New model, new metrics, new people. Sandy Ogg will discuss how to have measurable impact on business performance from the HR position. Building on his experience at Blackstone, Unilever and Motorola, Ogg will describe how the HR model proposed by Dave Ulrich is now evolving to something new. This will require new metrics for measuring the impact HR can have on business performance and how that will require new skills and competencies for HR professionals in the near future.

It is clear that SaaS and the cloud are quickly becoming mainstream pieces of business operations. The adoption of these tools continues to climb, especially in the area of human resources. Join us for a discussion with two leaders from a global organization who have transformed their human resources organizations by leveraging HR technology in the cloud. This session will bring clarity to the definition of cloud computing, explore the cloud’s impact on strategic HR and IT enterprise business processes.

Session discovery topics:

• Maximizing communication methods to positively impact the organization
• Identifying needs and intended outcomes to determine the value of the conversion
• Determining the value of the conversion to leverage executive support

The American Society of Training and Development predicts that by 2015, 60 percent of new jobs will require skills that only 20 percent of the workforce possess. Already, companies are 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 companies are finding innovative ways to compete in a limited talent pool. This session will explore the opportunities companies have to find the qualified talent they need in this increasingly competitive market and solutions they can implement within their own organizations to bridge the impending skills gap.

This boardroom discussion for members of the Governing Body will be moderated by SkillSoft. Taavo Godtfredsen, executive producer of the Leadership Development Channel for SkillSoft invites you to take part in this engaging exchange of commentary and thought leadership regarding today’s turbulent and complex business environment. Godtfredsen will describe the four most important leadership practices needed for success today using real-world insight garnered from working with hundreds of leading executives and business authors for more than a decade. Be ready to share your perspective on the unique and demanding challenges leaders face in adapting and developing a new set of leadership practices.

Session discovery topics:

• Leveraging the power of a mantra to change behavior
• Making the connection between change and innovation
• Identifying the most important attributes of leaders today

Due to the format of the Executive Boardroom session, there are a limited number of seats available. Seating priority will be given to CHROs and Governing Body members. To reserve your seat, please contact Angela Bricker at 503-808-9824, or angela.bricker@evanta.com. Sponsor participation is limited to Boardroom sponsor attendees only.

When Roger Gaston, senior vice president of human resources, and Steven Fitzgerald, vice president of human resources at Avaya, conducted a detailed analysis of corporate culture in 2008, they were not surprised at the results. The data confirmed that their culture was peppered with counterproductive practices and paradigms that had built up over the years, many stemming from their original corporate roots as part of AT&T and Lucent — when the competitive landscape for the company was very different than it is today. In an effort to reset and define an individual culture, Gaston and Fitzgerald developed a transformational roadmap to creating a workplace of success. Listen as they share the approach and detail business results their plan has produced.

Session discovery topics:

• Recognizing tools that can help measure culture
• Formulating pragmatic strategies to identify and address recognizable gaps
• Considering human capital in a business context to drive results

HR is struggling to drive enterprise talent visibility and understand how social media and collaboration tools can be implemented without disrupting a company’s culture and legal exposure. With the Millennial Generation entering the workforce employers must think differently and at the same time, look for the answer of how to provide an information-starved workforce with the information tools to better execute their jobs. In this presentation, Jason Averbook will share trends, best practices and success stories on driving new levels of performance through transformation of talent management practices and enterprise collaboration.

Session discovery topics:

• How to define and articulate talent management and enterprise collaboration to business leaders
• Defining a strategy for workforce technology that blends social collaboration, portal and direct access
• Leveraging today’s emerging technologies to drive cost savings and value creation

Work in organizations gets done by people and organizational success depends upon who does this work. People’s abilities, characteristics and drive differ and make a difference in the success of firms. In fact, for most firms, people are the largest expenditure. However, most organizational resources are much more carefully allocated and held accountable for effectiveness and efficiency in making contributions to the firm. The HR function can and should see the workforce, especially the workforce that has the most impact on the firm’s strategic success, as their primary deliverable. However, line managers have an even greater impact on workforce culture and the effectiveness of talent through how they behave in managing their workforces. This presentation will focus on the leader’s accountability for the workforce and how it can be measured and thus rewarded. Examples of approaches and how firms are addressing these issues will be provided.

Taking Novartis from a primary care focused organization to a commercially successful specialty business required a fully integrated cross-functional team. Steven Baert, VP, human resources, will explain how HR got involved and worked with other key executives to build a comprehensive change management plan. He will identify the initial business challenges externally and internally that inspired the portfolio shift and speaks of the lessons learned along the way.

Session discovery topics:

• Building the organization to operate as a high performance team
• Assessing and implementing reform to the structure, capabilities and culture of the whole organization
• Identifying the elements of change and projecting the future pathway

For organizations to stay competitive in today’s complex global marketplace, they need proven ways to make informed decisions about their people investments. Access to the latest research on talent, reward programs and trends is imperative — but it’s only the beginning. Thanks to today’s breakthrough HR decision science, smart organizations will have the evidence to create a sustainable advantage with their human capital. During the discussion, audience members will discover the ‘what’ and ‘how’ of an evidence-based change approach to making talent management decisions.

Session discovery topics:

• Findings from the latest Towers Watson Global Workforce Study and Global 2021, a study co-sponsored with Oxford Economics
• Five principles of evidence-based change for a sustainable talent management strategy
• Case studies of principles in practice

Thomas X. Geisel, president and CEO of Sun Bancorp, Inc. and Sun National Bank, will talk about the value of cooperation between senior management and HR leaders in employee engagement initiatives. He will discuss the importance of a partnership between CEOs and CHROs, what companies can achieve through employee engagement, and how the investment in human capital/engagement can advance company strategy and build brand.

Session discovery topics:

• Overcoming challenges to communications and engagement initiatives
• Conducting effective communications/outreach to employees — tools and tactics
• Communicating culture, recognition and development initiatives to prospective hires