| |
| SuccessConnect San Francisco Agenda |
| Tues, June 5 |
Session |
Speaker/Instructor |
Track |
| 7:30 - 6:00 |
Registration Open |
|
|
| 1:00 - 5:30 |
Partner Forum |
|
|
| 6:15 - 8:15 |
Welcome Reception |
|
|
| Wed, June 6 |
Session |
Speaker/Instructor |
Track |
| 7:30 - 5:00 |
Registration Open |
|
|
| 7:00 - 8:00 |
Breakfast |
|
|
| 8:30 - 9:00 |
Welcome Address |
TBD |
|
| 9:00 - 10:00 |
SuccessFactors Overview & Vision |
Lars Dalgaard, Founder & CEO, SuccessFactors |
|
| 10:00 - 10:30 |
Customer Keynote - Hilton Worldwide |
Matthew Schuyler, Chief Human Resources Officer, Hilton Worldwide |
|
| 10:30 - 10:45 |
Break |
|
|
| 10:45 - 11:30 |
Making our Customers Successful |
Paul Brook, VP of Customer Success, SuccessFactors |
|
| 11:30 - 12:00 |
20/20 Workplace |
Karie Willyerd, Chief Learning Officer SuccessFactors |
|
| 12:15 - 1:15 |
Lunch |
|
|
| 1:30 - 2:15 |
Prioritizing “Should Do” vs. “Can Do” Defining and Implementing an Integrated Talent Management Strategy
There are hundreds of actions organizations can take to increase business execution. These range from things as simple as improving how job postings are written to things as complex as implementing high potential executive development programs. Given all these possibilities, the challenge facing many HR leaders is not “what can I do” but “what should I do”? This presentation addresses the importance of balancing the value of implementing new methods to increase business execution against the risks of introducing excessive and distracting process changes into the organization. We will provide tools to define your organizations’ business execution needs and determine your company’s current and desired levels of talent management maturity. We will also discuss how to create an integrated talent management roadmap that focuses on driving change where it has the greatest business value but doing it in a way that does not create excessive confusion or “change weariness”. |
Steven T. Hunt, Ph.D., SPHR, Senior Director, Business Execution Practices, SuccessFactors |
Results |
Next Gen Computing and SuccessFactors Single Sign-On
As a part of our emerging technologies focus, Owens Corning is integrating personal computing devices within our infrastructure. The philosophy is based on attracting and retaining talent, as well as reducing operational computing costs. During this session we will share our high level methodology combining SF SSO capabilities, standard Microsoft security tools, iPad config, and other web components. We will share the successes of this effort, as well as address lessons learned throughout implementation.
|
Jon Dwyer HR Systems COE Leader; and Steve Tapyrik, GIS Project Manager, Owens Corning |
Function |
SuccessFactors Learning Roadmap
SuccessFactors is redefining how organizations provide learning and development to their employees, partners and customers. In doing so, we're providing next-generation learning solutions that lower learning costs and improve the ROI. Discover SuccessFactors plans for ensuring your organization stay's at the forefront of learning strategies that deliver results. |
Tracy Burnette, VP Product Management, Learning, SuccessFactors |
Vision |
| Driving Real Change at Vale |
Tatyana Oliveira , General Manager, Talent Management, Vale |
Connect |
Tempur-Pedic Academy: Creative and Successful
Come hear how Tempur-Pedic successfully navigated through their LMS implementation and roll-out. We will share how Tempur-Pedic is creatively using the LMS to service their internal employees by consolidating multiple learning sites as well as rolling out sales training on their new product line to external retailers all over the country! In addition to sharing these creative uses for the LMS, we will cover practical implementation best practices that Tempur-Pedic leveraged and greatly benefited from. |
Lindsey Chen , Professional Services Consultant, Aasonn & Kelly Gottus, Director of Learning & Development, Tempur-Pedic North America Inc. |
Evolve |
JAM Session: Collaborative Learning, What’s not to Like?
