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: ADP, Bersin Associates, IBM,
Personnel Decision International, Sterling Infosystems, Inc., Talent Technology, and other leading companies.
Making Data Standards Work:
A Detailed Look at Pre-hire to Post-hire HR Systems Integration
Through both organic growth and strategic acquisitions, ADP has become a major, full service provider of many HR
products and services. The audience will be afforded a detailed look at how both ADP as a whole and Virtual Edge (an ADP acquisition)
handle the challenges of integration not only with their external customer and vendor data trading partners but also with their many
internal trading partners. The presentation will highlight the use of data standards (HR-XML and OAGIS), and will discuss the importance
of data governance in the enterprise.
An in depth demonstration will be conducted. The demonstrations will feature a hiring scenario utilizing the Virtual Edge
system in which a third party assessment provider is engaged in order to assist a hiring organization in its decision on whether to move
forward in the hiring process with a particular candidate. The integration with the assessment provider will illustrate Virtual Edge's
use of the HR-XML assessment standards. VE's use of the HR-XML background check standards will also be explained. The process of moving
a person from candidate to hire status will be demonstrated from the perspective of two hiring organizations. The first hiring
organization will be one that has elected to perform the on-boarding process with Microsoft Biztalk and Sharepoint Portal Services.
This organization will ultimately load this new hire's data into their own HRMS system. The audience will be provided a detailed look
at the underpinnings of this approach. The second hiring organization will be one that continues to use ADP services beyond Virtual Edge
(i.e. ADP's hosted HRMS and ADP Payroll). In this approach, the audience will learn of ADP's overall approach to integration involving
data standards amongst its internal trading partners.
Per Ardua Ad Astra: Through Struggles to the Stars
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
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.
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
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.
How and When to Get on the Facebook Train
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
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.
Cooking with Data: The Ultimate Dessert "Identity Theft PII"
As we review the typical data elements used in integration, we'll investigate the ingredients that lead to the ultimate
dessert, "Identity Theft PII" as well as current and pending legislation that may affect how you protect and utilize Personally Identifying
Information in your trading partner integrations.
Linking Social Networking to Human Capital Business Practices
There are many complex talent challenges facing companies large and small that can be addressed through savvy use of
social networking, including competition for talent, geographically dispersed work teams, high turn-over, high recruiting costs, meeting
the demands of a multi-generational work force, and the sheer importance of leveraging connections and optimizing communications in an
ever-competitive business landscape.
Corporate Social Networking may be one of the best available tools to engage current and potential employees, fight
turnover, increase engagement, affinity and retention, recruit active, passive, retiree, and alumni (boomerang) talent, and even drive
compelling new business. The impact of these networking rewards is seemingly invaluable, and early results indicate clearly that driving
a human capital strategy that embraces and leverages online social networking is both profitable and potentially vital.
While IT teams are exploring enterprise collaboration tools via advanced Intranet solutions, HR would do well to explore
more easily deployed and more cost effective solutions that evade complex IT integrations and provide unprecedented online social networking
advantages. Furthermore, the integration of social networking 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.
From Cow Paths to Canonical Models: Paving the Way for New Levels of HR Interoperability
HR-XML has much to be proud of in its first two generations of standards (versions 1.* and 2.*). In just a few short years,
the HR-XML community developed a broad library of useful standards covering almost a dozen sub-domains (recruiting, hiring, payroll, health and
welfare benefits, savings and stock plans, screening and background checks, assessments and performance management). The imperative and challenge
in developing the HR-XML version 3.0 release was to take the rich business knowledge gained from developing the first two generations of HR-XML
standards and to shape it into a common, integrated data model -- a so-called "canonical model." Developers of canonical models strive to ensure
that there is a single way of expressing any given type of data within the scope of the model. The resulting HR-XML 3.0 Release Candidate is a
very complete, consistent, and robust data model for arms-length business between HR trading partners.
This session will review the HR-XML 3.0 Release Candidate (a near-final version of the library offered for public inspection)
and explore its architectural underpinnings, which include plug-in capabilities with the Open Application Group Integration Specification (OAGIS)
and use of OAGIS Business Object Document (BOD) messaging technology. The presentation will explain and demonstrate HR-XML's 3.0's value as both
a source of "run-time" specifications implementers can immediately apply in their integrations with trading partners and as a source of components
implementers can use in creating messages tailored to their unique business requirements.
The "Next Generation" Resume: Turning Resume Assertions into Resume Facts
Today's resume can be at best regarded as a persuasive marketing piece and at worst a collection of exaggerations or
outright lies. But what does the next generation resume look like? Is it video? A web page? A blog? A social networking profile? Or is it
something else?
In this session, the presenters give us a look at next generation of resumes, and assert that "The next-gen resume is
not about format. It's about pre-verified content". They will explore the assertion that the next-gen resume is capable of communicating
pre-verified information rather than merely inflated claims, and explore how all stakeholders will benefit from "reversing the
funnel". The next generation resume brings solid assessment and screening data forward within the hiring workflow, right into the candidate
resume, allowing both humans and search engines to instantly determine what is real and what is fluff and bluff.
