Abt Associates to objectively and quantitatively rank departing employees and sort them into regrets and non-regrets.” Doing so allows us to better prioritize the issues causing departures and which issues are most important to address. The audience will learn about the framework for how this empirical model is built - combining cluster analysis with an indexing model and eventually a linear algorithm - to better serve them in objectively allocating resources toward better retention for the employees that are just too costly, and too important to lose. This lecture also looks at the disparity between quantitatively determined value and the qualitative, anecdotal worth that often must be taken into account. Finally, we discuss the importance of systems in collecting some of these critical data points and the multiple variables that can be used when developing a unique, quantitative model for your own company. Whether your company is new to data analytics or far advanced in the data analytics trajectory, this lecture hopes to share new ideas on the important factors in calculating employee value and assigning “regret” or “non-regret” to those departing employees. It also introduces a technical methodology that is scalable and customizable to any company looking to follow a similar path.

Nicholas Jesteadt, Abt Associates
Nick Jesteadt has been with Abt Associates for 2 years. He has a background in econometrics and mathematical economics as well as actuarial science. His work at Abt explores data correlation and modeling to improve business processes.
Top Developments in International Data Privacy
Donald Harris, HR Privacy Solutions
Using Graph Databases and Skills Maps For Career Development
Patheer will present the effectiveness of engaging employees with interactive charts and a new way of looking at how the organization is structured. By analyzing career paths other employees took within the organization, we can show current employees different ways to move or advance within the company. The goal of engagement and development should be to find your valued employees, train and develop them, turn them into leaders, and ultimately keep them, but many companies fail at this. Patheer aims to solve this in a new innovative way so you can engage your employees by encouraging them to take training and development courses for advancement within the company. We do this in two main ways: 1. Analyzing career paths – analyzing the paths taken to get to certain careers. Helping employees understand those paths so they have an idea of next steps in terms of their career development. 2. Skills Maps – understanding which skills are required for a specific position and where skills transfer over to another position. Our approach and strategy is to bring back company loyalty and help employees with their careers so that it helps improve company retention and dissolves high recruitment costs. Why spend so much money looking for external candidates when the talent is already in the company?

Akash Savdhar, Patheer, Inc;
Prior to starting Patheer, I acquired experience in strategy consulting, business development and project management working at Cognizant Technology Solutions. I consulted for multinational Pharma and Biotech organizations including: Sanofi and Genzyme. My accomplishments working at Cognizant entailed managing a team of 15 Cognizant consultants along with a proven track record of winning $1M+ RFP deals. I have a Bachelors from the University of Arizona where I was a triple major in Information Systems, Operations, and Management.
Matthew Harris, Patheer, Inc.
I am an experienced data architect and application developer with the desire to make career advancement an easier and more transparent process. Before Patheer, I worked as a database administrator at Bullhorn in Boston, MA and a database developer for the Walt Disney Company in Burbank, CA. I have a Masters degree in Business Intelligence and Data Mining from Boston University.
Blood, Sweat, Java and XML - A Custom Web Time Card Self Service Application Succeeds!
Learn how Emory University implemented a custom web time card application that modernized their timekeeping culture. Examine Emory’s decision to build a solution which increased manager engagement, eliminated 13,450 hours of timekeeping effort and reduced FLSA risks. Emory leveraged internal resources, the free Java programming language and a vendor supported XML API interface to successfully deliver a cost saving solution without a large hard dollar expense. Perhaps there is a cost saving project your team should tackle on it’s own. Examine how Emory justified and implemented this high impact solution.

Peter Buch, Emory University
Peter Buch has 15 years HRIS experience integrating third-party applications with HR/Payroll management systems. At Emory University he has implemented enterprise applications for onboarding, applicant tracking, FMLA management, learning management, performance management and leave tracking.
Minding the Gap - A Change Management Story
During this session, we will share our secret weapons to Maximizing User Adoption during The County of San Mateo’s Workday Implementation. Change efforts often fall short of expectations but we have a success story to share! During this engaging session, The County’s Change Team will provide a pragmatic, concise approach for improving change management results. Our story begins after the official ‘change management plan’ development ends and follows the team as they execute change, communications, leadership alignment and training activities for 6000+ stakeholders. Highlights of the journey include building an extensive change champion network, launching a multifaceted social media communications strategy, developing an agile training approach, and deploying creative and measurable stakeholder engagement programs. This session will be co-facilitated by The County of San Maeto’s HRIS Project Manager and Change Leader along with their change management consulting partner, SteelBridge Solutions.

Theresa Rabe, The County of San Mateo, CA;
Theresa is Deputy HR Director for the County of San Mateo, California. She served as the Project and Change Manager for The County's Workday System Implementation. Theresa joined the project team after serving as Deputy in the Assessors office for 13 years. She continues to lead the Workday team in production and supports change management efforts across The County.
Susan Richards, SteelBridge Solutions, Inc.
Susan has 25 years experience in Human Resources and has served clients in a broad range of industries, including manufacturing, health care, financial services, retail, public sector, and professional services. Susan's consulting engagements include HR transformation, HR technology (Workday, PeopleSoft, SAP) selection and implementation, Change Management and Project Management.
Innovative Approaches for Change Management to Drive Successful HR Technology Transformations
Evaluating, selecting and implementing new HR technologies represents a significant opportunity to transform not only the way HR is delivered to your business, but also the way your HR team members can deliver value. Join us to explore new and innovative ways organizations are leveraging robust Change Management strategies and techniques to ensure their investments in HR technologies pay off. Explore new thinking, tools and techniques for managing a successful technology transformation including Accelerator Networks, Cultural Readiness Assessments, Rapid Pulse Surveys, Social Media and shifts in roles and responsibilities between HR, IT and Shared Services. We will demonstrate the new innovations through organization case studies with our clients.

