Breakthrough HR
2013
Minnesota HR Tech EXPO
THE REGION'S LARGEST SHOWCASE OF KNOWLEDGE
& PRODUCTS FOR HUMAN CAPITAL MANAGEMENT
www.lehrn.org
March 7, 2013
Earle Brown Center
Twin Cities, MN
Breakthrough HR
WHERE BUSINESS MEETS TECHNOLOGY
STRATEGIES FOR MERGING HR PROCESS INTO HCM SOFTWARE
LEHRN BOaRD
OF DIRECTORS
Executive Director
Matthew Peterson
2011-2013
Executive Committee
President
Monte Amundson, Toro
Past President
Dan Arndt, Imation
Vice President
Brenda Stine, Medtronic
Treasurer
Tina Phillips, ADP
Secretary
Rich Martonik, City of Mpls.
2011-2013
Directors at Large
Cindy Ridley, HRtechies, Inc.
Ben Bartels, Oracle
Dave Dahlgren, Accenture
Mary Jo Flan
Marilyn Pearson Hendricks,
3D Results
Leslie Kohnen
Steve Lewis, Hearth &
Home Technologies
Donna Shatava, Hill-Rom
Danielle Theirl, Oberon
Welcome to the 2013
Minnesota HR TECH EXPO
Welcome to the 5th Minnesota HR TECH EXPO and Conference produced by the
Leading Edge HR Network (LEHRN.org).
Incremental change can be good, but what if it’s not good enough? What if the
outcome that is really needed is outside of the realm of what your organization deems
possible? What if a breakthrough is needed? Breakthrough thinking requires creativity,
innovation, openness, and risk.
Most of us work at companies in roles where our focus is optimization, alignment, and
process execution. We are more often consumers than originators of innovation. A
premise of our LEHRN organization is that someone/some company exists in our
network who is six months or a year ahead or behind you on a similar path with a
similar problem. Who can afford to reinvent what has already been discovered? It’s
highly likely an HR professional or vendor is present with the solution or service
innovation you need (or will realize you need). We come together at this event, in this
network, to pay-it-forward and to pay-it-back. Today is a great opportunity to hone
your skills as an early adopter. Early adopter strategies are our LEHRN sweet-spot.
Ask questions. Learn much and share much. Make it a goal to visit ten vendor
booths. Good conversation starters - “Tell me your business value proposition” or
“What problems do you solve”. Our exhibitors understand that the learning process
precedes the selection and buying process. Thank the LEHRN Board of Directors and
EXPO volunteers for their time and talents that make this event possible. Also thank
our growing list of LEHRN Sponsors for investing their time and resources into this
event and into our professional association.
Have a great day with Breakthrough HR: Where Business Meets Technology
Matthew Peterson Monte Amundson Cindy Ridley
LEHRN Executive Director LEHRN Board President 2013 Expo Director
LEHRN is a non-profit association of HR systems professionals who share
knowledge and exchange experiences on the successful alignment of strategy,
software, technology, and services to support best business practices for human
capital management & talent management. LEHRN members participate to learn
and contribute to understanding how to manage the five perspectives that drive HR
systems: People, Process, Technology, Structure, & Culture. Through regular meetings
and an annual conference, LEHRN promotes a clearer picture of the marketplace
of human capital management vendors and products and creates a professional
business network concerned with each company’s successful investment of financial
and human capital in HR tools and technology.
Full Page Ad
MORNING KEYNOTE
Reaching the Promised Land: How HR and IT Must Work Together
LEHRN has combined two global leaders and matched them with its very own local Jason
Averbook to produce a panel that has never been produced or heard before. Michael Krigsman
is one the most influential IT thought leaders in the world. Bill Kutik is well known as one of the
most influential HR thought leaders in the world. Both of them will be having a fireside discussion
with Jason about where the industry is today, where it is going and what WE need to do to take
ownership of our own success. Learn what makes projects successful and what makes them fail.