In addition to describing what a next-gen resume is, the presenters will explain how a new open-source methodology allows pre-verified
candidate data to be embedded into a resume in a read-only, tamper-proof way, and to be communicated through the entire resume lifecycle --
enabling, for the first time, searches for measured and validated soft skills in addition to hard skills. The presenters will explain the
technology and the end-to-end workflow, and will discuss how a new ecosystem is being created to ensure that candidates, software vendors,
job boards, and recruiters all can reap the benefits of this technology by the swift creation of an ecosystem with critical mass.
The Business Benefits of Automating the Recruitment Process: Leveraging HR-XML standards to increase
adoption and implementation of Recruiting 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.
HR-XML Integration Makes Pre-employment Testing Efficient and Effective: A Case Study
Many corporations have long realized that pre-employment testing of job applicants can have a measurable impact on the
effectiveness of new hires. The issue was how to capture the benefit without slowing down the hiring process.
Using HR-XML to integrate the testing process into the applicant tracking system increases the probability of making good hires,
improves consistency with testing policies and at the same time reduces time and cost to hire. Applicants benefit from a straight-forward process that
avoids complex scheduling and multiple log-ins.
This presentation will take attendees through case studies from the Fortune 500 where Valtera has worked with applicant tracking
vendors to achieve scalable and efficient processes for our clients. Attendees will come away with an understanding of how to build an integrated testing
process from the viewpoint of several different stakeholders.
- For HR Decision Makers: What to look for in a test
- For Project Managers: How to build buy-in from corporate IT
- For IT Implementation Teams: How to make the HR-XML assessment schema work
- For Recruiters: launching a test to an applicant and reviewing real-time test results to a recruiter via the ATS.
- For Legal and Compliance: How testing data should be used
Partnership Essentials: The Principles of Strong Alliances (Panel)
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)
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)
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.
High Volume Recruiting Analytics
Talent acquisition technology offers many potential tools and techniques to help you streamline your staffing processes. In the last several
years, a greater emphasis has been given to techniques focused on the specific needs of high volume recruiting. A set of best practices has emerged offering many
benefits to all types of recruiting models. This session will provide insight on several of the most interesting best practice techniques and offer example analytics
from several industries such as small- and large-box retail, restaurant and convenience to show their impact on your organization.
Enterprise Standards for Learning
If interoperability between learning management, talent management, and human resource systems is the big question, then what
is the answer? The little known secret is that in the early days (pre-SCORM) some experts already knew that a focus on learning content interoperability
was not as important as a focus on application-to-application interoperability. Yet, most learning system interoperability efforts to date have focused
on the wrong topic!
This presentation provides a summary of the latest interoperability standards being developed by the IMS Global Learning Consortium,
which for several years now has been working to re-emphasize application-to-application interoperability. The presentation will cover IMS's latest Digital
Learning Services standards which include learning information exchange using LDAP, competencies and learning objectives, e-Portfolio, assessment, learning
tools interoperability via web services, and yes, a content standard that is supported by major publishers (known as Common Cartridge). Finally, we will
discuss possible partnering opportunities for talent management between the corporate HR and higher education segments.
HR-XML for Time & Labor Management Integration
This is a case study showing how HR-XML standards are used to integrate various payroll partners to Blueforce.com.,
a web based Time and Labor Management solution for private label to Payroll and HR companies.
In this session, we will share details on how we built and shared various HR-XML Web Service functions, as well as how
we addressed and solved a few problems and pitfalls. We will use the case study to highlight the exchange of various HR-XML structures
which enabled us to build a seamless and integrated punch to payroll user experience.
Empowering the Individual
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.
Storing HR-XML in a pureXML database
This session describes how you can store, index, and query HR-XML easily without first mapping to relational structures,
providing considerable design and development savings. Schema evolution becomes much easier as there is no longer any need to re-structure
the way data is stored in the face of HR-XML structure changes. For added flexibility, there is no need to associate exactly one schema
with the stored XML, the appropriate version of the HR-XML schema can be used. New SOA, Web Services, Web 2.0, Mashup and Forms solutions for
HR-XML become easier to build. A pureXML HR-XML solution
will be described and illustrations will be provided through interactive demonstrations and downloads.
A Business Introduction to HR-XML
The HR-XML Consortium is beginning its 10th year of standards work. In the past nine years, we've grown from a dtd-based resume standard
(our first release) to HR-XML standards for the wide-ranging Human Resource industry with specifications for screening, performance management, assessments,
benefits enrollment, payroll, recruiting & staffing, timecard, and indicative data. We've developed use cases, data examples, and defined data dictionary items
for thousands of items. Most recently, our work with OAGIS and our use of UN/CEFACT core components has further enhanced interoperability.
This session introduces you to the business aspects of the HR-XML Consortium. If this is your first experience with
the consortium and you'd like to know more about the benefits of membership, if you've been to previous meetings and want to learn more about
the standards and workgroups, or if you are a regular participant and want an update on consortium activities and certification, you won't want
to miss this presentation. The session will discuss the following topics:
- The Business Structure that makes HR-XML Work
- Membership and Workgroup News
- HR-XML Standards
- The Current HRCertify Program and it's Continuing Growth
- Tools of the Trade - Making your HR-XML Work Life Easier
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