SuccessConnect Speakers
Keynotes
Please check back for updated keynotes and sessions.
Title: CEO Welcome & Address
Presenter: Lars Dalgaard, President, Founder & CEO
Abstract: Always a highlight of the conference, be prepared for an interactive, dynamic, passionate presentation from SuccessFactors’ leader! Lars Dalgaard will share his unwavering vision for engaging and inspiring workforces while driving top-line growth. Join us as Lars explores exactly how SuccessFactors is partnering with innovative companies like yours to revolutionize the future of work - one employee at a time. As usual be ready for surprises and real, live SuccessStories!
Title: SuccessFactors Product Update & Vision
Presenter: Rob Bernshteyn, Vice President of Global Product Marketing & Management, SuccessFactors
Abstract: Rob Bernshteyn brings 15 years of experience in marketing and information technology to his position as Vice President of Global Product Marketing & Management at SuccessFactors. Prior to his current role, Rob directed product management and marketing activities at Siebel Systems where he was a founding member of the Siebel Employee Relationship Management line of business. Rob has also worked as a management consultant at McKinsey & Company and an SAP Implementation Project Manager at Accenture. His qualifications include a Bachelor of Science Degree in Information Systems from the State University of New York at Albany and an MBA from Harvard Business School. Rob will speak about the SuccessFactors product suite and how your ongoing partnership will continue to be one of our biggest success factors.
Robert Sutton: The VALUE of an Aligned Meritocratic Workplace
Professor of Management at Stanford University and Author of The No Asshole Rule: Building a Civilized Workplace and Surviving One That Isn’t
Robert Sutton is a Professor of Management Science and Engineering at Stanford. He studies innovation, the links between knowledge and organizational action, and most recently, workplace assholes. He works with organizations and managers of all kinds, from People magazine, to Procter & Gamble, to National Football League executives. He has published over 150 articles, in places ranging from peer-reviewed journals, to the Harvard Business Review, to Esquire magazine. His books include Weird Ideas That Work: 11 ½ Practices for Promoting, Managing, and Sustaining Innovation, The Knowing-Doing Gap: How Smart Firms Turn Knowledge into Action (with Jeffrey Pfeffer), and Hard Facts, Dangerous Half-Truths, and Total Nonsense: Profiting from Evidence-Based Management (also with Jeffrey Pfeffer). His new book is the national bestseller The No Asshole Rule: Building a Civilized Workplace and Surviving One That Isn’t. He is a Fellow at IDEO and a member of the Institute for the Future’s board of directors. And especially dear to his heart is the Hasso Plattner Institute of Design, which everyone calls "the Stanford d.school." Sutton is a co-founder of this multi-disciplinary program, where they teach, practice, and spread "design thinking." His personal blog is Work Matters.
Peter Cappelli: The RESULTS Achieved by Managing Talent On-Demand
George W. Taylor Professor of Management The University of Pennsylvania Wharton School and Director of Wharton School Center for Human Resources
Peter Cappelli is the George W. Taylor Professor of Management at The University of Pennsylvania Wharton School and Director of Wharton's Center for Human Resources. He is also a Research Associate at the National Bureau of Economic Research. He received his PhD in labor economics from Oxford University, where he was a Fulbright Scholar. He has been a Guest Scholar at the Brookings Institution, a German Marshall Fund Fellow, and a faculty member at MIT, the University of Illinois, and the University of California at Berkeley. He was a staff member on the U.S. Secretary of Labor's Commission on Workforce Quality and Labor Market Efficiency from 1988-'90 and Co-Director of the U.S. Department of Education's National Center on the Educational Quality of the Workforce.
Professor Cappelli has served on three previous NRC committees, and was recently named by Vault.com as one the 25 most important people working in the area of human capital. He is a fellow of the National Academy of Human Resources, serves on the advisory boards of several companies, and is the founding editor of the Academy of Management Perspectives.
Godfrey Sullivan: The BENEFITS of Executive Usage of Performance & Talent Management
Former President and Chief Executive Officer of Hyperion Solutions and extensive user of SuccessFactors
Godfrey is a technology veteran who was most recently the President and CEO of Hyperion Solutions, the global leader in the Enterprise Performance Management software category. He is well known for having taken Hyperion from $500M and unprofitable in 2001 to a position of visible success in 2007 – including revenues of almost $1B, recognized leadership in the EPM segment, and a 6 times multiple in Hyperion’s market cap. Hyperion was acquired by Oracle in 2007 for $3.3B.