Michael Martin, Aon Hewitt;
Michael is an Associate Partner in Aon Hewitt's Organization & HR Effectiveness consulting practice. Michael leads HR transformation, technology and change management initiatives with large, complex global organizations.
Jennifer Baker, Aon Hewitt
Jenn leads complex global Organizational Change Management programs as a member of the Organization and Human Resource Effectiveness Practice at Aon Hewitt. Jenn advises clients in the design and implementation of organizational change management strategies for strategic business and human capital programs. She focuses on building awareness, understanding, and adoption of talent programs and practices to facilitate behavior change and drive business results.
The Rapid Engineered Mind
Mary Ann McIlraith is an author and world-leader in developing methodologies that have changed the way domestic and global businesses have operated leveraging technology and human capital. The first methodology Mary Ann developed was in the launch of her company Maximum Potential International in 1982. The Rapid Implementation Methodology (RIM) focused at implementing technology solutions and became cited as the #1 methodology. Soon after, REM (Rapid Engineered Mind) was introduced and focused on the human potential side of peak performance and is the study of 22 different sciences in human behavior. REM was awarded recognition by top US officials and became spotlighted on the NBC Today Show for transforming leadership skills into a new level of effectiveness and organizational impact. In 2015, Mary Ann McIlraith CEO of Maximum Potential International was named one of 2015’s Most Innovative CEOs by Acquisition International and has been selected by the former owner of Forbes to engage in a 2015 world tour. The Rapid Engineered Mind has 4 components. 1) The Strategic Mental Models - The "conditioning" phase, leveraging your personal influence, transformational vocabulary, communications, mind mapping, rules, beliefs, values and state management. 2) The Rapid Re-Engineering - The "planning" phase, REM Blueprint, the building block theory, pain, pleasure, principals, and passion triggers. 3) The Circle of Influence- The "testing" phase, pacing and leading, and the integration of the 9 Ports of Life. 4) The Vision - The "execution" phase. Strategize, plan, and benchmark, the Strategic Measurement Matrix (SMM), Project Objective Matrix (POM), REM blueprint. You will take home your personalized destiny handbook which will be your blueprint to high performance.

Mary Ann McIlraith, Maximum Potential
Mary Ann McIlraith is an author and world-leader in developing methodologies that have changed the way domestic and global businesses have operated leveraging technology and human capital. The first methodology Mary Ann developed was in the launch of her company Maximum Potential International in 1982. The Rapid Implementation Methodology (RIM) focused at implementing technology solutions and became cited as the #1 methodology. Soon after, REM (Rapid Engineered Mind) was introduced and focused on the human potential side of peak performance and is the study of 22 different sciences in human behavior. REM was awarded recognition by top US officials and became spotlighted on the NBC Today Show for transforming leadership skills into a new level of effectiveness and organizational impact. In 2015, Mary Ann McIlraith CEO of Maximum Potential International was named one of 2015’s Most Innovative CEOs by Acquisition International and has been selected by the former owner of Forbes to engage in a 2015 world tour.
Predicting Job Success with Big Data
Big data is a key player in today’s technology conversation, but misconceptions about what constitutes big data and how it can be utilized are still prevalent as decision-makers question how this trend might positively impact their organization. In its simplest form, effectively employing big data is about establishing unified, real-time visibility into critical business information to derive actionable insights that can be used to improve daily operations. In terms of hiring, big data can be combined with analytics to accurately predict human behavior, helping organizations to better identify and select job candidates. Talent science, a relatively new genre of human capital management (HCM) technology, relies on these principles to identify applicants that are the best fit for a position by building role-based profiles built around the incumbent population. Comparing core preferences against performance metrics allows organizations to define what constitutes a “successful” employee, essentially creating a benchmark for all future hires. While skills and work experience are important, it is intangible attributes, such as commitment or ambition, which are the true predictors of a candidate’s potential success as an employee. Rather than relying on gut instinct hiring or resume scanning, HR managers can eliminate any "guess work" by using talent science to assess these behaviors and establish a prediction model that clearly pinpoints the best applicant based on their core attributes and whether they are a match for the company’s organizational culture. Resumes show hiring managers what has happened in the past, but talent science focuses on what will happen, helping HR departments to consistently select, retain and develop top talent. This session will divulge the scientific principles behind talent science, and demonstrate to attendees how utilizing this innovative technology can help them to: reduce turnover by pinpointing high-risk job applicants upfront; mitigate employee-related expenses through increased retention; and improve the customer experience through the creation of a more tenured, knowledgeable workforce.

Jon Kirchhoff, Infor
Jon Kirchhoff is currently Director of the HCM Behavioral Analytics department, which is responsible for the construction and validation of all selection instruments within Infor Talent Science. Jon also works on Talent Science product offerings and is heavily involved in research and development as it relates to science and technology.
Workforce Analytics Success Stories Fuel Change Through Engagement Analytics
It's long been recognized that organizations with a highly engaged workforce significantly outperform those without. Yet despite this clear evidence that engagement is critical for business success, few companies are able to measure in real-time the levels of engagement across their business. Over the past 12 months, IBM has been on a journey to build, integrate, deploy and realize value through engagement analytics. This speaker will share the technical challenges, methodologies, governance, privacy and adoption approaches used by IBM to release the big data buried within their systems of engagement and transform it into fuel that drives their business.

Avinash Kohirkar, IBM
Avinash Kohirkar developed a Social Media Analytics service for all IBM Business units to use based on IBM Social Media Aanlytics products and appropriate leading edge IBM Research technologies. Specialties: Management of high risk and high visibility projects, Management of company-wide Executive Initiatives, Project Managing with virtual teams.