Bill Kutik
Tech Columnist for Human
Resource Executive and Host of the
Bill Kutik Radio Show ©
afternoon KEYNOTE
Global Business Leaders Crash Minneapolis HR Tech Expo
- What Are They Thinking/What Are They Doing?
Our afternoon keynote will take lessons learned from our morning discussion
of HR trends with Bill Kutik and Michael Krigsman and the focus turns to More Keynote Details
talking with leaders from organizations who can speak to both success and http://goo.gl/t62i0
failure in their experiences with HR/HCM systems. We will be joined in this
session by key HR Leaders from the Mayo Clinic, Dick’s Sporting Goods, and
Interactive Technologies. Jason Averbook will lead an interactive discussion with
the panelists on the big decisions they are making on the big issues in the HR/HCM
technology space:
• Should we move to the cloud?
• What modules from a talent management perspective should we start with?
• Should we buy all of our products from the same vendor?
• What are the keys to successful deployment of these tools with today’s technology?
Colin Joynt
Director PMO
Interactive Intelligence
Michael Krigsman
Founder and CEO of IT
consulting and research
firm Asuret, Inc.
Tony Lombardo
Director HR Process and Systems
Dick’s Sporting Goods
Jason Averbook
Chief Business Innovation Officer
Knowledge Infusion/Appirio
Klaus Unger
Director HR Systems
Mayo Clinic
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Learn even more about HR technology at
the world’s BIGGEST and BEST Conference
on the subject.
www.HRTechnologyConference.com
©2013 LRP Publications CD1302-5
October 7 - 9, 2013
Mandalay Bay
las Vegas
Program created by
LEHRN Keynoter Bill Kutik
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Save $600.00 off
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Thank you
2013 Expo Volunteers:
Jeanne Parsons
Michelle Meyer
Bruce Mielke
Katie Farley
Margo Halverson
Becky Albrecht
Claire Edmondson
Diane Gross
Deb Peters
Rebecca Thaisen
Mary Ellen Moe
Julie Urell
Chuck Standfuss
Steve Anderson
Virginia Minter
Pat Voyles
Signe Peterson-Design
Fusion HCM
In the Cloud and On Premise
EXIT
Identify and Mentor
Future Leaders
Predict Top Talent
at Risk of Leaving
Find and Connect with
Your Hidden Experts
Plus Global HR,
Payroll, and Benefits
oracle.com/hcm
or call 1.800.ORACLE.1
Copyright © 2011, Oracle and/or its affiliates. All rights reserved. Oracle and Java are registered trademarks of Oracle and/or its affiliates.
Other names may be trademarks of their respective owners.
2013 Minnesota HR TE
Chris Yndo
512.485.0930
cyndo@bloomfire.com
Seth Hall,
515.273.1450
shall@businessolver.com
Nori De Jesús
630.515.6660
dejesus@columnit.com
Traci Deveau
407.704.8339
tdeveau@dovetailsoftware.com
Brandie Hurtado
214.619.6603
bhurtado@hrchitect.com
Kevin Plunkett
612.326.9677 x102
kevin.plunkett@hrizons.com
Steve Schmidt
952.563.1401
steve.schmidt@adp.com
Joe Thomas
312.373.3457
jthomas@bswift.com
Cathy Goodrich
952.548.5023
catherine.e.goodrich@ceridian.com
Craig Carver
832.334.1492
ccarver@csod.com
John Nielson
612.209.7230
john@areyoufrank.com
Chauna Carallo
612.925.8355
chauna.carallo@hrconnection.net
Katherine Staples
800.889.4422 ext. 8226
katherine.staples@icims.com
Mobile Talent Solutions
Infor Enwisen Lawson HCM
800.260.2640
Melissa Steffen
888.680.7227
msteffen@appirio.com
Brian Moore
602.357.4240 Ext. 7120
bmoore@lawlogix.com
Julie Rassatt
612.570.2094
jrassatt@mcfina.com
Jason Buss
763.360.5857
jason@mnrecruiters.com
Cindy Ridley
612.801.8886
cindyridley@hrtechies.com
Ed Newman
610.842.0841
ed.newman@imomentous.com
Mackenzie Maitland
773.573.6638
