The 2012

Talent Management Strategies Conference New Tools and Approaches to Meet Future Talent Needs February 9–10, 2012, Waldorf=Astoria, New York February 29–March 1, 2012, Marriott Coronado Island Resort, San Diego Pre-Conference Seminar – February 8, New York February 28, San Diego

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Analyze trends that will affect the future supply and demand of talent Explore how organizations have designed and implemented solutions that develop foundational skills through integrated, well-executed processes Consider different approaches to drive performance during organizational transitions

Presented with assistance from

Benefits of attending

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Analyze trends that will affect the future supply and demand of talent Explore how organizations have designed and implemented solutions that develop foundational skills through integrated, well-executed processes Consider different approaches to drive performance during organizational transitions Link talent management processes to bottom line results Network with talent management professionals and build your skills as a talent management practitioner

Who should attend If you are a Human Resources leader, Talent Management professional, or someone responsible for talent acquisition, employee engagement, succession planning or employee and leadership development, attending this conference will help you address your most pressing talent management issues.

Previous participants of the Talent Management Strategies Conference 3M Company Abbott Laboratories ADP Aetna American Express AT&T Operations, Inc. Baxter International Inc. Bausch & Lomb Inc. Campbell Soup Company Central Intelligence Agency Citigroup Inc. Columbia University Continental Airlines, Inc. Dow Corning Corporation Dr Pepper Snapple Group, Inc. eBay Inc. FedEx Corporation Gap Inc. General Mills, Inc. Glad Manufacturing Company Google, Inc. Honeywell International Inc.

IBM Johnson & Johnson Johnson Controls, Inc. Macy’s Inc. MasterCard Worldwide Merck & Co., Inc. Nike, Inc. Oracle Corporation PepsiCo, Inc. Pitney Bowes Inc. PricewaterhouseCoopers LLP Raytheon Company Sara Lee Corporation S.C. Johnson & Son, Inc. Staples, Inc. Starwood Hotels & Resorts Worldwide, Inc Synovate The Boeing Company The Clorox Company The Gallup Organization Toyota Motor North America Wal Mart Stores, Inc.

Pre-Conference Seminar

Wednesday, February 8, 2012 — New York Tuesday, February 28, 2012 — San Diego seminar 9 am–3 pm

Balancing Risk and Reward: How Talent Managers Can Help Position and Drive a Culture of Innovation The need to innovate has always been important. However, as companies navigate through the new normal, it’s one of today’s top business strategies and mandates. The pressure to find innovative solutions that result in competitive differentiation—while balancing risk—is tremendous. As a result, talent management executives have to alter their thinking and approach to meet these new requirements. We believe your leaders don’t have to be highly innovative themselves to create a culture of innovation. In fact, you can train leaders to better set and model ideal conditions for innovation—and be a keeper of the culture that inspires and rewards its teams for developing and implementing breakthrough solutions. Join us to: • Audit your organization—do your leaders create a culture of innovation? • Learn how to identify innovative leaders—and equip those who are not with the self-insight, knowledge, and tools they can apply to drive innovation. • Understand how your leaders can create a culture of—and instill the discipline of—innovation. • Learn how “design thinking” enables a culture of innovation and experience Human-Centered Design tools and processes that you can leverage in your own work. • Take an opportunity to think about your own corporate challenges and obtain feedback from your peers. Ellie Hall, Executive Consultant, Development Dimensions International (DDI) Audrey Smith, Senior Vice President Development Dimensions International (DDI) New York Deb Sinta, Senior Manager Talent Development, Sara Lee Corporation Christopher Johnson, Director, Global Leadership Development, DuPont Nancy J Veno, HR Director, Talent, Leadership & Organizational Development DuPont San Diego James R. Taylor, Executive Director, Learning and Development, Amgen, Inc.

www.conferenceboard.org/talent3

Thursday, February 9, 2012 — New York Wednesday, February 29, 2012 — San Diego registration and continental breakfast 7:45-8:45 am welcome and introductions 8:45–9 am

Jean McNulty, Conference Program Director, The Conference Board a 9–10 am

Keynote: A Leader’s Role in Talent Management Successful leaders take an active role in managing the talent equation of their organizations. They model expectations, hold themselves and managers accountable to key leadership behaviors, and partner with talent management to identify and develop the talent needed to deliver business goals. From a senior leader’s perspective, hear how to: • Model and hold leaders accountable to actively managing talent • Implement just-in-time talent solutions to meet organizational needs • Partner and develop approaches to attract, develop, and retain key talent New York George S. Barrett, Chairman and Chief Executive Officer, Cardinal Health, Inc. Carole Watkins, Chief Human Resources Officer, Cardinal Health, Inc. San Diego Philip Martens, President and Chief Executive Officer, Novelis Inc. Leslie W. Joyce, Ph.D., Senior Vice President and Chief People Officer, Novelis Inc. b 10–11 am