 
Friday, September 18

 


People Metrics & Analytics

HR Data
Management

Talent Management Solutions

Core HR Solutions & Processes

HR Systems Project Management

HR Systems Strategy

Professional Development

Hot Topics

Open Forums

Innovations in HR Technology
11:00AM- NOON Leveraging Predictive Power with the Workforce Analytics Module
What if you had the ability to see what your workforce composition will look like in the future, to anticipate separations, and to identify staffing gaps before they occur? Being able to peek into the future would allow for proactive staffing, training and development planning, succession management, strategic retention plans, and anticipating customer needs. The National Institutes of Health (NIH) Office of Human Resources (OHR) is working on leveraging a combination of technology and predictive analytics to make this a reality with their Workforce Analytics (WFA) tool. This case study will review how the NIH OHR developed a series of interactive dashboards, called the Workforce Analytics (WFA) module, to assist with HR strategic and workforce planning efforts across the organization. We will discuss WFA’s integrated and dynamic approach to data reporting through the use of qualitative and quantitative workforce data, historical trending, and predictive modeling. Attendees will be able to see how the WFA module’s streamlined interface allows users to run a variety of scenario models at the touch of a few clicks, enabling more efficient and effective strategic workforce planning and reporting, and will discuss methods for implementing more effective and proactive workforce reporting strategies to empower stakeholders to plan for the future and optimize human resources management.

Lillian Thomas, National Institutes of Health;
Lillian has a Master’s degree in Industrial Organizational Psychology and 10 years of professional experience, specializing in Human Capital consulting, survey design, workforce planning, and data analysis. As an Analytics Manager, Lillian has focused on expanding the use of surveys, workforce analytics and predictive modeling at the NIH.
Luis Unda, National Institutes of Health
Luis has a Master’s in Database Management and Business Intelligence and over 10 years of professional experience, specializing in HR Systems. He currently serves as technical lead on multiple projects associated with data integration and self-service business intelligence, promoting a more complete assessment of the organization and human capital topics.
Fishing in Troubled Waters: A Case Study on Automating an HR Document Process and Modernizing 25 Years of Paper Files with American Seafoods and Archive Systems
In this Case Study we’ll see how American Seafoods Group, one of the world’s leading vertically integrated seafood companies, employing 800-1200 contract workers each year to catch and process seafood, and Archive Systems, a leader in unified HR document management solutions, were able to automate the company’s business processes and create digital access to 25 years of HR documents. Due to the nature of their business, American Seafoods’ employees need to fill out a large number of forms, waivers and contracts annually. As a result, the HR department spends weeks pushing paper around and needs to hire outside help to get it all done. Moreover, HR is required to save these paper documents for seven to 10 years, which results in storage fees. Realizing the amount of time and money being lost, American Seafoods turned to Archive Systems for help with their document management. By implementing their FIleBRIDGE for HR document management application, Archive Systems worked with American Seafoods to determine what forms they had and how they needed to be managed. The technology enabled HR to convert a time-consuming manual effort into a nearly effortless automated process. In the end American Seafoods HR went from being a paper based department to nearly paper-free. They have digitized all of their HR documents from the past 25 years, and the information is now securely stored in an easily accessible SaaS document management platform.

Gordon Rapkin, Archive Systems;
Mr. Rapkin has more than 35 years of experience as an executive in the software industry. Prior to joining Archive Systems, he was President and Chief Executive Officer of Protegrity, a leader in Enterprise Data Security Management. He also previously held executive positions at Transcentive, Inc., Decision*ism, Inc., and Hyperion Software, helping to guide each company through consecutive years of growth.
John Hankerson, American Seafood
coming soon
Candidate Experience: What part of the equation is technology
This session will help define, measure and benchmark recruiting practices that impact a candidate’s experience and subsequent conversion, retention, performance, willingness to re-apply or even refer others. This session explores data from more than 150 employers who participated in a comprehensive survey of their recruiting practices and invited their candidates to share their experience. 95,000 of their candidates completed extensive surveys about their experience.

Gerry Crispin, CareerXroads
In 1996, Gerry co-founded CareerXroads, a small international consulting practice, with his business partner, Mark Mehler. Simply stated they facilitate a dialogue between corporate staffing leaders through invitation-only, peer-to-peer meetings throughout the year. The aspiration of this peer network which numbers more than 100 large corporations (CareerXroads Colloquium) is to contribute to a growing community of recruiting professionals who are dedicated to improving their business' performance through a sustainable staffing function…and sharing what they learn to raise all boats. In 2011, Gerry joined with other volunteers in the industry to form a non-profit, TalentBoard, to oversee the Candidate Experience Awards and share the ‘what’ and ‘why’ of how we treat people we’ve engaged to consider a company’s openings. This growing movement to define, measure and honor the firms who are treating candidates as partners in the hiring process (www.thecandes.org) is now in its 4th year. Data collected and analyzed from what is approaching hundreds of participating companies who have obtained responses from hundreds of thousands of their candidates is fast becoming the standard for hiring in the 21st century.
Is Your Background Check Compliant?
The background check process is a critically important step in onboarding hires, but many companies, eager to get a new hire started, fail to ensure that their background checks are properly conducted. This can lead to claims of employment discrimination and costly, time-consuming lawsuits. Join Chris Christian from ADP to learn the information you need to know to keep your organization compliant.

Chris Christian, ADP
Chris Christian is responsible for managing his business unit’s Compliance Program, and developing new and future improvement components for the program’s background check process. He identifies, prioritizes, and remediates identified compliance risks and provides guidance and recommendations to business leadership and operation areas on compliance-related issues.
Best Practices for a Successful SaaS Implementation
Depending on whom you ask Software as a Service (SaaS) is either a technological godsend devised to improve business processes and reduce costs or the bane of an HRIS team’s existence, forcing your business into a specific configuration “box” and reducing he team’s productivity and creativity. SaaS certainly has its advantages and drawbacks. Do you know how to tell if SaaS is right for you or your company? And if you elect to go down the SaaS path, are you prepared for the implementation and the joys/rigors of post-implementation life? Please join Joseph Aston, PHR as he shares his insight gained over several SaaS and traditional implementations into what makes SaaS the right approach and how to live in the brave new SaaS world.

