Opening Keynote
Leveraging Technology to Enable Strategic Talent Management presented by James Holincheck, Research Vice President, Gartner

Presentation Summary
Talent management is a hot topic for both senior executives and HR leaders.  Many organizations are implementing new applications to improve their abilities to attract, develop, retain, and reward talent.  However, the focus of many of these efforts is on automating talent management processes, not truly enabling strategic talent management.  Automation is a necessary first step, but it is not sufficient.  We will explore how the organizations will evolve from automating talent management functions to leveraging to talent management applications to operationalize their talent management strategies to achieve desired business outcomes. 

Speaker Biography
James Holincheck is a Research Vice President at Gartner, where he covers the human capital management software market.  He helps clients understand how to best leverage technology to improve human capital processes, practices and strategies. 

Prior to joining Gartner, Mr. Holincheck held the position of VP of Strategy at IQ4hire.  Mr. Holincheck also spent two years as an industry analyst at Giga Information Group (now Forrester) covering human resource management (HRMS) and financial systems. In addition, he spent 10 years at Andersen Consulting (now Accenture) participating in the full life cycle of projects around human resources and financial management. 

Mr. Holincheck earned a B.S. degree in electrical engineering as well as a M.B.A. degree from Washington University, St. Louis, Missouri.

Return to Top

TMS Suites Vendor Challenge
TMS Suites Vendor Challenge moderated by  Matt Lafata, Director of Business Development, HRchitect 

Presentation Summary
The Talent Management Systems (TMS) Suites Vendor Challenge will allow vendors the opportunity to face-off against each other in a panel-style discussion format.  Join moderator Matt Lafata of HRchitect along with leading vendors such as Authoria, Cornerstone onDemand, Plateau, SuccessFactors, Taleo, and Vurv as they discuss trends driving the talent management industry and how vendors have responded to these trends through the design, features and functionality of their products.  If you are considering a talent management system at any point in the future, you won’t want to miss this session! 

Speaker Biography
Matt has over 10 years in the HR industry and has been with HRchitect since 2004. He is responsible for sales, marketing and strategic alliances at HRchitect. He also extensively studies the Talent Management market place and talks to leading vendors on a regular basis to stay on top of trends in this industry. Matt has moderated numerous Talent Management shootouts and panel discussions for software vendors and HR organizations such as IHRIM. He has also been a featured speaker on Talent Management solutions at various conferences.

Matt is a long-time business consultant and entrepreneur and has helped build several highly successful businesses for 20 years. Prior to joining HRchitect, Matt was an Executive VP with Sage Software where he was responsible for corporate development, marketing, sales, product development and more.

Return to Top

Afternoon Keynote
IHRIM’s 2008 HR Technology Forecast presented by Jacqueline Kuhn, Senior Director – Corporate & Administrative Systems, OfficeMax 

Presentation Summary
The 2008 calendar year poses many challenges for business and HR professionals.  This presentation is a look forward at what the HR Technology arena may experience in this challenging year.  The presentation will review some predictions on the upcoming year, some new technologies to watch for and provide a future view of what IHRIM will be offering in 2008.   

Speaker Biography
Jacqueline Kuhn has been in the HR and systems industry since 1984.  She has experience in the fields of Consulting, Healthcare, Consumer Packaged Goods, Retail, and other Corporate Environments in HR systems.  Her systems expertise spans the areas of HR Systems Management, HR Services Delivery, General Human Resources, Project Management, Sales and Account Management, and Vendor Management.  She has worked at companies such as Sears, Roebuck and Co., Moore North America, CSC (Computer Science Corp), RR Donnelley & Sons, and CMC/ Pinnacle Consulting.

Jacqueline is currently a Senior Director at OfficeMax responsible for the Corporate HR, Finance, Legal, Loss Prevention and Tax/Audit systems.  She has been a member of IHRIM since 1991, has served on local Boards since 1993 and on the Association Board since 2000. She currently is the Chair of the IHRIM Board.  In addition to her IHRIM volunteer duties, Jacqueline is a Judge for the SIAA CODIE Awards in the category of Human Resources.

Return to Top

Education Session - Track 1
Creating A Successful HR Technology Strategic Plan by Michael Theimer, Principal, LM Theimer & Associates

Presentation Summary
Every organization should create a formal documented HR technology strategic plan that defines the steps and timeline to meet the objectives and goals of the organization’s human capital strategy. Without this in place, many organizations put pieces together in an ad hoc manner which results in incompatible systems and greater costs to evaluate and select replacement systems across an organization. 