Developing and Executing a Global Talent Strategy Executives recognize the need to develop a global talent strategy to retain, develop, and acquire the talent they need to compete in the next decade and beyond. With trends such as globalization and the aging workforce on the horizon, stepping up talent programs to refine employee engagement strategies that focus on specific employee needs will be critical. As part of its Talent Edge 2020 series, Deloitte examined both employer and employee attitudes to provide insights into the forces that are expected to drive the talent market over the next decade. The survey results focus on: • Emerging global talent issues and trends • Attitudes and desires of employee generations • Strategies that employers can implement to deliver world-class talent programs Moderator Alice Kwan, U.S. Talent Services Leader, Principal, Deloitte Consulting LLP Panelists New York Gabriella Giglio, Senior Vice President, Global Human Resources, American Express Luani Alvarado, Vice President, Global Talent Management, Johnson & Johnson Vas Nair, Vice President, Global Learning and Talent Development The Estee Lauder Companies, Inc Valerie Grillo, Vice President, Global Leadership Development, American Express

Conference KeyNotes Registration includes this summary of conference highlights and a post-conference interactive webcast

San Diego Garry Randall, Senior Vice President, Human Resources, The Walt Disney Company Steven J. Rice, Executive Vice President, Human Resources, Juniper Networks networking refreshment break 11–11:15 am concurrent session c1 11:15 am–noon

Strategic Workforce Planning: The Blue Print for Business Success Organizations respond to changing market conditions and need a workforce with the skills and experiences to deliver future business goals. In this session, hear how to: • • • •

Develop a strategic workforce plan that defines talent needs over time Partner with business leaders to develop a plan to acquire or develop key talent Execute and update plans to reflect changing business priorities Link information learned through workforce planning to broad talent management initiatives

New York Dr. Mary Young, Principal Researcher, Human Capital, The Conference Board Shekar N.V., Senior Director, Human Capital Analytics, Marriott International Inc. San Diego Tana Cashion, Vice President, Human Resources, Devon Energy Corporation Jason George, Manager, HR Planning & Analytics, Devon Energy Corporation concurrent session c2 11:15 am–noon

Building the Talent Pipeline in Emerging Markets Recruiting and retaining qualified talent to meet the rapid growth demands of emerging markets requires organizations to understand different regional, cultural, and social norms related to the selection process and employment relationship. We will discuss how to: • Develop a compelling employment brand that attracts the talent you need • Implement selection practices that reflect regional needs • Create community connections and rely upon local leaders to identify talent New York Santosh Karagada, Vice President, Human Resources, Wipro Technologies San Diego Greg Hicks, HR Officer, Cigna Expatriate Benefits, CIGNA concurrent session c3 11:15 am–noon

The Talent-Technology Connection Organizations look to technology solutions to help manage the large amounts of data and information used to deploy resources across the company. In this session, we will provide pointers on how to answer the following questions: • How technologically-enabled do my talent processes need to be? • If we decide to purchase a system, how do we select what’s right for us?

Presentations Available online in advance of the conference

• What do we need to consider as we build an implementation plan? • How do we integrate all of our systems and get the information we need, in a simple way? Lori Pierson, Associate Vice President, Talent Solutions, Nationwide Insurance New York Mark Gaetano, Senior Vice President, CIO Enterprise Applications Nationwide Insurance San Diego Molly Simpkins, Manager IT Applications, Nationwide Insurance luncheon noon–12:45 pm d 12:45–1:45 pm

Realizing the Promise of the Pipeline Many companies realize leadership effectiveness at all levels is critical to driving an aggressive growth strategy. Yet Fifth Third Bancorp has operationalized this, making leadership assessment and development a core business strategy. Learn how Fifth Third is developing leaders at all levels to build a strong leadership pipeline, while accelerating high potentials and launching innovative talent programs. The result? High employee engagement, an increased number of internal promotions, a return to profitability, and a strong future growth outlook. Loren Appelbaum, Senior Consultant, Development Dimensions International (DDI) New York Teresa Tanner, Executive Vice President and Chief Human Resources Officer Fifth Third Bancorp San Diego Jule Kucera, Vice President and Director of Talent Management, Fifth Third Bancorp networking refreshment break 1:45–2 pm concurrent session e1 2–2:45 pm

Dynamic Succession Management: A Continuous Look The process of effective succession management becomes more complex each year, with a growing need to create a living, dynamic plan to address leadership needs around the globe. Hear how this organization: • Implemented an agile approach to identifying future leaders • Assesses its high-potential employees and creates targeted development plans • Measures its ongoing effectiveness in filling the leadership pipeline New York Dale Laidlaw, Vice President, Human Resources, Flat Carbon Americas ArcelorMittal San Diego Deborah Borg, Vice President - Human Capital Planning and Development The Dow Chemical Company