Collaboration tools have become more and more prevalent in today’s society, connecting us to people all over the world. SuccessFactors Jam translates this popular concept into an effective collaborative learning tool within the workplace. Our easy to use tools empower employees from all regions of your company to work side by side and informally engaging the expertise of their peers and promote the sharing of vital information to your workforce - what’s not to “Like” about that? The Jam session has been long regarded as a meeting where musicians share their mastery of their talent. Join instructor Lisa Bopst as she highlights features designed to bring your talent together which is what gave Jam it’s “rock star” status. #No Autographs Please (but we always accept a tag in a status update!) |
Lisa Bopst, SuccessFactors University |
Transform |
EC Next Generation Core HR
Take advantage of a sneak peak of the best in class UI Employee Central platform. Learn about and see features such as employee and manager self service actions and the advantage of wizard based approach updates. See examples of how country specific fields and data can be configured and approval processes for data updates or changes. |
Chase Winters, SuccessFactors University |
Transform |
| Sign up to Meet the SuccessFactors Experts |
|
Synergy |
Talent Management Execution:
Adding Value to the Business
With a number of recent mergers and acquisitions, more than ever SuccessFactors has been drinking its own champagne by implementing its own technology to drive internal performance. Jeff is an accomplished business leader with a deep functional - and in particular strategic - expertise in Human Resources. He brings a diverse experience in enabling organizations to achieve strong performance through the creation of innovative people agendas focused on delivering superior value
to the customer. |
Jeff Diana, Chief People Officer, SuccessFactors |
Discovery |
| 2:15 - 2:30 |
Break |
|
|
| 2:30 - 3:15 |
Integrating Talent Management and
Building it’s the Value Within the Business:
Come list to Robert share Destination Hotel’s journey from making relatively little use of strategic talent management methods to building out a broad range of highly impactful, integrated talent management processes. He will explain methods used to build credibility within the organization around the value of more advanced talent management techniques, how the use of multiple touch points throughout the year helped line leaders become comfortable leveraging talent management tools and data, and the importance of deploying different talent management methods in a manner that balances adding value against the risk of creating too much change |
Robert Mellwig, SVPHR, Destination Hotels |
Results |
Getting the Most Out of Succession Planning:
Moving Past Executives
This session is designed for talent management leaders who have or are planning on implementing the SuccessFactors Succession & Development Product for key leadership positions and are looking for the next step in rolling out their succession strategy. Based on the concept of “pivotal” roles, a step-by-step process is recommended for implementing succession for positions that are most critical to talent strategy. |
Kirk Hallowell, Ph.D., Senior Consultant, 3DResults and Sally Elstad, Senior Consultant, 3DResults |
Function |
Employee Central Roadmap - Next Generation Core HRIS
Core HR systems have always served a critical role in enabling organizations to capture, track, manage and maintain a structured system of record for every one of their employees. But is that enough? Do they actually help you leverage all of that workforce data to drive top line growth, improve workforce productivity, or build a culture of innovation? Do they help you move beyond employee transactions and basic HR Automation to deliver true Business Execution? These are the kinds of imperatives that we’re building Employee Central to help customers drive. As the foundation for the entire BizX Suite of applications, and the “go forward” cloud-based Core HR solution from SAP, we’ve built an aggressive roadmap for Employee Central that is backed by the industry’s best expertise in both SaaS and Core HR. |
Marty Pitkow, Vice President, Strategy, SuccessFactors |
Vision |
Rethinking Retail’s Human Capital Issues: A panel discussion
This panel discussion will feature senior leaders from globally respected retail organizations as well as an ‘expert’ retail implementation partner participating in a candid dialogue on how they are engaging business leaders and driving results through better talent practices at their respective organizations. This panel discussion will be moderated by Jessica Kane, VP Global business Architecture, and focus on the true challenges and best practices for deploying an integrated talent platform across a large retail organization. The leaders of the retail organization will answer candid questions about engaging executive leadership, managing the change associated with the technology deployment and address general 'I wish I would have known...' questions. This session will prove to be a lively and interesting discussion. |
Jessica Ebenstein, Director,Compensation & HRIS, J Crew
Marla Debbaudt, Director - Talent Management Operations, Gap, Inc.
Angi Willis, Enterprise Learning Project Manager, Luxottica
Brian Fieser, Psy.D., Retail Implementation Partner, 3D Results
Moderated by Jessica Kane, VP, Global Business Execution Architecture, SuccessFactors |
Connect |
Reporting - A Fidelity Story
We'd like to share our experience from our implementation to current state (1.5 years later) with reporting. Our initial configuration only allowed for reporting for administrators, after our first cycle reporting was configured for our managers/HR Staff. By year end we found that we our organizations were using the reports to demonstrate the status of performance reviews and goals to their management teams. We have a unique business structure where we do not use the HR Representative relationship, instead we have our HR staff proxy in as our Senior Leaders to gather data. As time has progressed we have become more familiar with using the List Views, Dashboards, processes, Proxy Management Report, and Ad hoc reporting (we recently installed the new UI for Ad hoc reporting). As a large company we'd like to share what has been successful for us and those items that may not have been so successful. |
Stacie Breen - Senior Business Consultant, Tara Tibbetts - Director, Rich Cribb - Senior Systems Analyst, Fidelity |
Evolve |
Successful Reporting - Building Status Reports in LMS Report Designer
In this session we will look at several reports that retrieve and display learning status such as a “Traffic Light” report to show green, yellow and red status based on item due dates and a report on percent of users complete per assigned item. We will show how to set up a SuccessFactors Database Virtual Machine to test queries with SQL Developer. At the end of the session, participants will receive a DVD with our SF Database Virtual Machine. Attendees will get a link to the Report Designer Job Aid Portal to access job aids and sample report files demonstrated during the session. *Note: this session is for report designers who have experience working with the LMS Report Designer. |
Lane Davis-Coury, SuccessFactors University |
Transform |
Cool New Stuff in SuccessFactors Learning
Interested in seeing a preview of what’s coming in SuccessFactors Learning? Join our instructors for an exciting demonstration and overview of the latest features! If you are an LMS "power user", once you see this, you will never want to go back. Overhyped? Maybe. But we think not. Come and judge for yourself. |
Josh Sacks, SuccessFactors University |
Transform |
| Sign up to Meet the SuccessFactors Experts |
|
Synergy |
Driving Business Execution Through Integrated Talent Management
Running a business requires doing three things:
1. Defining strategy: figuring out what you need to do to succeed.
2. Managing assets: securing the capital & resources required to support the strategy.
3. Driving business execution: Building and managing the workforce to effectively leverage company assets to deliver strategic objectives
Human Resources (HR) has the knowledge and tools to play a central role in driving business execution. Yet many HR organizations struggle to show how the talent management processes they support are relevant to business success. This session will discuss how to use talent management to drive business execution. It explains how to assess a company’s business execution capability and requirements, and how to leverage talent management processes to support a company’s business execution needs. This is followed by a discussion of how to increase talent management maturity and build integrated talent management processes |
Steven T. Hunt, Ph.D., SPHR, Senior Director, Business Execution Practices, SuccessFactors |
Discovery |
| 3:15 - 3:30 |
Break |
|
|
| 3:30 - 4:15 |
Is Your Recruiting Strategy Immature?
Tom Steele of Jobs2web/Successfactors will share what many companies are doing to grow the maturity of their Recruiting Execution strategy, along with sharing the stages of maturity so you can identify where your company is at especially with the industry changing so quickly. Attend this session to hear an insightful overview of how technology continues to transform the world of staffing and talent acquisition, and the impact this is having on the recruiting profession, and learn key elements that you can leverage to mature your companies recruiting strategy.
• Why a Career site + ATS isn't enough to fill positions and sometimes is detrimental to recruiting.
• Talent Attraction - For most employers, they are stuck spending money on job boards, expensive campaigns, events, and headhunters to fill positions. Learn how you can decrease your dependency on all outside sources, and attract talent directly to your company through new channels.
• Talent Engagement - Stop reacting to requirements, and start to build pro-active talent pipelines which will help you not only fill positions ahead of requirements, but also see how to keep your employees engaged through their entire career.
• Talent Selection - Nothing kills great hires more than the "black hole" of traditional ATS systems and slow hiring processes. If you want to hire at the "speed of the market" you will need a solution that helps you accelerate your ability to hire the best talent even faster, especially as the recruiting tides change in the near future.
|
Tom Steele, Manager Product Marketing, Jobs2web/SuccessFactors |
Results |
Workforce Analytics in the Board Room: How The Gap Gets Results
Can you provide answers to your Board of Directors on their top questions? The Gap shares their unique approach to leveraging Workforce Analytics to track one of its most significant and visible programs - This Way Ahead. Using a hypothesis-driven approach, The Gap utilizes the SuccessFactors Workforce Analytics tool to answer Board level questions such as:
• “What impact does the This Way Ahead Program have on our business?”
• “What is our Executive level turnover?”
• “Is there a seasonal trend that we need to prepare for?”
Learn more about how The Gap packages HR data for a senior level audience and shares lessons learned as they detail two case studies during this session.
|
Jaime Dyer, Sr. HR Manager - Workforce Analytics, The Gap and Regan Klein, Principal Consultant, Workforce Analytics & Planning, SuccessFactors |
Function |
SuccessFactors Compensation Roadmap
Discover how SuccessFactors is continuing to improve Compensation Management as a part of SuccessFactors BizX Suite. |
Anup Yanamandra, Director, Product Management, SuccessFactors and Julie Roberts, Sr. Manager Product Management, SuccessFactors |
Vision |
True Business Partnership: Using SuccessFactors As A Competitive advantage in Business
Our CEO maintains that the success and growth of our company today is not tied to capital or stock performance but is directly tied to having enough quality leaders across the organization to maintain the high standards of performance and customer service during that growth.
This became even more apparent in 2011 as we were faced with taking over the leadership of our struggling Mexico operation as well as replacing 20% of our domestic leadership at the market level. This was on top of an already aggressive business plan of domestic acquisitions and start ups, product rollouts, and two different point of sale system rollouts touching every brick and mortar location in the company.
Using the tools in the success factors suite we were able to move from today’s must have state of proactive HR strategy anticipating business (which is a great place to be) to an even more nimble partnership model between business and HR. Using success factors we were able to quickly match talent and business needs using coworkers from across the enterprise. We identified bilingual coworkers, change agents, mentors, and multi-unit candidates while erasing the geographic barriers that traditionally slow this process.