Joseph Aston, Velocity Tech Solutions
Joseph H Aston, PHR is currently a Project lead focusing on Oracle EBS and Fusion HCM implementations. Joe has been in HRIS for seventeen years, fifteen of which as a consultant leading both SaaS and traditional implementations. He holds both ES R12 and Fusion HCM Implementation Specialist certifications.
Strategies to Address the Changing HR Landscape
This will cover 3 key areas: 1) Why is there is a need to address the changing landscape in HR. This section will focus on the the continual evolution of technologies driving change in HR (like mobile) and generational user variances. 2) How to approach building strategies to address the new landscape including the impact of people/process/data and metrics in addition to technology 3) What focus areas should be considered when looking at the employee life cycle in HR.

Joe Collette, Citizens Bank
My experience and expertise has mostly been focused on deploying technology, improving processes and facilitating change. For the past 20 years, I have been involved in both functional and technical roles. During the early part of my career, my work activities were more technology orientated. More recently, my roles have transitioned to become more business line focused.
How to Become Irreplaceable (and Truly Influence Your Organization)
Strategic HR is vital to every successful organization, regardless of size. I know it, you know it, but how do you make sure everybody else does too? Let’s have a business discussion about HR. We’ll talk about everything from economic and technological drivers of HR Strategy today to some very practical ways you can get the greatest business value from ordinary HR activities. Most importantly, we’ll arm you with data, principles, economic ideas, and the language you need to go transform your role.

Rusty Lindquist, BambooHR
Rusty is a product marketing executive at BambooHR—the number one HRIS solution for small and medium sized businesses. Rusty has 20 years of experience inventing, building, managing and marketing products (especially SaaS). He also has over 10 years managing product and product marketing teams.
The Extinction of the DinoSaas

How rapid interbreeding of the SaaS vendors is leading to their early extinction.  How, evolution is showing that custom/best of breed solutions offer greater resilience, enhanced sustainability, and more rapid procreation of spin off solutions:

· The panacea solution is always second best to the next one!

· Interbreeding of ideas, functionality, … inevitably genericises and destabilises the DNA … it never leads to diversity.

· Performance Management, Development Management, and Continuity (Talent) Management are fundamentally different to core HRIS, Benefits, Payroll, Compensation, etc. They are behaviour engineering processes, not transaction processes.  As such they are organic and evolve.

· Single platform is synonymous with dependency

· The biggest enemy of technology is technology itself – it’s sole aim is to undermine its current position;  what’s coming next and are the integrated platforms agile enough to respond … perhaps they don’t need to!

· The horror of lycra software!  One size never did fit all and never will.


Clinton Wingrove, Pilat
coming soon
HR Technology Goes Global
1:30PM- 2:30PM Scorecard Technology: Creating and Sustaining High Performance Organization through Accountability
This lively and interactive session addresses the basic foundations of scorecard technology that can actually improve the business bottom-line. To sustain a culture of accountability, an organization must create, document and audit business systems that support an accountability mindset. Unfortunately, many organizations fail to view accountability as a key business process. Failure to design and deploy sustained processes often results in an organization continuing to operate in a “blame” mode that is perceived by the workforce as a lack of true commitment to the culture of accountability. By utilizing scorecard technology in order to build trust, elevate performance expectations and ensure outcome driven meetings; this session will prepare the participant to appreciate the organizational payback from using accountability systems to create consistency and focus. This presentation provides all who attend the knowledge and understanding to begin implementing practical, auditable scorecard implementation techniques to their individual work environments. This sensible and business-focused combination of practices promotes employee involvement and empowerment. Most importantly, realistic scorecard implementation techniques promote continuous improvement in communication, productivity, employee satisfaction, and bottom-line business results.

John Pyecha, Competitive Solutions
John Pyecha started his career as a CPA and business consultant for Arthur Anderson and Company in 1980. In 1984 he took a position with Days Inn of America which later became Cendant Corporation. John had a variety of positions while with Days/Cendant including Director of Internal Auditing, VP Information Services, Vice President and Controller. In those roles he assumed responsibilities for quality systems and centralized accounting and software systems for 350 hotels. As the company transitioned to a franchise-based organization, John became VP of Franchise Services. He was responsible for the positive relations of over 1,000 franchise hotels during a period of intense growth. He dealt with a wide variety of customer issues with a focus on improving support systems for all Franchise locations. During his tenure Days Inn added 1,120 franchise locations. The growth can be attributed to the positive experiences of the franchise customers. In 1990, John became chief financial officer of RHMS, a division of Integrated Resource, a real estate investment company with over 50 properties. He was later promoted to president where he oversaw the day-to-day operations of the organization. John joined Competitive Solutions as Executive Vice President and partner in 1993. Building off his experience in business consulting, customer service and business reporting systems he led the effort to develop CSI’s PBL Scorecard software. Today he assists CSI clients with their business performance issues by developing process based business systems and Business Scorecards that support and tie into CSI’s PBL methodology. He is a popular speaker on the topic of scorecards and accountability systems. John has an Accounting Degree from the University of North Carolina and is a CPA.
Prevent Data Breaches and PII from Walking Out the Door
The number of reported U.S. data breach incidents tracked since 2005 recently reached 5,029 incidents, involving more than 675 million estimated records. In 2014 alone, there were 783 data breaches reported.* So how do you limit the risk of your company becoming part of these statistics? Join us for a to learn what you and your organization can do to keep your sensitive data out of the public domain and in the hands of authorized employees. What we will cover: •How to keep your sensitive data protected •Steps to prevent data theft •The misconceptions of data breaches •What to look for in a data storage provide *Source: Identity Theft Resource Center (ITRC)