mackenzie@jobvite.com
Benjamin Schinke
952.345.3651
benjamin.schinke@kornferry.com
Brett Reem
612.231.6721
brett.reem@meteorix.com
Diane Kozlak
612.399.3837
dkozlak@modernsurvey.com
CH EXPO Exhibitors
Bruce Christman
651.905.5527
bchristman@nhtwincities.com
Mary Lohmann
952.303.4191
mary.lohmann@novu.com
Mia J. Saldaneri
952-426-6100
mia.saldaneri@omnilx.com
Gregg Speicher
214.316.0602
gs@paladinnetwork.com
Tom Santulli
952.944.5414
tsantulli@Saba.com
Fred Barnhart
650.592.2056
fbarnhart@skillsurvey.com
Will Manuel
770.296.2303
william.manuel@ngahr.com
Ann Ruschy
612.230.7030
annruschy@oberonllc.com
Lisa Rinehart
972.652.8450
lisa.rinehart@oracle.com
THE
PALADIN
NETWORK
A new approach to
Nancy Ness industry research
952.975.1955 and
nancyness@profilesincorporated.com
collaborative end-user information sharing
Twylia Fannin
612.374.1300
twylia.fannin@silkroad.com
Jeffery Giesener,
jeff@sourcemob.com;
Nancy Ritzman,
nancy.ritzman@sourcemob.com
612.349.2740
Mark Fournier
651.332.8168
mfournier@thesmarttools.com
Jeff Perry
612.673.7610
jeff.perry@startribune.com
Kimmarie Messer
763.383.1573
kmesser@talentwise.com
Ultimate Software
800.432.1729
ultiproinfo@ultimatesoftware.com
Jason Solinger
612.465.7508
jason.solinger@workday.com
Sales Department
800.219.0480
sales@sparkhire.com
Kari Anderson
515.222.6437
karia@sumtotalsystems.com
Aaron Marsh
952.431.7679
amarsh@terryberry.com
www.carlsonschool.umn.edu/
master-human-resources/
EduTrack CAPTAIN'S ROOM
Session 1
10:30 - 11:20
Session 2
12:30 - 1:20
Session 3
2:15 - 3:05
Shopper
Track
Session A
9:45 - 10:05
Session B
12 - 12:20
Session C
1:45 - 2:05
Morning Agenda
7:30 Registration Opens: Continental Breakfast in Ballroom - sponsored by INFOR
8:00 Expo Kick-Off & Morning Keynote in Ballroom by Bill Kutik and Michael Krigsman
moderated by Jason Averbook, CBIO of Appirio
9:30 Expo Hall Opens
9:45 ShopperTracks in Expo Hall
10:30 EduTrack Session 1 (see options below)
11:30 Buffet Lunch served in the Expo Hall
12:00 ShopperTracks in Expo Hall
Switched On: Creating a Model for Extraordinary
Individual, Team, and Organizational Performance
Don MacPherson
Modern Survey
HR gets ready for BYOD: Bring your own Device
Annette Scotti, HRtechies
Teresa Thompson, Fredrikson-Byron Law Firm
Getting Started with WFP: A Workforce Planning Primer and
Interactive Discussion with GE
Nicholas Garbis
General Electric
Expo SouthEast STAGE
Workday
Be a Catalyst for Change: Providing Unifi ed
Workforce Insight to Empower Business Leaders
Infor
What’s New with Infor Enwisen Human Capital Management
Oracle
Power HR’s Business Contribution
through Social Collaboration
HARVEST ROOM A
Is SaaS a Given? Understanding HCM
ERP Deployment and Purchase Options
Larry Dunivan
Ceridian Dayforce
HR Service Delivery:
The Multi-Tier Approach
Kelvin Lovely
Infor
From Effi ciency to Resilience:
The New HR Function in the Post Crisis Era
Mike Bollinger
Oracle
EXPO SOUTHWEST STAGE
Dovetail
Leveraging HR Case Management to Increase
HR Service Delivery Effi ciency
Bloomfi re
Training vs. Knowledge Sharing: What You Need to Kn
iMomentous
The Mobile Talent Platform
ow
Afternoon Agenda
12:30 EduTrack Session 2 (see options below)
1:30 Dessert/beverages served in Expo Hall
1:45 ShopperTracks in Expo Hall
2:15 EduTrack Session 3 (see options below)
3:15 Closing Keynote in Ballroom
4:15 Prizes and Drawings in Ballroom
Expo Hall closes
4:30 Closing Reception in Embassy Suites Hotel Atrium - sponsored by INFOR
HARVEST ROOM B
Clear the Confusion: Leverage Technology
to Improve Employee Health Outcomes
Seth Hall
Businessolver
Gap Analysis: Four Ways to