|
Brent Stuart, Senior Vice President, Cash America and Clint Jaynes, Operations and Senior Vice President, Human Resources, Cash America |
Connect |
Measure What Matters Most to Your Business:
Use Premium Reports
SuccessFactors Premium Reporting Consultants provide you with expert guidance on creating custom reports tailored to meet the unique needs of your business or organization. Your business will better drive accountability across all levels in your organization (Executives, HR, Managers), ensure quicker acceptance and adoption, facilitate more productive dialogue between senior executives on employee talent. We showcase how the latest features and benefits of various types of custom reports add value and flexibility by highlighting key metrics and critical data. Actual customer business uses of Pixel Perfect Talent Cards and Ad Hoc/BIRT reports will be reviewed. |
Laura Schweizer, Manager, Premium Reporting - SuccessFactors |
Evolve |
Learning Mobile
SuccessFactors LMS is a complete online learning management system enabling you to develop a comprehensive learning strategy. Now you can provide your workforce with the ability to access and complete real-time training on smartphone devices, including Blackberry, iPhone, or Android. Learning anywhere provides users the ability to view their Learning Plan, view item details and available scheduled offerings, register/withdraw from scheduled offerings, launch supported online content (AICC, HTML web pages & PDF, Word, PPT files, as supported by the mobile device), view learning approvals & approve/deny learning requests. Go mobile! |
Jonathan Grandey, SuccessFactors University |
Transform |
Online Content Publication, Management and Troubleshooting
Build it and they will come. Build it wrong and they won't come back. Tracking employee progress and completion in online training is a vital and powerful component in any learning management solution. Join our content experts to discuss best practices in publishing content from commercial tools such as Captivate and Articulate, as well as managing the production of custom online learning content. Our experts will share management strategies that allow you to head off problems before your help desk is inundated with calls and your users have thrown up their hands. You will also learn how to develop a standard troubleshooting process. |
Matt Turley, SuccessFactors University |
Transform |
| Sign up to Meet the SuccessFactors Experts |
|
Synergy |
| Discovery TBD |
|
Discovery |
| 4:15 - 4:30 |
Break |
|
|
4:30 - 5:15
|
Turning a Strategic Vision into a Tactical Reality: Plantronics Journey Toward a Fully Integrated Talent Management Platform
Plantronics began using SuccessFactors with a vision to create a fully integrated, “one stop portal” providing managers and employees with a single place to support their talent management needs and requirements. They will share key lessons learned from this journey including how to maximize the value of a software as a service partnership. Topics addressed will include balancing the tradeoff between creating the ideal process and managing technological and change management constraints, and how to build and maintain enthusiasm and support toward the ongoing adoption of more advanced talent management methods over time |
Pat Wadors, SVP of HR, Plantronics |
Results |
Our Journey with Successfactors: Implementing Employee Central in a Global, Decentralized Environment
We are one of your first clients to implement Employee Central 2.0 in a global, decentralized environment (57 companies in 31 countries) We had no legacy system or global processes for employee data management. Given the decentralized nature of our business this was a complex process not just from the perspective of configuring the solution but also from the perspective of gathering local country requirements to ensure that all needs were met. |
Leslie Horwitz , Global Human Resources Manager, ECOM Agroindustrial Corporation |
Function |
SuccessFactors Recruiting Roadmap
Recruiting and recruiting technology have changed dramatically in the past several years. Are you keeping up? Come hear how the SuccessFactors recruiting solution has evolved and improved to meet today’s recruiting challenges. Join product management for an overview of our long-term recruiting product vision and roadmap, and learn how you can attract, engage and select better candidates for better hiring results, which drive better business results. |
Paige Cherney, Product Manager, SuccessFactors |
Vision |
Transforming Suncor's development Practices from Lackluster to High Impact
Transforming Suncor Energy's development practices from lackluster to high impact through innovation and collaboration .
• Understand our how our people strategy combined with leveraging technology enabled development to take flight.
• Discover how, over an eight month period in 2011, Suncor identified gaps in its development offerings, rallied stakeholders, recommended change and transformed our practices.
• Learn how through collaboration and creative problem solving Suncor and SuccessFactors pushed the limits of the existing technology to deliver a fresh and innovative approach to development.
• See how Suncor aligned leaders to support the change and drive alignment.
• Hear more about how Suncor is using metrics to sustain its development-for-all principles and beliefs. |
Karen Rawson, Manager Talent Strategy Integration, Suncor and Sonja Burgher, Manager Talent Management, Suncor |
Connect |
Don’t Worry, Be Happy: SunPower Implementation Strategy
SunPower Corporation designs, manufactures, and markets solar electric power technologies in residential and commercial applications to installers and resellers, including its third-party global dealer network. In 2010 SunPower began a journey to develop a talent management business execution strategy to map out for the next year of HR innovation. Learn how SunPower transformed its TM platforms to continue evolving as a HR organization. Discover how the guiding principles in this strategy support the company’s focus on being customer driven, operationally efficient and technology enabled as well as built out a successful implementation team.
|
Loree Farrar, Vice President, HR Operations of SunPower |
Evolve |
You've Got Mail AND It Looks Good! Enhancing SuccessFactors LMS Email Notifications
See examples of attractive LMS email notifications that provide your users with clear instructions and deep link shortcuts. Attendees will get sample notification emails that use HTML for nicer presentation and layout.
