Program
The Global Partnering & Integration Summit 2008 offers attendees advice and insight
from the industry's leading analysts, strategists, and technologists. The program features speakers from: Bersin Associates; IBM,
Personnel Decision International, Linked In, Independent Blue Cross, WCC, Talent Technology, HighTechMarket, and other leading companies.
Per Ardua Ad Astra: Through Struggles to the Stars
Naomi Bloom; Managing Partner, Bloom & Wallace
With our collective hard work, we can continue to improve the practice of Human Resource Management (HRM)
through the effective use of information technology. Naomi has been espousing this transformational power of IT for more than
forty years, but achieving success here is much more about understanding HRM and about having precise models of this complex domain
than about technology per se. And it's fair to say that Naomi has been applying the discipline of domain modeling techniques to
HRM as long as anyone.
From this vantage point, and in celebration of the HR-XML Consortium's upcoming Release 3.0, Naomi will share with
us her insights about a 21st century model of HRM and what's needed to move our industry toward that model. Having supported the work
of the Consortium from its earliest days, there's no more ardent or effective proponent for the power of complete and correct models to
enable truly strategic Human Resource Management or the development of its software foundations. This is truly a great ambition for our
industry, and it's not without its challenges, but the journey to the stars, to strategic HRM and its ability to drive revenues and
profitability, is well worth the effort.
HR and Learning Technology: The Integration Challenge
Chris Howard; Vice President of Research & Co-founder, Bersin & Associates
The integration of HR with Learning Management Systems (LMS's) and tools seems so natural. Yet, it's one of Corporate
HR IT's biggest pain points and often a significant obstacle in the development of integrated and efficient Talent Management strategies.
In our ongoing research and one-on-one discussions with Executives, technology integration continually surfaces as a major challenge.
The costs - in terms of dollars, resources, and lost opportunities - continue to rise, especially given today's increased focus on
enterprise-wide Talent Management. The number of integrated applications involved, ranging from multiple LMS's to Performance Management
Systems (PMS) to legacy HRIS's - continues to grow.
This presentation will cover the best practices in integration discovered as part of Bersin & Associates' extensive
technology research; where Corporate HR IT's integration efforts should be focused; how to plan integration projects and ensure they stay
on track; and partnership strategies with technology and solution vendors. The presentation will also examine the current state of the HR
and Learning Technology market and what the future likely holds for solution providers and their customers.
What Drives Me Nuts about How Corporations Collect "Source of Hire" Data and What They Can Do to Improve It.
Gerry Crispin; Founder, Principal & Chief Navigator of CareerXroads
Every year since 2000, the presenter manages to extract raw source of hire data on as many as a half-million "fills"
from 40-50 large and highly competitive firms. The results, widely distributed and quoted, often miss the point that the exercise is as
much an error analysis as a benchmark.
This presentation is intended to surface opportunities where a common language describing Source of Hire and
integration of data collection and treatment methodologies would lead to more reliable and more easily comparable data in this important
staffing supply chain link.
Embracing Digital HR for the Workforce of Today
Jason Averbook; Chief Executive Officer and Co-founder, Knowledge Infusion
Many organizations are using employee self-service, portals, and intranets in order to provide better service and tools
to employees, to increase productivity, and to keep up with the demands of the workforce. With the introduction of on-demand and Web 2.0
applications, there is a new wave of technology for HR to embrace. Join this session to learn about how to create a digital HR strategy
that will tie together emerging technology with your HR and business performance strategies.
You'll learn more about how workforce-facing initiatives, such as employee and manager self-service, intranets, portals,
and reporting, can be combined with today's consumer-based technologies, such as wikis, blogs, social networking, and other Web 2.0
technologies, to create a holistic approach to push, pull, interact, and collaborate with the workforce of today.
Getting your Social Networking Sites Linked In with Standard Human Capital Business Practices
Ellen Cowan; Independent Consultant
Shrinking talent pools, mega mergers, geographically dispersed work teams, high turn-over, high recruiting costs- there
are many complex talent challenges facing companies large and small. One of the most interesting and compelling resources for addressing
these issues remains a relative mystery to many executives.