The HR Technology Strategic Plan is the embodiment of an organization’s goals and objectives (the corporate business plan) and the HCM, Talent Management, and IT strategic plans that support the meeting of these goals and objectives.  Investing in HR technology without a strategy on how each component system will support the other often results in the implementation of systems that are not best suited to meet a company’s business objectives, which results in wasted time and money, as well as staff inefficiencies.  

During this session, attendees will learn:

·          How to articulate your firm's strategy, vision and objectives for HR technology

·          How to analyze strategy alternatives to support your plans (should we buy more modules from our ERP vendor, buy a TMS suite, or acquire individual best of breed components?)

·          How to develop and communicate a timeline and plan for HR software purchases

·          How the HR Technology Strategy can become an established solid framework for decision-making and setting priorities on software implementations  

Speaker Biography
Michael Theimer has over 26 years of HR practitioner and consulting experience in HR service delivery strategy, HR call centers and process improvement, and leveraging technology. He has managed and implemented numerous HR/Payroll information management systems throughout his career.

He currently helps companies define their HR and HRIS strategies, identify and validate business requirements, develop an appropriate business case for investment, lead the evaluation/selection process, assist with vendor contract negotiation, implementation planning and oversight.  A few representative clients include: America Online, Astaris, Blockbuster, Bank of Oklahoma, Boy Scouts of America, Case/New Holland, Citgo, CBCA Administrators, Clear Channel Communications, Convergys, GameStop, Government of Northwest Territories Canada, Hancock Bank, Software Spectrum, Trammell Crow Residential, USAA, Worldwide Flight Services, Raytheon and Seagate.   

Mr. Theimer holds an MBA from Midwestern State University.  He is a previous member of the IHRIM DFW Chapter Board and was on the Editorial Board for the IHRIM.Link magazine.  Mr. Theimer has received international recognition for articles, presentations and seminars on HR process improvement and technology.

Return to Top

Education Session - Track 2
From “Recruiting” to “Strategic Talent Acquisition” presented by Steve LaMotta, Business Development Officer, Human Capital Institute 

Presentation Summary
Recruiting must transform itself before it can add significant business value and become more solutions-centric than requisition-based. This session will focus on the ‘new series of talent leadership roles’ along with six critical skills that enable recruiters to cross the threshold to strategic talent acquisition.  In addition, an implementation framework is discussed that reinforces, recognizes and adds accountabilities to strategic talent acquisition skills. 

Speaker Biography
Steve LaMotta is a senior executive of the Human Capital Institute’s (HCI) management team, and presently serves as Business Development Officer with responsibilities for growing HCI through partnerships and alliances with market-leading corporations, distinguished business schools, and professional organizations. 

Steve is an advisor to several state and national human resource organizations and business advisory boards. He sits on the HCI executive board and most recently was a National Director of SHRM's Employment Management Association (EMA) as Vice President Area IV (Southern U.S.), an EMA Foundation board member and SHRM's Area IV, Vice President and currently is a Special Advisor to the DFW-EMA. He also has co-chaired the HR Boardroom, a senior human resource executive group forum.

 A writer and frequent speaker on human resource and talent management practices, Steve is best known for his creative and innovative strategic solutions, talent mindset and human capital architecture as a service driven, client centric consultant.

Return to Top

Education Session - Track 3
Developing a Proactive Communications Strategy for Talent Acquisition presented by Paige Vesuvio, Vice President, First Advantage 

Presentation Summary
Finding and sourcing candidates are the traditional pillars of a successful talent acquisition program, however, as the war for talent continues, nontraditional means of identifying creative campaigns and employment branding are playing more prominent roles in the increasingly competitive process of bringing the right person, with the right skills, into the organization.  Tapping social networks and utilizing targeted interactive marketing campaigns, for example, are gaining favor among the most progressive organizations as effective, albeit novel, ways of engaging with the passive-candidate pool—one of the deepest, most promising sources for skilled, experienced talent.   

And as talent acquisition grows more innovative, it also becomes more all encompassing, with more companies acknowledging that acquisition in the current environment requires a “communications continuum” that begins with the identification of the candidate and continues through every step of the process all the way through to onboarding.  In other words, more companies are realizing that regular, effective communications can help foster the strong relationships that not only turn candidates into hires, but also ensure that those hires hit the ground running once they join.   