You will:
• See how to break down the contents of a notification template
• Get tips for editing a registration notification e-mail
•Identify which tags are available for use in which notifications
• Learn how to troubleshoot several common scenarios
•Take away - sample Learning Expiration and Learning Plan Changes notifications that use HTML table layout
• Take away - a spreadsheet to help you create a test plan for your notifications project
*Note: Basic HTML knowledge a plus |
Lane Davis-Coury, SuccessFactors University |
Transform |
LMS for non- Learning Customers
You've already invested in your staff’s performance management to take your business to the next level. The next logical step to growing your business and workforce productivity is learning management. Join our instructors as they show you how our top rated LMS system supports professional development & empowers employees to execute on business strategy. There's a reason our current customers love our learning management system and this session will guide you through the features and benefits that you will love too! |
Lisa Bopst, SuccessFactors University |
Transform |
| Sign up to Meet the SuccessFactors Experts |
|
Synergy |
| Discovery Q&A |
|
Discovery |
| Thu, June 7 |
Session |
Speaker/Instructor |
Track |
| 7:30 - 5:00 |
Registration Open |
|
|
| 7:00 - 8:00 |
Breakfast |
|
|
| 8:30 - 9:15 |
SuccessFactors Product Roadmap
|
Dmitiri Krakowsky, VP of Strategy, SuccessFactors |
|
| 9:15 - 9:45 |
Customer Keynote - TBD |
|
|
| 9:45 - 10:00 |
Break |
|
|
| 10:00 - 10:45 |
Special keynote |
Ben Saunders, Polar explorer and record-breaking long-distance skier |
|
| 10:45 - 11:30 |
It's time to love HR again
As companies rethink their business strategies to deliver in the new world economy, business leaders are requiring more strategic support from the HR organization. For many, it means that their HR organizations must transform in order to be able to meet today's talent challenges and compete effectively. According to PwC's 15th Annual CEO Survey, 78% of CEOs expect to make changes to their strategies for managing talent over the next 12 months with 23% planning to make a major change. The business, now more than ever, wants an HR organization that can deliver additional capabilities around finding, developing and engaging the right talent to drive innovation and business performance. To do this, HR needs to be equipped with the right people and tools to meet the demand. |
Diane Youden and Sayed Sadjady, Principals, PwC, Advisory - People and Change |
|
| 11:30 - 12:15 |
A Journey to the “Right”
Five years ago, we were a company that had goals that were neither “SMART” nor aligned, performance reviews, when done, did not follow any form and were often dysfunctional in nature. We started on a journey with the help of the Success Factor set of tools to change our culture. Painful at first, we stuck with it and pushed through.
Today, we are well on our way - using Goal Management, Performance Management, Compensation management and this summer we are using the Succession Management modules. Our journey started slow and picked up steam to the point where our management team, at all levels, uses the system, its tools and it has become part of our vocabulary. I would like the opportunity, to share our journey with you. |
Michael Karicher, Chief Human Resource Officer, Golden Living |
Results |
Engaging All Employees to Focus on the Right Goals for the Right Results
After several years of building upon best practices for goal setting we were able to refine the process to focus on the right goals for the right results and truly and accurately recognize and reward employees for their measurable contributions. The HR group translated current year goals from the 3 year strategic plan into an annual work plan. In the past our goals were silo'd under 8 core strategies which allowed for similar
goals in many areas.
We used the new admin tools to add a drop down menu for "projects" in addition to the drop down menu for the core strategy. The projects tied to the labor and overhead allocations in the annual operating budget and through the use of both the cascading and linking functions we were able to consolidate goals under the appropriate project. For the first time, every employee could easily see who else was working on the same project.
This approach led to increased collaboration and business execution. We created a very comprehensive ad hoc report at year end. Our CEO reviewed supervisory bonus recommendations and then used the actual accomplishments and results in the report as a final calibration prior to issuing bonuses. When the bonuses were distributed supervisors were able to refer to the ad hoc report to ensure employees understood
exactly what results led to the compensation. |
Jane Juergens, VP HR & Talent Management -American Municipal Power, Inc. (AMP) |
Function |
Workforce Analytics & Planning Status & Roadmap
Discover our latest advancements in workforce and analytics and planning and learn what's being planned for future releases. |
Tony Ashton, Senior Director Product Management, SuccessFactors |
Vision |
Strategic Alignment - Using Integrated Succession Management to Support Organizational Growth and Executive development
Novo Nordisk, Inc., a world leader in diabetes care, has experienced sustained growth over the last ten years. One of the key processes to support this growth is Succession Management. In partnership with Success Factors, the standard succession planning module was customized to include NNI competencies and ratings. NNI integrated their succession processes to better identify, develop & deploy key leaders. After customizing, NNI standardized and communicated the new succession process and all HRBP’s were trained on the process and software. Both were highlighted as critical in gathering and reporting talent information. Nearly a year after implementation, the aligned processes & supporting technology has increased the size and quality of the successor pool as well as the retention of key successors. In partnership with Success Factors, Novo Nordisk has substantially integrated its HR Services & Succession/Talent Management processes which has made the organization more effective & contributed strongly to Novo Nordisk being named “Learning Team of the Year” by CLO magazine for 2010 & 2011 and has consistently placed it on the list of Fortune’s “100 Best Places to Work.”
|
Joe Bast, Associate Director - Executive development, Novo Nordisk, Inc. |
Connect |
Top 5 Learning’s from an Enterprise-Wide Performance Management Deployment
Chevron implemented the Performance Management Module to 24,000 employees in 11 languages across the enterprise in early 2012. The project was identified as a top Human Resources function priority for 2011 as part of a broader Talent Management Strategy. The “eP” project kicked off February 2011 with the expectation of having a solution ready for the 2012 performance year. In this presentation we’ll share five top learning's that contributed to the success of the implementation to the first wave of our workforce.