Call Customer Service at 212 339 0345

concurrent session e2 2–2:45 pm

Retain Employees through Leadership Commitment During the economic downturn, some organizations became complacent about retaining employees. Hear how this organization is using a technology platform to build commitment to talent processes and increase retention and engagement of key employees. • Elevate commitment to talent processes through technology-enabled tools • Reinforce the manager’s role in talent processes and delivering feedback • Provide just-in-time tools and reporting to help leaders manage talent consistently New York Don Potter, Senior Director, Human Resources, EMC Corporation Matthew Vlieger, Senior Manager, Training Shared Services & Business Operations, EMC Corporation concurrent session e3 2–2:45 pm

Making Talent Management a Differentiating Capability During Times of High Change Pressures from the economic downturn…establishing businesses in new and emerging markets while divesting others…the need to continuously innovate… changes in leadership…shifts in customer and employee demographics. These are just some of the issues facing companies today. How can you deliver on talent needs when the organizational picture continues to shift? • Integrate, update, and renew talent processes after an organization’s change • Use the organization’s values and business strategy to deliver talent results • Motivate managers to stay committed to developing talent Jacqueline Scanlan, Vice President, Global Talent Management & Organization Effectiveness, Campbell Soup Company networking refreshment break 2:45–3 pm f 3–4 pm

Engagement: Connecting Individual Achievement to Organizational Performance Employees cannot be truly engaged if they do not understand how their individual contributions align to overall corporate objectives. Hear how this organization established a process and overcame challenges to link individual and organizational success across a global workforce. • Discover the change management required for organizational buy-in and implementation • Learn how to manage the challenges of implementation to a global workforce • See how employee alignment to business goals increases organizational performance, employee engagement, and discretionary work Matthew Rice, Senior Director Product Marketing, Taleo Jacqueline Kuhn, Manager, Global HRIS, Beam Global Spirits & Wine

www.conferenceboard.org/talent3

g 4–5 pm

Link Talent Management Outcomes to Bottom Line Results Organizations amass great quantities of data on their employees. Applying predictive analytics, more and more of them are developing models to identify opportunities to invest in targeted talent management efforts. In this panel discussion, hear how organizations are using analytics to: • Know employees better and retain them more effectively • Manage the level of investment in different talent management practices • Link talent management investments to key metrics and bottom line results Moderator Marc Effron, Co-author, One Page Talent Management and Founder New Talent Management Network Panelists Robert J. Bennett, Vice President, Human Resources and CLO Global Organizational Learning Development and Services, FedEx Express Tiffany Verzino, Senior Manger - Talent Management, Boeing networking reception 5–6:30 pm sponsored by

Friday, February 10, 2012 — New York Thursday, March 1, 2012 — San Diego continental breakfast and registration 7:30–8:30 am h 7:30–8:30 am

Optional Breakfast Session: Talent Management Dialogue The Conference Board research staff and members of the Council of Talent Management Executives will discuss and answer questions on how to organize, structure, prioritize, and deploy talent management initiatives and make talent management a catalyst for delivering business strategy. New York Moderator Rebecca Ray, Ph.D., Vice President and Managing Director, Human Capital The Conference Board Panelists Dr. Allan H. Church, Vice President, Global Talent Development, PepsiCo, Inc. Tyler Benjamin, Vice President, Global Talent Management Discovery Communications, LLC Nicole Kahny, Former Vice President Talent Management and Senior Leadership Capability, Pfizer Inc.

Conference KeyNotes Registration includes this summary of conference highlights and a post-conference interactive webcast

San Diego Moderator Amy Abel, Ph.D., Senior Researcher, Human Capital, The Conference Board Panelists Dr. Allan H. Church, Vice President, Global Talent, Development, PepsiCo, Inc. Denise M. Broz, Senior Director, Global Talent Management & Leadership Institute McDonald’s Corporation Bettina Kelly, Senior Vice President, Talent Strategies Group Manager Chubb & Son welcome and introductions 8:45-9 am

Joanne M. Loce, Conference Program Director, The Conference Board i 9–10 am

Staffing the Global Organization Effective global staffing requires an organization to implement foundational recruiting systems and a career portal to communicate openings and manage the recruiting process. Hear how this organization implemented technology solutions to communicate information and create a consistent experience that: • Consolidates critical information on their career portal • Provides new and existing employees with content and information • Uses its systems to educate employees on business and culture • Aligns internal messages to consumer messages networking refreshment break 10–10:15 am concurrent session j1 10:15–11 am

