In 2008, as the North American economy moved into recession and companies across the region downsized their organizations and investment in people, General Cable reinvested in its people and processes. To accomplish this, the CEO and CHRO collaborated to establish employee expectations by building a work environment where every manager is expected to effectively employ the principles of human resources management. This helped to evolve the culture from an oral-based one to a written one. Attend this session to discover the lessons they learned in this process and the bottom line results that came from a strategic relationship between CEO and CHRO.

Session discovery topics:
• Do you have a seat at the table — how to get there
• Do you know what the CEO expects
• Is HR aligned with strategic goals

High branch manager turnover was impacting the customer experience and revenue at PNC Financial Services. By using insight gained from their customer operations, PNC was able to apply analytics to this problem. They identified the profile of a successful branch manager, defined the applicable metrics, and used behavioral interviewing to get the right people in place. The results have been positive and this strategy has been applied to other appropriate positions. Sharon Brunecz will discuss how to structure the use of analytics in business and its impact.

Session discovery topics:
• Institutionalizing data-driven decisions across the organization
• Making an ongoing commitment to monitor implemented programs
• Having numbers in hand make talent discussions easier

Social media is something of an enigma to HR executives. Everyone wants to leverage it to simplify recruiting, foster communication and increase engagement; but few understand how to implement a comprehensive social media platform to achieve their business objectives. Bill Mallek at SuccessFactors, an SAP company, will discuss some of the best in class examples of how companies have benefited from the use of both internal and external social media. Join this session to discuss the challenges and opportunities inherent with advancing your organization’s social media involvement.

While there is no such thing as a 130-year plan, GE has delivered 130 straight years of dividends and is the only original Dow Jones Industrial listing that is still listed. This is due to their commitment to the continuous improvement of both the individual and the company. GE’s leadership philosophy is central to the continuous improvement of their employees. In this session, you will learn how GE’s HR function plays a critical role in employee improvement by taking action to make this philosophy come to life.

Session delivery topics:
• Defining leadership and communicating what is expected from employees
• Learning and experiential activities play a large role in continuous employee development
• Holding employees accountable for aligned leadership behavior

The American Society of Training & Development predicts that by 2015, 60 percent of new jobs will require skills that only 20 percent of the workforce will possess. Companies are already finding it difficult to find talent in the areas most critical to their growth. However, while finding qualified talent is one of today’s biggest recruiting challenges, it is by no means impossible. Many organizations are finding innovative ways to compete in a limited talent pool. This session will explore the opportunities businesses have to find the qualified talent they need in this increasingly competitive market, as well as solutions they can implement within their organizations to bridge the impending skills gap.

It is axiomatic that people are the most important part of any organization. How do you ensure that you are maximizing the return on your most valuable investment? Brian Worth, SVP of HR and Lisa George, VP of global talent management at Cardinal Health, will share their viewpoint that successful talent management strategies and actions will not just happen — you must invest active time and make it a conscious effort. Join this session to learn how Cardinal Health is developing leaders, engaging their CEO and top executives to own talent, and measuring their results.

Session discovery topics:
• Most development does not come from a training program
• Investing resources is essential
• Development is for everyone not just high-potentials
• Strong leaders at every level are the key to driving business results

Organizations evolve constantly through exposure to internal and external pressures. Who should take the lead in facilitating the transforming business environment and its effect on employees, culture and the bottom line? Priscilla Stewart-Jones of Omnicare argues that it must be the CHRO who takes the lead in engaging with and integrating change throughout the business. Join Stewart-Jones as she shares her successes and the lessons learned from her 25+ years of HR experience.

Session discovery topics:
• Discussing the business impact of HR leaders on organizational change
• Exploring the key roles of HR leaders that drive systemic and sustainable organizational transitions
• Identifying the essential skills HR leaders need to design positive change

Organizations are in a new and uncertain world when it comes to engaging their talent. To rekindle growth while preserving gains in operating efficiency, companies need to get, keep and optimize the best people in an increasingly competitive talent market. How has the past recession and lingering economic uncertainty affected employees’ mindset and commitment? What are the things most likely to attract the most sought-after talent to work for you or push your best talent to work for your competitors? What’s the emerging formula to maximize engagement and what specific actions could bolster your strategy? This session will share insights from Towers Watson’s extensive global database of employee attitudes and opinions, and outline how some of the world’s leading organizations are enhancing workforce engagement to drive their growth strategies.

CHROs are juggling more diverse responsibilities than ever before and are expected to wear several hats simultaneously. This is especially evident during times of uncertainty, when organizations rely on the Chief Human Resource Officer to lead them through change while also helping to determine where growth is going to come from. Join Mike Davis, SVP of global human resources at General Mills, for a discussion of the priorities and action plans of CHROs at America’s leading companies.