1.) Strong sponsorship, 2.) Well defined scope, 3.) Stakeholder engagement, 4.) Hands-on experience with the tool and 5.) Robust readiness assessment process.
|
Kay Neumayer, Program Manager, Talent Management IT , Chevron |
Evolve |
Develop a Feedback Loop with Evaluations
If only there were an easy way to create questionnaires for feedback and follow-up evaluations. There is! Join our instructors for an insightful overview of the survey tool in SuccessFactors Learning. |
Josh Sacks, SuccessFactors University |
Transform |
JAM Session: Collaborative Learning, What’s not to Like
Collaboration tools have become more and more prevalent in today’s society, connecting us to people all over the world. SuccessFactors Jam translates this popular concept into an effective collaborative learning tool within the workplace. Our easy to use tools empower employees from all regions of your company to work side by side and informally engaging the expertise of their peers and promote the sharing of vital information to your workforce - what’s not to “Like” about that? The Jam session has been long regarded as a meeting where musicians share their mastery of their talent. Join instructor Lisa Bopst as she highlights features designed to bring your talent together which is what gave Jam it’s “rock star” status. #No Autographs Please (but we always accept a tag in a status update!) |
Lisa Bopst, SuccessFactors University |
Transform |
| Sign up to Meet the SuccessFactors Experts |
|
Synergy |
| 12:30 - 1:30 |
Lunch |
|
|
| 1:45 - 2:30 |
The Agile Business Challenge
The only thing that is constant in the world today is change. Emerging markets, globalization, new legislation, evolving technologies and the new workforce together create a business environment that requires agility of response. Join Heidi Spirgi, President of HR technology consultancy Knowledge Infusion, as she describes how you can develop an agile talent and technology model to meet the needs of today’s agile business. With SuccessFactors, you can change the game from trying to predict the future, to being able to respond to whatever the future holds. You will learn how to develop an agile model for managing talent and cloud-based technology to meet the changing needs of your business.
|
Heidi Spirgi, President, Knowledge Infusion |
Results |
Succession Planning implementation - A Case Study of Successful Project Management and Implementation
In this presentation, we will talk about our recent Succession Planning implementation at Lucile Packard’s Children Hospital (part of Stanford Hospital and Clinics) in the summer of 2011 and what made it successful. We will focus on the roles between Stanford and SuccessFactors during the implementation, success criteria, project management and the favorable outcome.
|
Elizabeth Duffy, Sr. Profession Services Consultant and Cecile Kwok, HR Project Manager, Lucile Packard’s Children Hospital |
Function |
SuccessFactors Jam - Product Update and Roadmap
Jam, SuccessFactors award winning social learning and collaboration product, has helped customers extend learning beyond the classroom, streamline onboarding and greatly simplified communications around talent processes. But we’re only getting started! In this session, you’ll see not only how Jam can help with talent management but also help every employee collaborate, make sense of complex data sets, and better meet their commitments. We'll share details on what was recently added and what you'll see later this year to you'll be Jammin with your learning, onboarding, talent management, and collaboration initiatives. |
Shannon D'Alessio, Senior Product Manager, SuccessFactors and Charles DeNault, Product Marketing Director, SuccessFactors |
Vision |
Building a Firm Foundation for Change – One Brick At a Time
In 2010, USDA presented at Insights on the IDP and competency model integration. In 2011, USDA presented at Insights on the Communications and Change Management Strategies that supported the Competency Model/ IDP transition. In 2012, USDA would like to continue the line of communication/Change Management approach and discuss USDA's approach to the integration of the Talent Management module. USDA will discuss their communications and change management efforts as they pertain to system upgrades. USDA completed moving from 5.8 to 6.1 in Dec 2010, and USDA is on target to move to 6.4.5 by the fall of 2012. USDA will discuss customizations and extensions, communications and training planning, help desk support and a hint of mobile support. |
Jerome Davin , Director, USDA |
Connect |
| Evolve Breakout - TBD |
|
Evolve |
Cool New Stuff in SuccessFactors Learning
Interested in seeing a preview of what’s coming in SuccessFactors Learning? Join our instructors for an exciting demonstration and overview of the latest features! If you are an LMS "power user", once you see this, you will never want to go back. Overhyped? Maybe. But we think not. Come and judge for yourself. |
Josh Sacks, SuccessFactors University |
Transform |
Learning Mobile
SuccessFactors LMS is a complete online learning management system enabling you to develop a comprehensive learning strategy. Now you can provide your workforce with the ability to access and complete real-time training on smartphone devices, including Blackberry, iPhone, or Android. Learning anywhere provides users the ability to view their Learning Plan, view item details and available scheduled offerings, register/withdraw from scheduled offerings, launch supported online content (AICC, HTML web pages & PDF, Word, PPT files, as supported by the mobile device), view learning approvals & approve/deny learning requests. Go mobile! |
Jonathan Grandey, SuccessFactors University |
Transform |
| Sign up to Meet the SuccessFactors Experts |
|
Synergy |
| 2:30 - 2:45 |
Break |
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| 2:45 - 3:30 |
Building a Scalable Talent Management Support Structure
Two SuccessFactors customers discuss the creation of HR support structures needed to efficiently maintain and scale talent management processes across large, globally diverse populations of employees. Chatelle Lynch will discuss how McAfee’s has integrated the use of web portals, chat features, and live consultation to efficiently match user needs with talent management expertise. Laura Stegall will discuss how AMD uses SuccessFactory to support rapid modification of talent management processes to adapt to changing business needs. Join this session to learn how to create the HR infrastructure and capabilities required to support and grow integrated talent management processes over time.
