Former astronaut and physician Dr. Bernard Harris is a philanthropist and venture capitalist who believes deeply in the power of self-determination and the impact of leadership development on our shared future. His summer camps for students foster leadership while emphasizing the importance of science, technology, engineering and math to develop the innovators of tomorrow. In this inspirational keynote address, Dr. Harris will discuss the attributes of great leaders, the far-reaching impact of cultural perceptions, the business imperatives to improve our educational systems and the profound long-term effects of developing the leaders of tomorrow.

In the wake of a global recession, GameStop posted stellar numbers and continued a record of incredible growth in revenue, earnings per share and operating earnings year-over-year. Key to this growth was GameStop's investment in its talent - GameStop embarked on a cultural transformation that dramatically improved employee engagement and retention within three years. When Marissa Andrada joined GameStop in 2007, she recognized an opportunity for HR to grow into a valued business partner and leader in this transformation. Combining traditional HR metrics with business metrics, Andrada worked with the company's senior team to build a new business model focused on employee engagement, leadership training and growth potential. From forging new relationships with peers, to performing a full business analysis, Andrada will describe the challenges and accomplishments of transforming the HR function within the company driving a significant cultural transformation.

Regulatory requirements and public scrutiny have significantly impacted compensation programs and are requiring companies to explore new avenues of offering compensation to their top executives while balancing shareholder expectations. This panel of experts will provide insight into the changing landscape of executive compensation, shifting trends in compensation packages, and emerging regulations and legislation.

Session discovery topics:

• Significant trends and developments in regulation
• Best practices - retaining top talent through creative compensation
• Aligning with shareholder and public expectations

Tenet Healthcare is facing one of the biggest labor challenges in its history — the threat of unionization. In recent years, unions have set their sights on the healthcare industry as the new ground for union membership requiring Tenet Healthcare and other hospital operators to quickly respond. Many have entered neutrality agreements, putting traditional union avoidance tactics on the shelf. During this session, Cathy Fraser will share Tenet’s current union situation and how they are moving the playing field up to the next level — employee advocacy.

Session discovery topics:

• Assessing vulnerabilities among your employees
• How to manage union as a context — making them “irrelevant”
• Employee advocacy programs worth considering

Six years ago, Michelle Kirby and her team started a wellness program within Texas Health Resources that has changed the lives of many of their employees. By developing a comprehensive plan consistent with their company mission, Texas Health Resources has seen participation in their health assessment grow from 35% in 2004 to 90% in 2009. Join Kirby, as she tells about their journey of designing and carrying out a wellness program that benefits the entire organization.

Session discovery topics:

• Understanding data - cataloging demographics and claims
• One size doesn't fit all - what motivates and de-motivates employee involvement
• Designing a program - analyzing the past and predicting the future
• Optimizing people's health - we're in this for the long haul
• Keeping the program fresh - listening to your employees

Over the last few years, economic conditions have forced employers to reduce, eliminate or modify HR programs like compensation, benefits, training and development, leaving employees to rethink their priorities and expectations. As a direct result, organizations are faced with broken or mismatched employment deals. Their offerings to employees may be out of sync with performance and productivity expectations, as well as with employee needs. This situation puts organizations at a crossroads, reevaluating which programs should be reallocated or eliminated. Towers Watson recently conducted a Global Workforce Study of more than 20,000 employees in more than 20 countries globally. The results of the study provide insights into the changing expectations and priorities of employees, and how these translate into sizeable gaps between employee needs and what their employers are delivering. Dr. Ilene Gochman will share insights from this study as well as implications for the new employment deal.

In his book Combat Jump, Ed Ruggero tells the story of the 1943 Allied invasion of Sicily. This was the first attempt by the U.S. Army to use parachute forces, and nearly everything that could go wrong did. Paratroopers were dropped far from their targets - many were lost and leaderless - but they still accomplished their missions. They succeeded because their commander - energetic, innovative and fearless - prepared them to succeed in the way he developed his subordinates, communicated the mission and inspired his people. In this presentation, Ruggero shares insights into how American military commanders:

• Develop leaders who are creative thinkers
• Inspire subordinates to become pro-active problem solvers
• Communicate the mission so that every individual understands his or her part and takes responsibility for seeing it carried out
• Articulate beliefs so that every supervisor and employee knows what the boss wants

Pizza Hut, a thriving division of YUM! Brands, Inc., is the largest pizza chain in the world. In 2004, Ken Blanchard wrote a book about YUM! and its "customer mania" culture. Amanda Fleming, Pizza Hut's Chief People Officer, believes that YUM!'s celebrated customer mania culture has evolved as a result of the systems and processes the company has built and has ultimately had a tremendous impact on the bottom line. YUM! is also famous for its "recognition culture," a signature process that Fleming attributes to creating a highly engaged workforce of more than one-million people worldwide in delivering a customer mania culture.

Session discovery topics:

• Developing the right systems and processes - accountability, data/information
• Engaging the workforce - global application of training programs
• Recognition - is critical in sustaining good performance

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. At the same time, organizations are looking for the answer of how to provide an information-starved workforce with the tools and insight to better do their jobs. Join Jason Averbook as he shares 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

Stepping out of the role of CEO to work alongside 7-Eleven employees in the CBS show "Undercover Boss," Joe DePinto donned a beard, glasses and trainee uniform and worked incognito at several 7-Eleven stores. In his new identity, he served coffee, made donuts, restocked shelves, delivered goods and, by working with them, discovered the unsung heroes of his organization.

The extraordinary experience went above and beyond DePinto's expectations, giving him a first-hand look at all levels of the company. Of his time undercover, DePinto said, "This will change the way I work every day as CEO of our company." DePinto will share how this experience continues to influence his leadership of 7-Eleven and his continued commitment to servant leadership and growing talent.