Jim Farrell, Archive Systems
Jim has more than 20 years of enterprise software development experience. Prior to joining Archive Systems, Jim held Vice President & Director positions in Product Development, R&D, and Product Management. He has diverse industry experience including development of archiving technologies, web performance monitoring, transportation management systems, and shipping manifest systems.
The Impact of Valuing Employee Effort - an Interactive Exercise
This interactive presentation seeks to initiate discussion and provoke thought around the lack of visibility that each employee has on the value of output at the job relative to the quantity of time spent and effort expended while at work. Additionally we will run an exercise that will generate participation from attendees around the potential for such information in creating a workplace that strikes the balance reducing stress and increased productivity of each individual employee. For the first 10 minutes we will present data on employee engagement, what causes employee effort to be ineffective in creating value. Then we will present a 9 box with effort expended on one axis and performance rating on the other. We then will divide the room into 9 sections and have each box take the typical personality of the employee on that box. If necessary we will have volunteers from IHRIM sit in sections to get the discussions started. Interacting with the audience, 3-4 minutes average per box, we will find what out how the audience responds to the issues faced by the employee in that box, what the company or organization should do about it. We will collect the summarized results at the end of the session. We expect the discussion to lead us to where and when company wellness initiatives should be directed. Which employees are engaged, which ones are at risk of leaving the company? How could employee effort become more productive for the company and the business? What and where business initiatives should be targeted. We will provide a list of companies that say they can measure effort of knowledge workers in addition to the known vendors in the workforce management space. At the end of the session all participants that leave their contact email addresses will get an electronic version of a white paper that has my analysis on the 9 box we just discussed.

Shafiq Lokhandwala, Human Wyze;
Shafiq Lokhandwala has been an entrepreneur connected to the HR Industry and HR Technology for a quarter of a century. Having graduated an Electronics and Communication Engineer from India in 1983, he started on his entrepreneurial journey within a year of graduation. He became intrigued by the thought of building software to be used by HR professionals such that they became independent of their IT departments. In 1994 he founded NuView Systems, Inc. based in Massachusetts which he bootstrapped from his basement into a global HR Software company that served 500+ customers, with offices in US, UK and India when he sold his company in 2014. This deep connection to the HR field combined with his belief in power of the value inherent in the HR Profession to further businesses efficiency, fuels his desire to work on solutions that matter. He has appeared on FOX Business, NECN, Wall Street Journal TV among others.

Nov Omana, Collective HR Solutions
coming soon
Bringing the End User to the Table: The Mayo HR Portal Project
Sara Elton, Mayo Clinic; Gianna Pfister-Lapin, Mayo Clinic
Lessons from the Quantified Organization: Insights on Data Driven HR from Sierra-Cedars Annual HR Technology Survey
Sierra-Cedar's annual HR System Survey is the industry’s longest-running research effort tracking the adoption, deployment approaches, and value achieved from enterprise HR technologies. Join VP of Research, Stacey Harris as she shares exciting new updates on Quantified Organizations, top performing HR functions that support an environment of data-driven decision making and outperform all others in organizational outcomes. Session take-aways include the Quantified Organization play-book and insights on how todays HR organizations are adopting and deploying HR analytics and business intelligence technologies.

Stacy Harris, Sierra-Cedar
Stacey Harris, former research executive Bersin & Associates, is Vice President of Research and Analytics for Sierra-Cedar, in charge of Sierra-Cedar’s Annual HR Systems Survey and Research function. She launched Bersin & Associates HR research practice and conducted groundbreaking research on High-Impact HR organizations, enterprise HR technologies, and key practices across the talent management spectrum. Prior to joining the research community, Harris led multiple HR, Talent Management and Learning initiatives as both a leader and practitioner. A frequent speaker and facilitator at HR events in the U.S. and abroad.
Employees as Consumers: Using Segmentation to Better Attract, Engage, and Retain Top Talent

Today’s employees have become savvy consumers of their organizations’ brand and value proposition. But many feel disengaged and misunderstood - in fact, just 43% of employees say that their business leaders understand them as well as they understand their external customers. As a result, many organizations are struggling to attract and engage talent.

The most effective leaders have embraced the new talent realities and are treating their employees as consumers. Taking decades of proven expertise in external consumer marketing and strategy analysis, these leaders have applied the lessons to their own employee populations. They are able to translate the unique requirements of various roles into differentiated skill and performance requirements for their talent – with exceptionally positive results.

In this session, participants will learn how HR organizations can drive differentiated levels of performance for various roles. We also will describe how HR organizations are leveraging segmentation and consumer strategies to make better investments in their talent programs and differentiate themselves in competitive labor markets. All session attendees will receive a handout highlighting Towers Watson’s latest research in this area.


Karen O'Leonard, Towers Watson
Karen O’Leonard is the Global Leader of Client Solutions at Towers Watson. As champion of applied research and analytics, she works closely with the firm’s business units to identify topics of future importance and to bring new products to market. Karen spent the last 13 years as vice president of analytics and benchmarking at Bersin by Deloitte, and over a decade in product management and M&A leadership roles at Apple, Sun Microsystems, and Ebay. She has published numerous articles and has authored reports on the topics of analytics, leadership development, and talent management.
10 Key Workforce Questions Analytics Can Answer
Joanne Bintliff-Ritchie, JBR and Associates
Best Practices in Staffing/
Talent Solutions
UPS – Going from dashboard to dynamic regression; Building an HR Analytics team
UPS has started a journey to incorporate HR Analytics within the Human Resources function. They have hired their first HR Analyst and working on a business case to create the “Analytics Center of Excellence” (ACE) team! Dave Jewell and Cathy Sparks will be discussing the organizational steps they are taking to develop and deploy a team and create a repository that enhances access to people related information providing analytical views across the organization. The desire is that HR can improve their decision making skills using fact-based data points.