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Chatelle Lynch, Senior Director, Global Compensation, HR Systems & Services, McAfee & Laura Stegall, Product Manager, Talent Systems, AMD |
Results |
The User Experience Revolution at SuccessFactors
When people have a positive experience with software they adopt it faster, require less training and support, return to it more, and just feel better about using it. The business gets greater value from it, and it reflects better on its sponsors.
At SuccessFactors we have been revolutionizing our user experience (UX). Come meet the team behind the new designs. Learn about our design mission and philosophy and see how the thinking applies to major new designs including the v12 user interface (UI), Performance Management 2, Employee Central 2, Mobile, theming and more. Get a sneak peek into secret upcoming designs including the new home page (shh!).
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Philip Haine, VP of User Experience, SuccessFactors |
Function |
Performance & Goals Product Update & Future Direction
SuccessFactors is continuing to provide leading innovations in performance management and goal development. With recent advances in end-user experience and powerful new capabilities, this session will bring you up to speed on our latest developments and future plans. |
Sam Passman, Director, Product Management, SuccessFactors |
Vision |
Implement with Success
In just four months, the small implementation team at Providence went from signing the Success Factors contract to rolling out new performance forms and processes for over 10,000 employees - with huge success! We went from 20+ different evaluation forms and standards across our medical centers to just one; high manager frustration to high accolades across all customer groups; uncontrollable merit spend to budgeted allocations; and lack of clarity to focus and accountability.
In our first year, we achieved the following results:
• Project on-budget and on-time go-live
• Year one merit increase cost savings of almost $500,000
• Over 99% of all evaluations completed on-time
• 97% training attendance
• High post-implementation customer survey scores, with a mean score of 4.26 on the question "I feel the new process and on-line system will be an improvement over our current process and tools."
Our successful implementation has since been considered a best practice and I am leading the roll out across the rest of the organization. If selected to speak, I would share how I was able to lead the successful implementation, what made the difference in our success from other technology roll outs, and our lessons learned. |
Stacey Griffin, Regional Director, Talent Stewardship, Providence Health & Services |
Connect |
Aligning SuccessFactors with the Talent Business Objectives to Maximize Success
How do you create a SuccessFactors solution design which maximizes the business value that can be enabled by the tool? This joint presentation of The Kroger Company and Deloitte will outline how an organization can align the business goals, talent priorities, and project objectives to create a SuccessFactors solution which delivers maximum value and impact. Attendees will learn about the approach and the key success factors that lead to an effective SuccessFactors solution design.