Corporate Social Networking, positioned correctly within the organization and
in concert between HR, IT and executive management, may be one of the best available tools to fight turnover, increase engagement, affinity
and retention, recruit passive, retiree, and boomerang talent, and even drive compelling new business. The impact of each of these networking
rewards is seemingly invaluable, yet early results, benchmarking studies and surveys indicate clearly that driving human capital strategy
that embraces and leverages online social networking is vital yet vastly uncharted territory. Moreover, the integration of these technologies
with traditional HR and enterprise applications and processes can invigorate maturing systems and yield new opportunities.
This session will cover core concepts and case studies as well as budgetary, strategic and technology innovation/integration considerations
Partnership Essentials: The Principles of Strong Alliances (Panel)
Marilyn Pearson Hendricks; Director of Strategic Technology Alliances, Personnel Decisions International
The majority of "strategic alliances" end up being a press release, a logo swap, and no contribution to the bottom line.
Yet, formal relationships between and among businesses have many benefits, including:
- Yielding a differentiated competitive advantage
- Completing an organization's offering to fulfill an "end-to-end solution" as defined by buyer community
- Providing sales channel distribution (reseller relationships)
- Gaining intelligence on actions of competitors
- Increasing overall customer satisfaction
- Reducing operating costs
Join us for an industry "panel of peers" where we will have a candid discussion of the underlying principles and
activities that make alliances successful. We will explore a variety of topics, including types of alliances, stages of
development/maturity, managing "channel conflict," the contract negotiation process, and identification of common pitfalls/mistakes.
Candidate Search and Match: From Nuts and Bolts to Real Business Value (Panel)
Filip De Geijter, CEO and Founder, Actonomy, Fred Van Rijn, VP of Sales & Marketing, WCC and Prajesh Patel, EVP of Marketing,
Talent Technology; Moderated by Sara Moss, CEO, The Code Works
In times of economic growth or economic challenge, the need to find qualified candidates for your open positions is
critical for business growth. The cost of poor hiring and the resulting turnover or poor employee performance are top-of-mind all
companies when it comes to growing a business successfully. Trying to find a candidate using traditional keyword searches will not
keep you competitive in today's tangled web of recruiting resources, which include as many social networks as they do job boards,
candidate databases and career portals.
This panel brings together business and technical experts from software companies that have products and solutions
that go beyond keyword search in candidate search and match. The panelists will focus on the business value that using advanced search
and candidate match brings; the technical considerations of implementing advanced search and match technology in the hiring process;
and how using HR-XML standards facilitate integration of this technology.
How Video Resumes Change the Recruiting Process (Panel)
Peggy Fleming, CEO, HighTechMarket, Inc., Scott Herman VP, Product Management, VisualCV.com and Marty Perlmutter,
Co-founder and CEO, Hireme.tv
Many recruiters and staffing agencies agree that video resumes could be the most significant recruitment trend
since the introduction of Job Search Engines. More and more prospective employees are turning to video resumes in order to distinguish
themselves from the crowd.
The panel primarily discusses the implementation of video resume technology in the recruiting process. Defining
and applying correct and sufficient legal standards when it comes to video resumes in order to reduce the risk of a labor dispute will
also be addressed.
How and When to Get on the Facebook Train
Neal Bhamre, Principal Analyst and Sean Shannon, Senior Web App Developer, The Code Works Inc
Facebook has over 70m active users and is the 6th most trafficked website in the world. Over 20,000 applications
have been built on Facebook and 140 new applications are added each day. More than 95% of Facebook members have used at least one
application built on the Facebook Platform. A number of staffing and recruiting organizations have got on board the Facebook train
but without much bravado. Little has been shared about the costs and benefits to organizations that invest in this candidate sourcing channel.
This session will highlight staffing and recruiting use of Facebook and Facebook applications with a focus on what is working
and what is not. We'll take a look at constraints and considerations in leveraging Facebook including a summary of your implementation options
along with expected costs and benefits.
Now that you know how you are going to leverage Facebook, the technical portion of the session will describe the technical
effort, skills and steps required to design, build and deploy a successful Facebook application. We will provide technical considerations as
well as the pitfalls.