The culture at Hyperion was "to win, but win the right way". Hyperion was voted a Fortune 100 best places to work in 2004 and to the Forbes 100 Highest Integrity Companies in 2006. Godfrey also innovated from a green point of view, pioneering in 2004 the Drive Clean program where Hyperion gave a $5000 bonus to employees who purchased Hybrid cars. That program has now been widely adopted by other companies including Google and Bank of America.
Prior to Hyperion, Sullivan was CEO of Promptu Corp., an enterprise marketing automation software company. Previously, he spent eight years at AutoDesk in senior management positions, including president of AutoDesk's Discreet Division, a $200 million digital media unit. Prior to joining AutoDesk in 1992, Sullivan spent 11 years with Apple heading up Business Marketing, U.S. Channels and Western U.S. Operations.
Sullivan serves on the board of directors of Citrix Systems, Inc., the global leader in access infrastructure solutions, and Informatica Corporation, the global leader in data integration software. He received his BBA from Baylor University, and has completed executive programs at Stanford and the Wharton School.
Breakout Sessions
Listed alphabetically
| Allianz SE Germany Title: Integrated Global Talent Management Approach Speaker: Brenda Leadley, eHR Solutions Allianz has recognized the importance of managing sustainable leadership quality and keeping, winning, and attracting top talent. This business-driven Talent Management approach will play a vital role in helping our company leverage the full potential of our people and support our efforts to a leader among world-class financial services companies. The roll-out of the talent management methodology shows its results through conducted Career Development Conferences (CDCs) which are the platform for discussing talent issues based on one common language, one competency model, one common understanding on potential and performance - and defining what is needed at the top so candidates know what is required. The SuccessFactors suite will enable Allianz to implement such an integrated and systematic approach in more than 100 companies in an extremely decentralized environment world-wide. | AMCOL International Title: Change Management in a Decentralized Global Organization Speaker: Ed McCann, HR Director Speaker: Jeff Chan, Chan Management Consulting Driving change is difficult enough, but getting support from key leaders around the world in a decentralized organization has its own unique challenges. In 2007 AMCOL International successfully implemented Successfactors Total Goal Management and Performance Management module for its 1,800 employees across ten countries. Implementation planning required extensive change management planning that included active stakeholder management, communication, training, and implementation metrics. This session will discuss the implementation plans that AMCOL International utilized, key learnings, and best practices for change management. |
| Assurant Title: Best Practices for Performance, Compensation and Succession Management Speaker: Carey Bongard, VP of Talent Management Assurant, a leading provider of specialty insurance products, was faced with a challenge: streamline Human Resource practices and processes for Performance Management, Compensation, Succession and 360º Feedback into one solution for its workforce. This session will describe how Assurant approached the streamlining process and initial implementations, and how it continues to review and enhance its talent management processes to more fully realize the value of an integrated system. You will walk away from this session with solid ideas to more effectively implement the system and develop the talent within your organization. | Baylor Health Title: Performance and Compensation Solution for the Healthcare Industry Speaker: Wayne Campbell, Manager HRIS & Process Improvement; Mary Poppen, Professional Services for SuccessFactors Baylor Health Care System ranks as one of the largest private-sector employers in the Dallas/Fort Worth Metroplex employing more than 16,000 people. In this educational session Baylor Health will discuss their strategic rationale for selecting and deploying SuccessFactors Performance Management and Compensation solutions. They will address the complexities of automating performance appraisals for employees with up to three different positions across a multifaceted healthcare organization based on both quantitative and objective measures providing key insights and lessons learned along the way. |
Benjamin Moore | BirchBark Consulting |
Canadian Pacific Railways | CDW Title: Aligning Talent Management, Executive Management, and Human Resources Speaker: Tess Reinhard, Director of Leadership and Organizational Development Advanced A recently acquired firm by a private investment company, CDW continues to manage change and growth in a very volatile market. As a private company, CDW’s strategic growth plans have matured to include integrating a previously acquired company, filling out a new sales office in Arizona, as well as meeting a hiring goal of 350 new sales associates. With such big goals, CDW was in a need of a talent management system that would enable management to assess, manage, and develop its workforce. This session will explore how CDW used an integrated, holistic approach to talent management that created a partnership between executive management and HR while aligning talent with corporate initiatives. |