Topics covered include:
• What were the steps taken to begin socializing the need
• How did the project get support
• Where UPS is on their project implementation now

Learning Objectives:
By the end of this session, participants will be able to:
• Describe how to start a Human Resources Analytics team
• Explain how UPS is doing on their journey to create the ACE team
• Discuss what can be done to create an ROI for an analytics team

This course is designed for:
Individuals new or intermediate looking to build workforce analytics capabilities

David Jewell, UPS;
Dave Jewell, H.R. Systems Department Manager, UPS. Dave is the Director of the Human Resources Systems team and supports the HR products that house UPS people data. He has team members located here in Atlanta and in New Jersey. His IT experience coupled with HR knowledge is helping him create the vision of how analytics can add value to the organization.
Cathy Sparks, UPS
Cathy Sparks, Director of Workforce Strategy and Analytics, UPS. Cathy is the UPS Corporate Workforce Planning Strategy and Analytics Director. She has worked in the UPS HR Systems side of the UPS house for over 20 years and currently supports many of the UPS Workforce Planning policies that touch the employees in the field. She is also the point person for much of the people data points that HR uses for reporting and analysis.
3:30PM- 4:30PM HR Metrics - Things to Think About
Lyle Cooper, KPMG
The Right Tools for the Job: Evaluating Big Data Tools at Intermountain Healthcare
Steven Hadley, Intermountain Healthcare
The New Era of Recruiting: Technology and the Disruption of the Status Quo
Susan Vitale, iCIMS Inc.
Benefits Administration's New Wild West Frontier
The HR technology/Benefits Administration landscape is the new Wild West. Just like the old time snake oil salesman, new technology is all promise. With such ease of entry into the market, new vendors are popping up left and right and just as quickly being merged or acquired. These are some dangerous times for HR systems administrators; who can you trust? In this session, Matthew Kaiser, Managing Director of Lockton Benefits Group, will discuss the rapidly changing HR Tech atmosphere and help HR and IT professionals prepare to adapt with these changes. Matthew will address the sales promises that vendors make and the issues that surround them. It’s becoming all too common for employers to discover issues with systems’ capabilities and performance during implementation and go-live. Not to mention the lack of ongoing support some vendors are providing, despite promises of otherwise. Matthew will walk through the volatility of the HR technology landscape and how employers can be prepared for the worst. With such low barriers to entry and an influx of mergers and acquisitions, we’ve personally seen employers that have been forced (against their will) to a different technology system or slapped with unexpected fees. He will also address the hot button topic of cyber security and what employers should look for in an HR technology system to protect your employees’ data. Who should be responsible for the security: the employer or the vendor? Is cyber insurance a soon-to-be reality for the average employer? Matthew will walk you through what to look for in a trustworthy service partner, including analyzing the makeup of their culture and infrastructure and their performance measurements. Finally, Matthew will discuss a hot Benefits Administration trend: decision support. This functionality is now being offered by most Benefits Administration vendors in some capacity, but what affects is it having on the employer in the long run? Is decision support needed when studies show that people in general feel overwhelmed when presented with too many plan options? The industry trend is shifting the cost and responsibility from the employer to the employees. But what does this mean with Americans’ current financial literacy level? Why does any of this matter? HR Technology has become an integral part of most businesses, and if it hasn’t, then it should be. HR houses a lot of sensitive information and extensive processes. HR professionals should be aware and prepared to deal with the happenings and trends occurring in the HR technology landscape to help ward off potential service or system heartbreak and loss of resources. We understand HR professionals already are managing an array of responsibilities. Our goal is to help employers maximize their existing systems in place and manage their current vendors to make their job a little easier. The HR technology industry is looking a lot like the Wild West, but fortunately you don’t have to make the expedition alone.

Matthew Kaiser, Lockton Companies
Employers can call on Matthew’s more than 18 years of experience in HR and technology to help automate the business processes that provide the foundation to their business. As businesses seek to “do more with less,” Matthew offers insight into technology direction, vendor management, and assistance with return on investment.
  One Size Does Not Fit All - Choosing the Right Implementation Approach
Many HR leaders, Program and Project Managers and Business Process Owners ask themselves “what’s the best way to roll out this HCM program or platform?”. The answer, not surprisingly, is ‘it depends’. SaaS implementations have been taking place for close to 15 years and, during this time, the industry has learned an incredible amount about the do’s and don’ts of good implementations. This session presents an alternative perspective: five alternate approaches – ranging from proof-of-concept to fully-integrated - companies can take in order to more successfully implement their HCM programs. The approaches vary in terms of four key factors: maturity, complexity, risk tolerance and readiness. By considering these four factors up front companies will be in a better position to determine the right way to roll-out any given module(s) of their HCM program. This has direct bearing on program road mapping and phasing, budgeting and resourcing decisions. The ultimate goal of this session is to challenge the general ‘one-size-fits-all’ assumption about implementing HCM programs.

Kevin Copithorne, HRIZONS
Kevin has more than twenty years of talent management experience - 15 of these leading implementations and implementation teams of talent management software. He currently leads an expert team of talent technology and transformation consultants, helping mid-sized to Fortune 500 companies design, implement and sustain integrated talent management programs.
How to Get the Most from IHRIM Online Education
IHRIM has been updating its website and other online communications to make its educational resources more accessible to you. IHRIM has a large archive of past and current educational resources that can prove valuable in addressing the challenges you face in your projects or the need to prepare for Human Resource Information Professional (HRIP) Certification, Importantly, you can receive this instruction on demand—any time, any place. Learn how you can use these resources to improve your professional capability, including HRIP Certification. Learn how you can find the educational support you need and how you can interact with IHRIM to improve its educational offerings. A demonstration of navigating IHRIM education on the website will be presented. Attendees will also have an opportunity to provide input on what they are looking for from IHRIM education.