Bridge the Multicountry Payroll Gap
Keith Strodtman
NorthgateArinso HR
ITM Blueprinting: An Innovative Approach to Building
an Integrated Talent Management Program
Kevin Copithorne
HRIZONS
EXPO NORTHWEST STAGE
Ultimate Software
UltiPro HCM - People First
Ceridian
Time and Pay...Reinvented
Jobvite
Recruiting for the Social Web:
Refer, Engage, and Hire the Best Talent
More EduTrack Details
http://goo.gl/eflv8
HARVEST ROOM C
Aligning Talent Strategy with Organizational Strategy:
Finding, Growing, and Keeping Talent
David Turetsky & Tina Phillips
ADP
Improve Candidate Quality: How Science and Compliance
Work with Pre-Hire Assessments & Online Reference Checking
Fred Barnhart, SkillSurvey
Melissa Smith & Nick Wombacher, North Memorial Healthcare
The Black Hole of Adoption:
Why HR Tech Implementations Fail
Dwane Lay, Dovetail
David Lindberg, St Francis Indep. School District 15
EXPO NORTHEAST STAGE
SilkRoad
Successful Onboarding with SilkRoad’s Red Carpet
SkillSurvey
How to Leverage New Online Reference-Checking
bswift
What is Your Exchange Strategy?
EduTrack Session One: 10:30-11:20
Switched On: Creating a Model for Extraordinary
Individual, Team, and Organizational Performance
Don MacPherson, Modern Survey
This session teaches HR practitioners the models for
achieving extraordinary performance at the individual, team,
and company levels. Grounded in six years of US workforce
data, attendees will learn why engaged employees with the
capabilities to do their job effectively (teamwork, tools, and
training) and the direction to apply their energy (clear values
and goals, effective management communication, and proper
quality & service focus) creates the path to extraordinary
performance. Participants will also learn how to create an
environment of engagement, capabilities, and direction at their
organizations.
Is Saas a Given? Understanding HCM ERP Deployment
and Purchase Options
Larry Dunivan, Ceridian Dayforce
Lower cost of ownership, less IT resources, easier upgrades,
afford ability and scalability are all key benefits that an HR
organization can realize from SaaS. In order to deliver a
SaaS solution, many HR vendors use interfaces and single
sign-on or a portal interface. Behind a clean front-end user
interface may be 2,3,4,5 or more disparate systems with
different code bases that require extensive back-end work
to appear unified. Vendors attempt to convince HR pros that
their solutions are single applications, but the reality is most
are not. A true single application enables quicker processes,
faster implementation, better support and peace of mind.
This session aims to educate HR professionals to go beyond
SaaS and look for efficiency and HR productivity that can
only be afforded using a single application. This session will
help organizations seeking to upgrade or improve their HR
systems to learn what questions to ask to help them identify
and understand the alternative system architectures that drive
today’s enterprise solutions for HR.
Clear the Confusion: Leverage Technology to Improve
Employee Health Outcomes
Seth Hall, Businessolver
Although it seems the application of the Affordable Care
Act is now firm, the details of making it happen are far
from settled for businesses across America. Confusion
about application of the law and, more importantly, how to
implement it, is widespread. HR/benefits teams are caught
in the crosshairs. While employers look for ways to slow
increasing costs with tactics like consumer driven health
plans, surcharges, defined contribution, and wellness programs,
their employees are faced with another set of challenges.