ConAgra Title: Simplifying Performance Management Speaker: Sonja Hyman, OD Applications Specialist Advanced Simplicity, one of ConAgra Foods operating principles, drove a major redesign and consolidation of the company’s performance management forms. ConAgra Foods’ review cycle includes mid-year and year-end reviews. Each of these reviews had its own form which meant that employees had to refer to their mid-year review forms constantly as they drafted their year-end self-assessments, a process that was both cumbersome and time-constraining. The Solution? Combine the mid-year and year-end forms into a single, user-friendly form that saves time, ensures continuity and makes the review process more transparent and less frustrating. ConAgra foods will talk through the challenges of simplifying and consolidating its performance management forms including how the company enhanced key functionalities to better suit its business needs. In addition, ConAgra Foods will describe the challenges encountered since rolling out the combined form and solutions put in place to address those challenges. | Danbury Health Systems Title: Bringing Order Out of Chaos: How SuccessFactors Helped Do the Trick! Speaker: Phyllis Zappala, VP of Human Resources Danbury Health Systems had a Performance Management system that linked individual performance to organizational goals and ultimately to pay. It also provided a mechanism for gathering the voluminous documentation required by the Joint Commission. Unfortunately, the cumbersome process resulted in piles of paper and missing information, frustrating management and users alike. Further, it had no capacity to connect the individual’s performance to organizational goals. This session offers a detailed overview of Danbury Health Systems’ journey toward implementing a talent management solution that could meet all technical and functional requirements while simultaneously achieving organizational goal alignment from the individual up through the C-Suite. |
Denver Children’s Hospital Title: Leveraging Talent Management to Improve Patient Care The Human Resources Department at The Children's Hospital in Aurora, Colorado set a goal of "flawless execution" in its SuccessFactors implementation, which ultimately supports the hospital's mission of always providing the best possible outcomes for patients and their families. SuccessFactors was instrumental in helping TCH realize their ambitious goals. In this session they will share their implementation experience beginning with the design of their Talent Management strategy and describing every phase along the way. They will share how they succeeded in delivering maximum results all the way from initiation, design, configuration, and testing, through change management and communication, and training. | Fannie Mae Title: Driving Culture Change through Talent Management Speaker: Christiane Segall, Culture, Organization and Talent Management Are you looking to transform your organizational culture? Find out how Fannie Mae utilizes a disciplined talent management process to achieve its strategic goal of culture change. To move the culture towards greater transparency, accountability, and leadership development, Fannie Mae automated the talent identification and succession planning processes with the help of SuccessFactors. Learn how the automated system combined with a fair and consistent process enables better decision making, improved metrics and reporting, and leadership behaviors. The presentation will explore specific strategies employed in this long-term strategic collaboration between HR and its business partners. |
FlowServe Title: Driving a Global Implementation Speaker: Ed Halphen, Manager Organizational Performance Flowserve Corp. is one of the world's leading providers of fluid motion and control products and services. In this detailed and informative session Flowserve will discuss their global implementation and their successful roll out of Performance and Succession Management to 14,000 employees in 60 + countries. The entire implementation process will be a discussion from a practical standpoint including vendor selection, business case development and presentation, process design, executive buy-in, end user buy-in, testing, training and "go live." Attend this session and gain practical advice and insider do's and dont's. | Gen-Probe Title: Evolving Your Culture to Pay-for-Performance Speaker: Lisa Hellman-Rhodes, Senior Director, OD and Learning Track: Small Business Track Building a strong Pay-for-Performance culture is best achieved when the people clearly understand the expected performance, and when exceptional performance receives exceptional rewards. The result can contribute to greater business success for organizations of all sizes . Executives see increased business results and employees strive even harder to realize their performance potential. How do you get there, and what defines success? Come hear how Gen-Probe, a mid-sized biotechnology leader, achieved its high-performance culture using SuccessFactors, and learn the key indicators Gen-Probe use to measure success along the way and how they can target changes for continuous improvement. This session is intended for an intermediate-level audience. |