Lynn Turner, Cal Poly University
Lynn Turner is currently Chair of IHRIM's Subcommittee on Education Delivery, directing the effort to improve access to online education. He has taught human resource and information management and holds a doctorate in Instructional Systems Technology.
Modern Social Network Analysis: A Key to Achieving High Performance Workforces
It is time to update tradition people management strategies and tools with an innovative approach built for today's knowledge driven workforce where performance is based on collaboration, engagement, and culture. Social network analysis aggregates the knowledge and insights of the entire workforce to highlight often unseen roles, relationships, flows, and behavioral footprints in our organizations that are critical drivers of performance. The insights gained from social network analysis enable leadership to identify employees who are critical to the 16 core social networks in any organization and affect knowledge flow, innovation, mentoring, and culture. Social network analysis provides quantitative, actionable data to empower business leaders to make the right people moves and organizational adjustments to deliver the greatest impact to productivity and effectiveness. Learn how management teams in Fortune 500 companies are using social network analysis to redefine performance assessment, identify critical players, and alter team dynamics to drive improvements in engagement, retention, collaboration, and productivity.

Shari Yocum, STELR;
Shari is Co-founder of STELR, a talent management solution provider. She is also managing partner of Tasman Consulting, a strategic M&A human capital advisory firm. Prior to forming Tasman, Shari was an executive at Cisco, where she led their HR M&A organization, providing guidance in over US$10 billion of Cisco acquisition investment.
Brendan Albee, STELR
Brendan is Co-founder of STELR, a talent management solution provider. Brendan is also Varde’s COO and is responsible for the Firm’s Accounting, Treasury, Operations, Tax, and Technology areas. He has eighteen years of experience in the financial services industry and he spent eight years with BarclaysBank leading and growing various global infrastructure teams.
Oracle Fusion/
PeopleSoft
HR Technology 2025: What's New, What's Next?
In 2005, according to our HR Service Delivery and Technology Survey, employee self-service was the hottest initiative for the HR function. Workday was just days old as a company and a majority of organizations weren’t even considering things like single sign-on, content management and software-as-a-service. What can we learn from historical trends in the HR technology space, and how can we best predict what the future might bring? A look into how the HR technology landscape could change across the next 10 years, this session is designed to be thought provoking, inspirational and undeniably provocative. The session will focus on innovation and trends within the HR technology space, as well as the downstream impact those changes could have on roles and responsibilities within the HR function.

Amber Spinks, Towers Watson;
Amber Spinks is a senior consultant within the HR Service Delivery Practice of Towers Watson based in Atlanta, GA. Amber has over 17 years of experience and is passionate about the importance of human capital and the impact it has on the business. As one of Towers Watson’s HR Service Delivery Market Leaders, Amber is responsible for identifying, developing and leading HR Transformation engagements. Relevant Experience/Specialization Leading clients through their HR Transformation initiatives, providing both project management and subject matter expertise in the areas of HR strategy, structure and delivery Facilitating HR strategy and design workshops with HR Leadership and their teams Helping clients through the development and internal selling of the business case Educating on the competitive landscape for HR technology (with extensive knowledge of Workday) Consulting on governance and change management — both planning and execution Benefits administration and healthcare exchanges Amber’s client base spans all sizes across numerous industries including manufacturing, utilities, healthcare, financial services and higher education. Prior to joining Towers Watson, Amber was an account executive at Workday where her primary focus was fostering relationships with key decision makers, while promoting the value of Workday. Amber’s career began at Aon Hewitt, where she spent 15 years consulting in the areas of Talent Management, HR Effectiveness, Health and Welfare Benefits Delivery and Exchange Solutions. Education and Professional Qualification Amber graduated from Florida State University with a B.S. in Management Information Systems.
Chris Partin, Towers Watson
Chris is the Southeastern Sales and Marketing Leader within the HR Technology practice of Towers Watson. He is a trusted advisor to large and complex organizations and leverages his deep understanding of technology to enable improved HR service delivery . Well versed in SaaS-model software and HR Technology in general, Chris often consults with clients related to cloud-based talent software, as well as specific point solutions to enhance talent management and compensation processes. Chris provides expertise in integrated Talent and Compensation Management platforms, HR Portal/Intranet Strategy, and Total Rewards communication. Chris is an active member of many HR Technology industry groups and forums. Throughout his career, Chris has led many high-profile projects around enabling HR service delivery, talent management and compensation technology, as well as recruiting and new hire onboarding initiatives. Many of these projects involved improving current HR processes -- or designing new, more efficient ones -- by implementing best-in-class technology solutions and proven HR Service Delivery methodologies.

 
Saturday, September 19

 


People Metrics & Analytics

HR Data
Management

Talent Management Solutions

Core HR Solutions & Processes

HR Systems Project Management

HR Systems Strategy

Professional Development

Hot Topics

Open Forums

Innovations in HR Technology

Wellness
11:00AM- NOON Becoming a Talent Magnet through HR Technology

Every year surveys tell us that more and more organizations are upgrading their Human Capital Technology. We have been making investments for years but sometimes it seems like the results can be mixed. CEB reported that less than 1 in 3 organizations consider themselves to have an effective talent strategy and less than 1 in 10 have a mature, integrated talent strategy. Yet, we are in a market where the US Bureau of Labor Statistics tells us we are approaching full employment and we see predictions of unprecedented movement of talent. How can innovating Human Capital Technology help?

Through innovations and HCM technology you can become a talent magnet. Using social and mobile technology effectively helps you attract great talent--40% of the workforce today won't join a company without social or mobile capability. Having a complete, end-to-end integrated solution not only drives great revenue, but also creates a better employee experience. What does innovation look like for you? Is it wellness apps? How about collaboration? Have you thought about reputation management? Or, perhaps career development tools would help your organization leap forward. In this session we will look at HR technology innovation that is creating a great employee experience and driving business performance.