Employees are wondering: “What plan is right for me? What
can I afford? How do I use it? How do I engage in wellness?”
Learn about tactics and technology that can help you clear
the confusion, engage employees, and drive toward successful
health outcomes.
Aligning Talent Strategy with Organizational Strategy:
Finding, Growing, and Keeping Talent
David Turetsky & Tina Phillips, ADP
This interactive, dynamic presentation and discussion brings
you information on how to manage your people with the same
rigor as your other high impact assets by aligning your talent
strategy with your organizational strategy and your business
processes into your HCM technology. We’ll focus on:
• Talent management trends in the marketplace
• Pay for performance best practices
• Finding the right people at the right time
EduTrack Session Two: 12:30 - 1:20
HR gets ready for BYOD: Bring your own Device
Annette Scotti, HRtechies
Teresa Thompson, Fredrikson-Byron Law Firm
The Bring-Your-Own-Device (BYOD) trend has picked up
even more steam in recent months. According to a new
survey by iPass, the number of global mobile workers using
their own smartphones at work is approaching nearly 50
percent, and the number of employers provisioning staff with
telephone handsets is falling sharply. In light of these types of
new statistics and with companies (like Best Buy) encouraging
their employees to bring their own technology to work...what
does HR do now?”
• What if they bring something inappropriate on their device?
• What if they decide to leave and they have loaded
proprietary information on the device?
• Who is responsible for updating the software or repairing
the tool? The employer or the employee?
HR Service Delivery: The Multi-Tier Approach
Kelvin Lovely, Infor
If your organization’s HR transformation efforts are hindered
by the lack of budget and resources, learn how a multi-tier
approach can help you achieve better HR Service Delivery
with fewer resources and lower costs. Gain a better
understanding of how to:
• Reduce the time HR talent spends on administrative tasks
down to 6%
• Deploy an effective Tier 0 portal that empowers employees
to answer their own HR questions 80-90% of the time
• Staff HR service centers with fewer reps handling higher call
volume – and 80-90% first call resolution
• Reduce hard-dollar HR Service Delivery costs by 20-50%
• Build a technology roadmap for all phases of HR
transformation
• Plan 5 steps for HR Service Delivery success
Gap Analysis: 4 Ways to Bridge the Multicountry Payroll Gap
Keith Strodtman, NorthgateArinso HR
Global companies realize big benefits from centralizing payroll
across international boundaries. Returns include cost savings,
regulatory compliance, data accuracy and reporting. However,
building a multicountry payroll solution can be complex and
challenging. Today’s talent is global, connected, and mobile.
New categories of solutions are required to leverage that
talent to out-innovate the competition. HR must think of
itself as a function that drives the business forward, instead of
as a function that supports the business—and that includes
getting global payroll right. In this session we will explore
four common multicountry payroll situations and the “What-
Ifs” and critical success factors for each. Our interactive
discussion will answer your questions on international payroll
topics: compliance, reliability & flexibility, standardization, and
the integral role played by technology.
Improve Candidate Quality: How Science and
Compliance Work with Pre-Hire Assessments and
Online Reference Checking
Fred Barnhart, SkillSurvey
Melissa Smith & Nick Wombacher, North Memorial Healthcare
Many HR professionals agree that past performance is the best
predictor of future performance. So getting candid information
about job candidates from previous supervisors and coworkers
could potentially be very useful. Unfortunately, many
organizations today have a policy against providing meaningful
references. This session will discuss how web based
technology can dramatically improve quality of hire as a result
of a modern online reference checking process. Attendees
will learn:
• How web based technology allows confidentiality not
possible in a telephone based approach and does so with
more references in less time.
• About the results of several studies that statistically validate
the predictive ability of the solution.
• Why the approach is compliant and avoids the legal risks
associated with a manual system.
• How online reference checking is currently being used by
the Talent Acquisition Team at North Memorial Hospital.