Health Net, Inc. | IBM Global Business Services |
| Independence Blue Cross Title: Fostering High Performance: Change & Education Strategies to Support Goals, Performance, and Compensation Implementations Speaker: Daniel Bucci, Manager, Human Capital Strategy and Development & Amy O’Leary, Project Lead In 2007, Independence Blue Cross, Southeastern Pennsylvania's largest health insurer, completed implementations of the SuccessFactor’s Goals, Performance, and Compensation management modules. This session will walk you through their extensive implementation focusing on the change management, communication, and education strategies undertaken to support an organization of 6,500 employees. At the conclusion of this session, you'll take away practical advice, lessons learned, and specific insights about preparing your workforce to get the most out of your SuccessFactors talent management solution. | Itron Inc. Title: Change from the Top Speaker: Debbie Curless, Director of OD & Talent Management Itron, the world’s leading provider of solid-state meters, employees over 8,000 people and does business in more than 130 countries. In this session Itron will discuss their successful implementation of Performance Management, Merit and Career Development with an emphasis on executive sponsorship and how support from the top was a key factor in the success of their implementation and on the company-wide change management process. You will walk away with an in-depth understanding of what Itron learned throughout all the phases of their implementation, the obstacles they faced, the lessons learned, and what the future holds for talent management strategies at Itron. |
Janus Capital Group Title: Implementing Multiple Modules for all employees in One Year Speaker: Charles Kibort, HR Operations Manager Join Janus Capital Group as they discuss their experience with a multi-module implementation across a dynamic mid-sized financial services organization. Janus converted prior HR systems to SuccessFactors and implemented Performance Management, Total Goal Management, Compensation Planning and Succession Planning in 2007. These modules were rolled out to all employees across the organization while taking into consideration existing processes, best practices, security, current system interfaces and change management to ensure a successful implementation. | Kelley Blue Book Title: Driving Business Performance with SuccessFactors. How we did it, you can too! Speaker: Elizabeth Haut, Vice President & Mark Rutherford, Baypoint Partners, Principal Track: Small Business Track “I don’t believe there is a single organization or functional group that has driven the strategy of Kelley Blue Book this year more than Human Resources” stated a Kelly Blue Book Executive. Learn how Kelley Blue Book used SuccessFactors to architect "change," establishing consistent processes for setting and managing annual business and employee expectations based on goal achievement and competencies. In this session Kelley Blue Book will discuss how they drove process efficiencies into the annual compensation process, provided valuable feedback to key leaders, differentiated individual performance, and delivered a powerful level of transparency to their business operations. |
| Kirby Risk Title: Using Technology to Automate and Expedite the Disciplinary Action Process Speaker: Doug Gutridge, VP Human Resources Within any performance management based culture, the need to provide employees with timely and accurate feedback is important. But, when addressing non-compliant employee behaviors this feedback becomes critical. In this session Kirby Risk will discuss how they customized SuccessFactors forms to replicate their existing processes for handling non-compliant employee behaviors. You will learn how their automated process for managing disciplinary action enabled Kirby Risk to adhere to corporate and legal policies while decreasing cycle times, improving the consistency and the accuracy of the documentation, and enriching employee relationships. | Knowledge Infusion Preparing Your Organization for the Talent Management Suite: New Practices in People, Process, and Technology You've made a great decision with your technology decision, but the technology only accounts for a small percentage of the success of your talent management initiative. Join this session to learn how to develop a holistic people, process, and technology plan to prepare your organization for a new technology and ensure success. |
Mandarin Oriental Hotel Group | Meridian Bioscience |
Micron | Nissan |
| OppenheimerFunds Title: Foundations for Success: The OppenheimerFunds Story Speaker: Adam Lee, Sr. HR Project Manager; Trudi McCanna, Assistant Vice President In this presentation OppenheimerFunds will discuss their methodology for a successful talent management implementation. They will address how a performance-based culture affected both processes and technology and why a pilot program was initially used to engage and align stakeholders as they scaled an enterprise-wide implementation across business lines. This session will also include a discussion about the importance of a health check for diagnosing and fine-tuning the system. Finally, OppenheimerFunds will share their current talent management philosophy and lessons learned along the way. | Safeco |