Rebuilding a Legacy: Bringing Back a Talent Focus When rebuilding a legacy in a global, multinational organization coming out of a challenging decade, it’s difficult to decide what to do first. Where do you invest for the greatest returns? In this session, hear about Citi’s talent focus and its efforts to: • Build an integrated global talent strategy • Sustain effective talent management throughout the year • Actively manage succession planning and development of key people • Establish a talent-centric culture Emily Dancyger King, Managing Director, Head of Global Talent Management Citigroup, Inc. concurrent session j2 10:15–11 am

Drive Results through Performance Management Evaluating business and people results lies at the heart of a well-managed, integrated talent management system. Information and data collected on employees guide compensation, placement, and advancement decisions. Hear how this leading organization:

Presentations Available online in advance of the conference

• Maintains its core performance philosophy as it has evolved the process to address business challenges over time • Links performance management with other human resources practices • Implemented an enterprise-wide technology solution to support its global workforce Dr. Allan H. Church, Vice President, Global Talent Development, PepsiCo, Inc. networking refreshment break 11–11:15 am k 11:15 am–12:30 pm

Mobilize Managers to Develop Talent Managers are perfectly positioned to develop their employees in significant ways by making work developmental. The presenters will share their breakthrough research-based discovery—five practices that make managers exceptional at developing people while growing results. During this interactive session: • Learn proven practices that managers use to promote their organization’s talent development • Explore a 4-part framework to help transform talent development efforts, increasing the number and effectiveness of exceptional development managers Wendy Axelrod and Jeannie Coyle, Co-authors of Make Talent Your Business: How Exceptional Managers Develop People While Getting Results closing remarks 12:30 pm

Available for purchase The Best of DVDs. Presentation highlights and excerpts from: The 2010 Senior Human Resource Executive Conference (DVD7751-00) The 2010 Succession Management Conference (DVD7766-00) The 2011 Talent Management Conference (DVD7754-00) The 2010 Human Capital Metrics Conference (DVD7761-00) The 2010 Organization Design Conference (DVD7764-00) The Best of Executive Coaching I (DVDB870-10) The Best of Executive Coaching II (DVD7762-00) All DVDs are specially priced at $79.99 each. To order, visit www.conference-board.org/conferences/recording or call 212 339 0345.

Marketing sponsor

Call Customer Service at 212 339 0345

Registration Information Online Email Phone

www.conferenceboard.org/talent3 [email protected] 212 339 0345 8:30 am to 5:30 pm ET Monday through Friday

The 2012 Talent Management Strategies Conference New Tools and Approaches to Meet Future Talent Needs

Conference February 9–10, 2012 (998012-3) Waldorf=Astoria, New York February 29–March 1, 2012 (956012-3) Marriott Coronado Island Resort, San Diego Associates Non-Associates

$2,250 $2,550

Pre-Conference Seminar February 8, 2012 (961012-3) Waldorf=Astoria, New York Associates

and

February 28, 2012 (B58012-3) Marriott Coronado Island Resort, San Diego

Non-Associates

Hotel Accommodations Fees do not include hotel accommodations. For discounted reservations, contact the hotel directly no later than the cut-off date and mention The Conference Board Talent Management Strategies Conference. Waldorf=Astoria 301 Park Avenue New York, NY 10022 Tel 212 872 4800 Hotel reservations cut-off date Wednesday, January 18, 2012 Marriott Coronado Island Resort 2000 Second Street Coronado, CA 92118 Tel: 888 236 2427

$995

Cancellation Policy Full refund until three weeks before the meeting. $500 administration fee up to two weeks before the meeting. No refund after two weeks before the meeting. Confirmed registrants who fail to attend and do not cancel prior to the meeting will be charged the entire registration fee. Team Discounts per person For a team of three or more registering from the same company at the same time, take $300 off each person’s registration. One discount per registration. Multiple discounts may not be combined.

Hotel reservations cut-off date Monday, February 6, 2012

Printed on New Leaf Insight (FSC®), which is made with 100 percent recycled fiber and 100 percent post-consumer waste, processed chlorine free, and designated Ancient Forest FriendlyTM. Printed and bound by Sheridan Printing, Inc., Alpha, NJ, an FSC®-certified printer. No films or film-processing chemicals where used in the printing. The Conference Board® and the torch logo are registered trademarks of The Conference Board, Inc. Program subject to change. December 2011

Pre-Conference Seminar – February 8, New York February 28, San Diego

February 9–10, 2012 Waldorf=Astoria, New York February 29–March 1, 2012 Marriott Coronado Island Resort, San Diego

The 2012 Talent Management Strategies Conference New Tools and Approaches to Meet Future Talent Needs

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