EduTrack Session Three: 2:15 - 3:05
Getting started with WFP: A Workforce Planning Primer
and Interactive Discussion with GE
Nicholas Garbis, General Electric
Lots of companies are building workforce planning capabilities.
Most of them encounter a variety of challenges - big & small,
technical & functional, strategic & political - in getting started.
This session will engage in a discussion of the key elements of
workforce planning, how it fits in with strategic and financial
planning, and some tips for building WFP capabilities in your
HR team, at your company. Bring your ideas & question - this
will be an interactive session!
From Efficiency to Resilience: The New HR Function in
the Post Crisis Era
Mike Bollinger, Oracle
Globally integrated value chains, the accelerated rate of
technology innovation, and the social and mobile revolutions
have rendered large segments of some industries obsolete.
The pace of change is faster than ever, and HR functions face
a number of new challenges as they support the strategy of
their businesses operating in this new era. In this session, we
will explore the role that HR functions can play in serving as
catalysts to business agility and resilience. Our discussion will
include current HR Transformation trends, and the impact that
various disruptive technologies are having on the HR working
assumptions. Finally, we will also take a look at the impact
of HR big data on manager self service, and people decisions
more broadly.
ITM Blueprinting: An Innovative Approach to Building an
Integrated Talent Management Program
Kevin Copithorne, HRIZONS
The HCM marketplace has seen a run of mergers, acquisitions
and consolidations - all in the spirit of offering robust, fullyintegrated
talent management (ITM) platforms and suites.
Now what? Companies now have more HCM horsepower
at their disposal than ever before. The design possibilities are
now unlimited, unknown, or out of control. HR teams have the
difficult mandate of having to reconcile organizational strategy
and business drivers with talent process readiness, HR
resource readiness, job content readiness, and the complexity
of integrated talent management technologies and big data.
ITM Blueprinting is an approach companies can adopt to
harness that HCM horsepower and focus it in business critical
directions - in a manner that is controlled, scalable and plays
to the readiness of the HR team and the greater organization.
The Black Hole of Adoption: Why HR Tech
Implementations Fail
Dwane Lay, Dovetail
David Lindberg, St. Francis Independent School District 15
With the great expense that is poured into developing and
acquiring technology, HR departments have repeatedly found
themselves bemoaning poor adoption and low usage numbers.
More vexing are the stories of other organizations that have
implemented identical platforms, but with positive outcomes.
The message is that successful adoption and implementation
is far less about the technology than it is about the people,
the process, and understanding of your own organization.
In this session, we will review the most common reasons
implementations fail, and simple steps technology owners can
take to support early adoption and long term usage. Learning
objectives include:
• Review the basics of a successful implementation, including
selection, change management, training requirements, project
management and ownership.
• Share tools for organizing and tracking implementations, such
as FMEA, Stakeholder Analysis and RACI.
• Create a roadmap for long term project success that
supports ongoing usage and system improvements.
TRANSFORM THE WAY
PEOPLE WORK WITH
CLOUD POWERED HR
Every HR organization has a people strategy. To
execute it, organizational functions must be in
alignment. To achieve its desired results, strategy
and technology must be deployed in lock-step. To
thrive, HR must adapt that strategy to be more
agile than ever before.
All of this must be done while you transform the
way people worK.
SOLUTIONS FOR CLOUD POWERED HR
DefineYour
HR &Talent Strategy
Drive optimal HR and
talent management
strategy alignment,
and optimize
technology in support
of strategy and
business objectives.
Thrive After Go-Live
© 2013 Appirio Inc. All rights reserved.
Change the Way
Your People Work
Ensure the structures,
policies and skills are
in place to achieve
rapid time-to-value
through agile process
change aligned with
innovative cloud
solutions.
Successfully Migrate to
Cloud HCM Solutions
Rethink your processes,
your data, and your
technology architecture
to take advantage of
the speed and agility of
these new applications.
Visit us at www.appirio.com
Extend Solutions to
Meet Your Unique Needs
Meet the unique needs
of your business by
developing custom
applications on cloud
platforms that can be
integrated with your
HCM technology.