At the end of this session participants will:

1.Have a clear understanding of market dynamics that are driving the need for HR Technology Innovation.
2.Be able to articulate the business impact of integrated solutions and their outcomes.
3.Understand the business case for social, mobile, and the drive toward collaboration.
4.Get a view to innovation trends and how they can help you become a talent magnet.


Pamela Stroko, HCM Transformation and Thought Leadership

Pamela Stroko is the Vice President, Mid-Market HCM Transformation and Thought Leadership at Oracle Corporation and a recognized leader in talent management with over 20 years' experience as a practitioner. Over her career she has developed deep expertise in all aspects of talent management, focusing on delivering business results by aligning enterprise strategy with strategies for building people capability across the organization.

Always with the overriding goal of delivering superior business performance, Pamela connects Recruiting, On-boarding, Performance, Learning & Development, Succession, Career Development, Leadership, and Rewards to develop strategically relevant talent management strategies and practices. She is a seasoned executive coach, having worked with a number of established C-level executives as well as developing leaders. An engaging seminar and workshop leader, Pamela delivers and facilitates sessions from the strategic to the tactical implementation of integrated talent management in organizations.

Pamela is a thought leader in the talent management space, combining best practices with practical and actionable solutions. She frequently is a keynote speaker and seminar leader at conferences, webinars, and industry meetings globally.

In 2011, Pamela was the host of Inside the Talent Studio, a broadcast featuring thought leaders in talent management. As a follow up to the broadcast, she completed a high-performance workbook and 10-city tour of the workshop: Unlock Results! Building a High Performance Organization Through People, which received outstanding reviews from attendees and professional press.

At Oracle, Pamela works with customers to develop their HCM strategies and implement end to end core HR and Talent solutions.

Pamela developed her expertise as a talent leader by serving in senior business and HR roles at RR Donnelley & Sons Company, Deloitte, The Coca Cola Company, ICI London, and Gap Inc. She has authored numerous implementation tools that drive organization effectiveness and connect talent management to business performance.

New Pathways of Organizational Change: HR Moving at the Speed of Technology
A thought-provoking and interactive session on the opportunities being presented to Human Resources by the changes in social patterns and technology. We will explore the shifts in personal and social behaviors, supported by technology breakthroughs, and how these shifts are affecting the way we could work. As the trends for technology are discussed a perspective will be provided as a backdrop of the ways that HR can leverage these changes to benefit the workforce and the organization and examples will be provided of the experiences of other companies who are pioneering HR programs to take advantage of the extensive and innovative changes that technology is providing. Within the program, the participants will engage in short, timed discussions about some of the challenges related to the information being presented. And through those discussions, provide new, perhaps provocative, thoughts and approaches to create new pathways, successfully using the technology breakthroughs to support their organization’s transformation. Together we can transform our thinking about the future of Human Resources and leveraging Technology.

Nov Omana, Collective HR Solutions
Assisting companies in structuring HR technology strategy and systems. Using thought leadership and combining technology, with a reputation for “connecting the dots” to create new solutions to solve business problems. Keynote presenter, often sought by media on the state of industry in general and for insight on technology trends.
  HRIS is Your Profession
HRIS, HRIT, HRMS, HR Systems, HR Technology . . . we sometimes get confused what to call our department. The rest of HR thinks we’re specialists. I argue that we are the only true generalists left in the organization - we implement and support systems, processes, and technology across all HR functions. But we ARE also specialists. We build highly complex spreadsheets, databases, flowcharts, and processes. We administer million dollar systems. We manage projects. We keep employees’ data safe. We are HRIS. Join me as I chart the course that brought me from HRIS Analyst to HRIS Director and what skills and competencies you can develop to do the same.

Steve Secora, IGT
Steve Secora has been working as a practitioner in the HRIS world for over 18 years working his way up the HRIS ladder to his current position as the Sr Manager of HRIS for International Game Technology (IGT).
SAP/
Success Factors
Gamified Active Minutes for Fun and Better Quality of Life at Work
With all the demands of life, it seems impossible to find the time and energy to be healthy at work. Toronto researchers have now proven a link between fit-breaks and your ability to think better and be more productive. I'm here to share a few social games, easy mobile apps, de-stressing techniques to help you sleep, eat and move better during your work week.
What gamification means for workplace wellness (rules, goals, structured or quest-based)
Understand the key attributes that impact QOL (target heart rate, dopamine and endorphin release patterns)
Get tips and tools to help you thrive from 9 to 5

Jane Wang, Optimity Inc.
Jane Wang co-founded Optimity Inc. after spending 8 years across hospitals, pharmaceutical & healthcare consulting. She is passionate about innovation and preventative health using passive data and mobile technology. As CEO of Optimity, she rallies a team from McGill University and University of Toronto with expertise in health management, behavior coaching, and workflow management for better organizational culture and productivity. Their product Dooo just won Top 4 Health Tech Innovations of 2015 at the World Cup Tech Challenge in Silicon Valley. Jane serves as a brand ambassador for Optimity and exercises her expertise to help "move" organizations to dial up long-term impact of coaching daily habits.

 

About IHRIM

Since 1980, the International Association for Human Resource Information Management (IHRIM) has been the leading membership association for HR information management professionals and offers you a unique community that blends education, collaboration and professional certification.

Visit IHRIM's website

Conference Location

  • Omni Hotel at CNN Center
    100 CNN Center
    Atlanta, GA 30303
  • Located in the heart of downtown Atlanta, this luxury hotel treats you to views of the spectacular downtown skyline. Read more

Contact Info

If you have questions or need further information, please contact Annette M. Suriani, CMP:

703-261-6562
asuriani@ihrim.org
PO BOX 15176 Chevy Chase, MD 20825