The past year was challenging for businesses of every size in every industry. According to many experts, the most difficult times are behind us economically, but 2010 promises to present many other challenges. One of the major challenges that HR leaders continue to face and will face even more in the future is the tough conversation with a CIO as organizations struggle to balance functionality and usability vs. a perceived lower total cost of ownership. This along with many other issues mean that HR will need to ensure tight organizational alignment, be able to clearly state HR goals and objectives, engage the workforce, and fill gaps in critical roles in the company. The roundtable discussion will be followed by an open Q&A session. Last year's “Predict and Prepare Webinar” went into overtime, so bring all your questions and take advantage of this opportunity to learn from leading experts in HR.

1. Predict and Prepare
Are You Ready for 2010?

2. Agenda
• Introductions
• Top HRM/HRM Service Delivery Issues for 2010
• Predict and Prepare: An Open Discussion
• Q&A
• Twitter: #HR2010

3. Our Speakers
Jason Averbook Naomi Bloom R “R ” W
“Ray” Wang
CEO Managing Partner Partner – Enterprise Strategy
Knowledge Infusion Bloom & Wallace Altimeter Group

4. Jason A b k
J Averbook
CEO
Knowledge Infusion
http://www.knowledgeinfusion.com
Blog: http://www.knowledgeinfuser.com
Twitter: http://www.twitter.com/jasonaverbook

5. Top Issues for 2010 -- Jason Averbook
• Master Data Management
• Where/when does people data need to reside?
• The “Professional” HR Technologist
Professional
• What will we measure and what technology is
needed to measure?
• The world of the ERP – Is it on life support?
• No longer HR technology but “workforce”
workforce
technology
• The role of “change management” into the future
g g

6. Naomi Bloom
Managing Partner
Bloom & Wallace
Blog: http://infullbloom us
http://infullbloom.us
Twitter@InFullBloomUS
Linked-In: http://www.linkedin.com/in/naomibloom

7. Top Issues for 2010 -- Naomi Bloom
• Mitigating impact of regulatory activism across
g g p g y
HRM:
• Minimizing cost/disruption/distraction/rigidity/risks
• M i i i b
Maximizing benefits where th exist
fit h they i t
• Retaining/engaging talent as global economy
improves:
• Minimizing loss of scarce/irreplaceable KSAOCs
• Minimizing impact of rising labor costs, especially in
emerging markets
• Reducing risks/lost productivity from “confirmed
deadwood” and disengaged workers
g g

8. Top Issues for 2010 -- Naomi Bloom
• Achieving most important business outcomes
with still limited HRM/IT resources:
• TM processes/data that drive revenues/profits
• Roles/people that drive revenues/profits
• Bringing your HRM delivery system “up to code:”
• Data quality, granularity, semantics for talent mgmt
• Increasing automation/reducing overall HRMDS costs
• Moving ASAP to self service as the only service
• Planning retirement/upgrade path for licensed/on-
premise HRM software -- why when how to what
why, when, how,

9. R “R ” W
“Ray” Wang
Partner, Enterprise
Strategy
Altimeter Group, LLC
Blog: http://blog.softwareinsider.org
Twitter: http://twitter.com/rwang0
Linked-In: http://linkedin com/in/rwang0
http://linkedin.com/in/rwang0

10. Top Issues for 2010 -- Ray Wang
• Employee master data meets new social
technologies
• LinkedIn, Facebook
• Corporate vs p
p personal
• HCM technology decisions.
• Upgrade, wait, or patch on.
pg , , p
• Augment with SaaS
• Improving collaboration and access to
information in the workplace
• Consumer tech vs enterprise
• Next generation social enterprise apps

11. Q&A

12. For more information on Workday
www.workday.com

13. Thank you!