The Top 10: Competency and Data Issues in Talent Management Systems
Paul Storfer, Director of the Talent Architecture Group, Personnel Decisions International
As opposed to merely implementing technical standards, the partnership issues raised by the integration of content from providers
(who did not consider software in the design of their content) with systems (that did not understand content requirements) raise the challenges to a
new level. At the same time, however, the opportunities for both parties are quite significant and make the integration efforts worthwhile; without
good content, Talent Management Systems are as good as an empty spreadsheet, and without good technology, content is rarely used effectively.
This session will present 10 key issues in the effective integration of content and talent management processes, and will address
what is necessary to generate the data required for real talent management analytics.
The Business Benefits of Automating the Recruitment Process: Leveraging HR-XML standards to increase
adoption and implementation of Recruiting technology
Andrew Cunsolo, Director of Product Development, Talent Technology
Talent Technology Corporation's Resume Mirror Extraction and Resume Mirror Search Enterprise solutions augment existing recruiting
systems for Corporations, online job boards and recruiting industry companies. A key element to the success of these solutions is the HR-XML-enabled
integration which speeds up implementation time, saving our customers time and money.
This session will demonstrate how to leverage HR-XML standards to facilitate the adoption and integration of recruiting technology
into existing ERPs, Applicant Tracking Systems and Job Boards. We'll explore the business and technical benefits gained by using HR-XML standards for
integration today and discuss how the current HR-XML 3.0 project can be leveraged for additional business benefit and improved integration in future.
RESTful Web services with WADL and JAX-RS
Dr. Marc J. Hadley, Senior Staff Engineer in the Office of the CTO, and Paul Sandoz, Senior Staff Engineer, Sun Microsystems
Lightweight RESTful approaches have emerged as a popular alternative to SOAP-based technologies for deployment of services on the
Internet. However, development of such services with the Java platform is significantly more complex than development of SOAP-based services, due to
the low-level nature of the current platform APIs.
The goal of the Java API for RESTful Web Services (JAX-RS) is to provide a high-level declarative programming model for such services
that is easy to use and encourages development according to REST tenets. Typically such services are described using a combination of textual protocol
descriptions combined with XML schema-based data format descriptions. The goal of the Web Application Description Language (WADL) is to provide a
machine-processable protocol description format for use with such services, especially those using XML.
This session provides a brief REST primer, followed by an overview of the JAX-RS API and WADL that leads developers through the
design process for a sample RESTful service. The discussion is illustrated with live code demonstrations using Jersey, the JAX-RS reference implementation.
Empowering the Individual
Alex Charles, Product Director and Founder, iProfile and Emanuele Dell 'Aquila, Operations Director, Abraxas (a Vedior company)
This session provides a thought-provoking view into the future relationship of individuals with employers and recruiters. As the
control and publishing of HR data moves firmly back to the individual, this session looks at the implications of this for existing business models.
It considers the possible winners and losers and explores some cutting-edge case studies that indicate likely future trends.
Case Studies will include the results of Abraxas' (Vedior) and iProfile's integration of a user-centric online CV solution.
It will explore how significant benefits can be achieved using a community approach with other staffing companies and stakeholders.
SOA/Web Services + HR-XML + BPM = A Revolutionary HCM Marketplace
Michael M. Richardson, Chief Technology Officer, Sterling Infosystems, Inc.
When you think of HR-XML, most imagine the information payloads of integrated transactions between two disparate HCM systems.
Like other maturing industries - ERP or CRM for example - we have emerged from those early wild west frontier days of basic integrations to recognize
that the HCM services industry is more about facilitating complex informational transactions between multiple trading partners, within the rapidly
expanding eco system of the HCM electronic marketplace. It's therefore time to go beyond focusing on solely the data model of the transactional
dialog (HR-XML) and into the rest of the "Language" of the complete HCM marketplace, encompassing the packaging of the Web Services, the
Inter-Enterprise IAM authentication, and Business Process connectivity now available in today's advancing SOA models.
In this session we will describe the example of Sterling's application of HR-XML as the data dialog foundation layer for our
own open standards-based state of the art SOA / BPM Platform, with extensions well beyond schemas and messages, to enable an actual electronic
marketplace of HR-XML-based "Discoverable HCM Services". We invite the industry to join us in our SaaS vision, wherein those who are architecturally
positioned to share their core business services via HR-XML, UDDI, and related secured Web Services, will remain the most effective suppliers to
their clients, and also make the most collaborative of partners.
Check back to hear more about our growing list of topics. |