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Ruth Fenton, Talent Management Project Lead, Kroger and Claude Ferguson, Senior Manager, Talent Ops & Solutions, Deloitte |
Evolve |
SuccessFactors User Community:
The Online & Offline Experience
Come to this session to make your voice heard regarding your online and offline experience. Come hear about plans for a new user group framework and community. Be ready to share your experience and best practice. |
Lisa Hartley, Director, Customer Marketing & Advocacy, SuccessFactors |
Transform |
LMS for non- Learning Customers
You've already invested in your staff’s performance management to take your business to the next level. The next logical step to growing your business and workforce productivity is learning management. Join our instructors as they show you how our top rated LMS system supports professional development & empowers employees to execute on business strategy. There's a reason our current customers love our learning management system and this session will guide you through the features and benefits that you will love too! |
Lisa Bopst, SuccessFactors University |
Transform |
| Sign up for to Meet the SuccessFactors Experts |
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Synergy |
| 3:30 - 3:45 |
Break |
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| 3:45 - 4:30 |
Changing the dynamics surrounding pay and performance: The SuccessFactors 2012 Review Cycle re-design story
What does a high growth, innovative, customer driven organization need to do elevate and sustain people performance in today’s work environment of changing demographics, new technologies, new models of work and more intimate customer experiences and expectations? At SuccessFactors, we are committed to “Drink Our Own Champagne” by utilizing our solutions to drive our own business execution. As a result of our desire to be best-in-class users of our solutions, we discovered that our own performance review process was largely viewed as confusing and counter to our core values of loving work and rewarding results. So what did we do? We overhauled the process from start to finish by pushing the boundaries on conventional thinking. We started our people review redesign by allowing our customers to lead our overhaul. We simplified our design and made it a more positive rewarding experience that was easy to understand . We asked our talent people what they wanted and built our leadership traits – our Success Factors – or “how” we work. We also remove numeric performance ratings, separated performance discussions from pay decisions and built in a legendary merit pay topper to truly reward our best. The new process is scalable, transparent, intrinsically meaningful, and most importantly appreciated by our people. |
Jeff Diana, Chief People Officer and Shaye Cole, Vice President, HR Operations, SuccessFactors |
Results |
Recruiting Module Use & Configuration for Decentralized Operations
Oldcastle, Inc is the largest manufacturer and distributor of construction materials in North America. Oldcastle's parent company CRH is a diversified international building materials group traded on the NYSE with over 75,000 employees operating in 35 countries and over 3,600 operating locations. SuccessFactors is our only shared global enterprise technology system. At present, our instance contains professional exempt employees for talent, goal and succession management modules. Oldcastle and CRH have been able to, while challenging, utilize the system with no HRIS. Together with SuccessFactors, we orchestrated an aggressive project plan to configure and implement our recruiting module by January 2nd, 2012 for our North America operations. Being that Oldcastle is a federation of decentralized businesses we had a lot of challenges in configuring a new system with everyone's different needs and requirements. SuccessFactors provided us a professional services team that was able to adapt to our project teams working conditions. |
Ryan Posner, HR & Talent Management - Interactive Media Manager, Oldcastle |
Function |
SuccessFactors BizX Platform - The Platform For Your Success
SuccessFactors has the largest and most sophisticated cloud platform in the world. Supporting over 3500 customers, and 15 million users worldwide, the BizX Platform is the foundation for our entire suite of BizX Applications. Building on over a decade of innovation, discover what's includes with out platform and learn how we're continuing to innovate and invest in a secure and scalable architecture that provides faster implementations, easier integration with your existing systems, a more consistent and compelling user experience, and support for extensions that enhance our solutions to meet your specific needs. |
Graden Gerig, Director, Professional Services, SuccessFactors and Mike Rossi, Solutions Architect, SuccessFactors |
Vision |
Welcome to the Consumerization of HR – the end of HR as the middle man
We’ve arrived at a turning point in history where new technology is profoundly altering people's way of life. The changes brought by the Digital Revolution will have a deep impact on the way businesses are organized and people look at work. And though we expect to return to “normal” after we’ve overcome the financial crises, the “new normal” will be vastly different. The workforce of the future is smaller, more diverse and more dispersed, wanting a career lattice to support individual needs. It expects direct access, and is digitally divided. HR must adapt to this changing environment. Through the consumerization of HR, everyone can access HR services directly, thereby cutting out HR as the middleman. Going forward, HR will be remote, mobile, social, automated, specialized and smaller than in the past, and organized, with agility and flexibility as key requirements. |
Michael Custers, Vice President of Global Marketing, Northgate Arinso |
Connect |
Onboarding, Training, and Collaborating:
Jammin' at Baylor Healthcare
Over the past year, social learning and collaboration has been playing a big part in how employees are onboarded and trained at Baylor Healthcare. SuccessFactors Jam is also helping Baylor improve their patients' experience by sharing best practice across their 12 facilities. Join us and learn from a technology pioneer how Jam can help your business, what works best in deploying Jam and some missteps to avoid. |
Don Kersting
Manager, Learning Technologies
Human Resources, Talent and Organization development
Baylor Health Care System
and Charles DeNault, Product Marketing Director, SuccessFactors |
Evolve |
Online Content Publication, Management and Troubleshooting
Build it and they will come. Build it wrong and they won't come back. Tracking employee progress and completion in online training is a vital and powerful component in any learning management solution. Join our content experts to discuss best practices in publishing content from commercial tools such as Captivate and Articulate, as well as managing the production of custom online learning content. Our experts will share management strategies that allow you to head off problems before your help desk is inundated with calls and your users have thrown up their hands. You will also learn how to develop a standard troubleshooting process |
Matt Turley, SuccessFactors University |
Transform |
EC Next Generation Core HR
Take advantage of a sneak peak of the best in class UI Employee Central platform. Learn about and see features such as employee and manager self service actions and the advantage of wizard based approach updates. See examples of how country specific fields and data can be configured and approval processes for data updates or changes. |
Chase Winters, SuccessFactors University |
Transform |
| Sign up to Meet the SuccessFactors Experts |
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Synergy |
| 4:45 - 5:30 |
Closing Message |
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| 7:30 -10:30 |
SuccessFactors Gala at AT&T Park |
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Celebration |