And for those HR managers who wonder whether new acquisition strategies require new funding sources, Paige will discuss some of the groundbreaking steps companies are taking to successfully turn their departments into profit centers and eliminate the need for ROI metrics. This has become an easy reality for many companies as they take advantage of tax credits and other cost saving programs. Lastly, in the new world of heightened employment regulation, it is critically important to ensure a Company’s talent acquisition process integrates with government programs.  

Specifically, the session will cover the following:

·          Employment Branding

·          Recruitment Marketing

·          Passive Candidate Market

·          Social/Interactive Mediums

·          Regulations/Compliance

·          Assessments

·          Onboarding

·          Tax Credits

 Speaker Biography
With over 18 years of experience in operations and business development, Paige has led the strategic planning and tactical execution for both startup and mature companies. At First Advantage, Paige manages the strategic business functions to develop and promote the company’s value proposition globally, internally and externally. She has helped lead the process of bringing nine business units into an end-to-end, talent acquisition solution. Throughout her career, Paige has consistently been successful in identifying and capitalizing on market opportunities to drive revenue growth, expand market share, and strengthen competitive position of new and existing products. 

Prior to First Advantage, Paige was Vice President for Thomson Prometric, a global provider of testing and assessment services. At Thomson Prometric, Paige developed and executed a strategy for updating and re-launching the brand globally via multiple channels. She merged products, solutions and websites from three newly acquired businesses to form cohesive offerings and messaging. During her time at Thomson Prometric, Paige gained extensive knowledge of technology and customer operations and leveraged her unique perspective on the value and marketability of technology solutions to execute integrated vertical campaigns and achieve a pipeline value of $22 million per campaign.  Paige has also held senior-level positions at organizations such as Plateau Systems, USi, and PC Docs Group international.   

Paige earned a Bachelor of Science degree in marketing from Florida State University. She is also a member of the Society of Industry Leaders, a division of Standards & Poors and The Human Resource Planning Society (HRPS).

Return to Top

Education Session - Track 4
Real Life Stories of Pay for Performance presented by Tony Marzulli, Chief Marketing Officer, Workscape, Inc. 

Presentation Summary
Every company has their own unique challenges in successfully implementing pay for performance.  Tony Marzulli will take you through real world examples and show: 

·          How a global technology firm changed the way they measured and rewarded employees around the world

·          How a well known consulting company gave their top performers new rolls to drive the performance of others

·          How a household name in beverages used innovative techniques in rolling out a pay for performance technology to drive user acceptance

·          And more… 

Pay for performance isn’t just about ratings and rewards, it’s about driving change in your organization.  Mr. Marzulli will walk through how industry leaders have changed their organizations with new techniques, processes and technology for pay for performance. 

Speaker Biography
Anthony “Tony” Marzulli joined Workscape in early 2008 as Chief Marketing Officer. In this role, Marzulli is responsible for Workscape’s overall market positioning, including driving product marketing, marketing communications, corporate communications and public relations in support of the company’s business objectives.

Prior to joining Workscape, Marzulli was the senior vice president of Products and Marketing for Workbrain, Inc., which was acquired by Infor in June 2007. Additionally, his earlier experience as the senior vice president of Global Marketing for Citrix Software, the vice president of Software Marketing for EMC Corporation and the senior vice president of Marketing for Lawson Software positions him to drive Workscape’s strategic expansion into new markets. Marzulli began his career at Hewlett-Packard as a systems engineer in 1984.

He holds an MBA from Boston University and a bachelor’s degree from West Chester University in Pa.

Return to Top

HCM Vendor Challenge
HCM Vendor Challenge moderated by Damon Lovett, HRMS Director, First American Corporation 

Presentation Summary
The Human Capital Management (HCM) Vendor Challenge will allow vendors the opportunity to face-off against each other in a panel-style discussion format.  Join moderator Damon Lovett along with leading vendors such as ExponentHR, Oracle, SAP, Ultimate Software and Workday as they discuss trends driving the human capital management industry and how vendors have responded to these trends through the design, features and functionality of their products. 

Speaker Biography
Damon Lovett is the HRMS Director at First American Corporation. Damon is an industry recognized Information Management professional and a long-standing IHRIM Association board and committee member.  His past work experience has tied him to several high-profile HR projects including web-based application development, HRMS implementations, outsourcing ventures, and business continuity planning.  Damon is a 2004 IHRIM Excellence Award winner, the IHRIM DFW Member of the Year for 2003, and BrassRing Award Recipient in 2002.  Damon has presented at many national HCM and HRIS conferences since 1999.