Evolve your strategy and enhance your cloud applications over time enabling you to keep pace with
the speed of business changes, and freeing HR to partner with the business as a change leader,
innovation driver, and process enabler.
Engaging EmployEEs Through rEWarD,
rECogniTion anD inCEnTiVE soluTions
mcfrecognition.com | 800.999.3462
Social climbing
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There’s nothing sweeter…
than a single application
Dayforce HCM transforms human capital management from a
collection of disparate systems reliant on fragile interfaces to a single, robust,
real-time application. One employee record, one user experience and zero interfaces.
Transform your human capital management with Dayforce HCM.
Learn more at www.dayforce.com or call for a demo at 1 (855) 329-3672
Human potential.
Realized.
Your business needs to adapt rapidly and effectively in order
to thrive. ADP Vantage HCM SM provides access to clear,
up-to-date information about your most valuable resource
– the people who make your business run. Whether it’s HR,
benefits and talent management, or payroll and time, you’ll
be able to resolve organizational challenges proactively and
efficiently. ADP Vantage HCM helps you drive down costs and
focus on strategic issues that affect your bottom line.
Learn more at adp.com/HCM
HR. Payroll. Benefits.
ADP and the ADP logo are registered trademarks of ADP,
Inc. In the business of your success and ADP Vantage
HCM are service marks of ADP, Inc. ©2011
As HR professionals ourselves, we at
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Our Software-as-a-Service (SaaS) technology and
Business Process Outsourcing (BPO) solutions make
the enrollment process hassle-free while reducing
administrative costs and time-consuming paperwork.
For the past 13 years, we have been perfecting our
proven technology to streamline the benefits, HR,
and payroll deduction and integration process. This is
why employers trust the bswift system and millions
of consumers enroll in benefits with bswift. As the
technology provider for Avenue H (formerly known
as Utah Health Exchange) since 2009 and now
HealthPass New York, we are shaping the future of
health exchanges on a national level.
Visit our booth for a new perspective on benefits
solutions and let us simplify your benefits program.
Let’s be frank.
Software
doesn’t deliver
business
improvements,
people do.
ERP
Communication
Experts
For more than 8 years, frank has helped
companies of all sizes accelerate employee
understanding, alignment and engagement in support
of their business-transforming initiatives: ERPs, M&As,
restructuring, process re-design, social business
collaboration and more.
Our change-communications process and creative
campaigns have guided organizations such as GE,
Cargill & PepsiCo through their transformations.
We can help with yours.
Learn more and see our case studies.
Contact john@areyoufrank.com | 612.209.7230
FREE ERP Comms User Guide! Visit us in the Expo Exhibit Hall or at areyoufrank.com.
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INTEGRATED
TALENT
MANAGEMENT
SOLUTIONS
Learn why some of the
world’s leading
organizations depend on
Cornerstone to engage
employees, improve
performance, and
eciently manage
their talent.
Extended
Enterprise Cloud
enable & engage
Recruiting Cloud
source & select
Performance Cloud
measure & succeed
See the Cornerstone Recruiting Cloud and learn how Cornerstone is transforming its
own human resource department by:
• Sourcing, evaluating and recruit promising internal and external candidates
• Empowering our employees to chart their own talent destiny
• Providing managers with insightful data that drives business excellence
develop & connect
Learning Cloud
With Column Case HR, you can rest assured you will be able to
provide the highest quality services to your most vital assets,
your human capital.
HR Service Delivery
HR Help Desk
Knowledgebase
Self Service
Shared Services
Business Intelligence
Stop by Column Technologies booth!
See a Column Case HR Demonstration and Register to Win a Kindle Fire!
For more information, please visit www.columncasehr.com
Employee = Client
At Businessolver, we
believe our employees
make the difference in
delivering
to our clients.
Experience client delight.
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Learn more at our
ShopperTrack
Rethinking benefits administration www.businessolver.com • 888.460.9625 • shall@businessolver.com
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