| Saint Elizabeth Healthcare Title: From Good to Great! Using Talent Management, Succession Planning, and Performance Management to Create a New Reality Speaker: Tom Ottke, Director of Organizational Effectiveness In this insightful and informative session Saint Elizabeth Healthcare will speak to the key criterion used for reengineering their talent management, succession planning and performance management systems. They will discuss their talent management initiatives from a long-range, strategic view to short-term, immediate tactical issues while addressing the on-going operational concerns that faced the implementation team. There will be special emphasis on creating a new talent management reality at Saint Elizabeth Healthcare and why managing change throughout the entire implementation process was fundamental to success. | Sigma Aldrich Title: Working with Leaders to Get the Most from Our Technology and People Investments Speaker: Erik Koshner, Manager Organizational Development & Nigel Bristow, Targeted Learning The goal at Sigma-Aldrich is to use the performance management process to boost employee engagement and bottom-line results. As Sigma-Aldrich invested in streamlining and automating performance management, they recognize that the return on this investment depends on much more than people’s ability to utilize the technology. Success depends heavily on every leader’s ability to fully engage their people. To enlist all leaders in this process—and as part of the implementation of SuccessFactors’ software—all Directors and Managers learned how to lead effective performance management conversations. These conversations include coaching, goal alignment, receiving and giving feedback, development and career planning. This session will focus on how Sigma-Aldrich equipped their leaders with the conversation skills necessary to engage people and drive business results, and their key learnings from this implementation. |
Sport & Spine Rehab | SuccessFactors Title: Use It or Lose It – How Realizing Business Value Starts with Usability Presenter: Randy Reynolds, VP Product Management, SuccessFactors Abstract: Pay for Performance applications are at the core of many performance and talent management initiatives. In order to gain the business value from this technology, it is imperative that employees embrace the tools linking performance and pay. Improving performance is not as effective when only managed on annual basis. Employees need to see the linkage from goal setting, goal management, performance evaluation to compensation throughout the quarter and year. Usability is a key ingredient to getting people to interact with the system. Increased usage enables process owners to see more value in the applications they have deployed. In this session, SuccessFactors product experts will discuss ways to improve the user experience and adoption across our suite of Performance, Goals and Compensation products. |
SuccessFactors | SuccessFactors |
SuccessFactors | Talent Management One Title: Driving Strategic Priorities with Learning Agility Speaker: Dr. Brian Feiser, Managing Partner Wondering how your HR team can get a seat at the table, impact corporate strategy and drive organizational execution? Attend this interactive session and discover how to use SuccessFactors to grow the value of HR and increase the likelihood of success for your company’s strategic priorities. This session will examine how the Succession Module can broaden the use of learning agility and drive the successful execution of strategic priorities throughout your organization. You’ll walk away with great examples of its applications and even take home a user-friendly toolkit designed to get you engaged when you return to your office. |
Textron | Union Pacific Railroad Title: How to Implement Discretionary Pay-For-Performance Plans with Flexible Administration Speaker: Jennifer Sedlacek, General Director – Compensation Union Pacific Railroad is one of the few companies who believe in discretionary (non-formulaic) compensation for their cash and stock awards while allowing departmental flexibility in the administration of the performance feedback and awards. We will demonstrate how to administer discretionary compensation plans in SuccessFactors while maintaining pay-for-performance. You will also learn how to maintain discretionary budgets by group, grant by stock value, automate policy exceptions, and streamline stock grant acceptance. Finally, you will see the work-around solutions we utilized to run concurrent performance and compensation processes, maintain departmental flexibility, and simplify reporting. |
VMWare Title: Developing Leaders in Hyper-Growth Speaker: Elyse Stein, Senior Director of Organizational Development & Training & Brett Welch, Manager of Learning & Development. Join Elyse Stein, Senior Director of Organization Development & Training and Brett Welch, Manager of Learn & Development from VMware as they present a summary view of how they are developing leaders in a high growth organization and environment. This presentation will touch on executive sponsorship, metrics, change management, end user adoption, and system administration all fundamental to their success. Expect an inside view on a well thought out and patient approach to applying leadership development to a rapidly changing, fast paced organization. | Whirlpool Corporation |
- Save/Share:
Email This Page
