Day 3 - Sunday, July 25th

7:30 AM - 8:15 AM Networking Breakfast

8:15 AM - 8:20 AM Chairperson's Opening Remarks

Approximately one-third of U.S. companies are scrapping performance appraisals in favor of performance management processes that emphasize performance enhancement. Companies that decided to scrap the ‘360’ shouldn’t be surprised when teams, not individuals, determine results.

Rafts of management and academic studies over the past half-decade have proven that, on-going performance enhancement programs, which incorporate development, learning and coaching is more relevant to and reflective of the corporation of today. They properly reflect the integral nature of people development, offer agility and adaptability to immediate business needs and changes, and allow management to assess people’s contributions to and within teams.

Still, challenges exist that merit the closer look we’ll provide. These include, among others:

•Creating a process that aligns individual and company goals
•Figuring out pay-for-performance using qualitative rather than quantitative measures
•Legal issues around pay in the absence of certain of quantitative measures
•Flagging under-performing employees—and, even more important, turning them around

We’ll also strive to answer another important question--How can companies actually assess pay in the absence of hard and fast, standardized, strictly quantifiable, appraisal procedures?


David Theis

VP Organizational Effectiveness and Talent Management
Fannie Mae

Rob Ollander

Director of Talent Planning and Performance
Gap Inc.

Thomas Griffin

AVP, Learning & Development
Frontier Communications

JoAnn Corley

The Human Sphere

8:55 AM - 9:25 AM Business Meetings

9:25 AM - 9:55 AM Business Meetings

IBM Lab - Deep Dive Workshop – Part 2

10:00 AM - 10:30 AM Driving Business Success One Employee at a Time: Employee Experience

Glenn Dittrich, Vice President Watson Talent, IBM
We live in dynamic times. HR is challenged with new mandates of talent transformation and improving business outcomes in a market filled with disruptive technology, massive data overload and changing people expectations. Innovative cognitive technologies have the potential to transform the workplace as we continue to introduce and refine its capabilities. With this advancement comes the promise of more efficient and precise outcomes, allowing organizations to become more innovative, agile, and gain competitive advantage through HR analytics.

Now more than ever organizations are recognizing this shift, and are beginning to examine how cognitive solutions can be leveraged to redefine the employee experience at work. IBM and Globoforce’s WorkHuman Research Institute conducted a global study, outlined in the new report, “The Employee Experience Index: A new global measure of a human workplace and its impact.” The study defines the ideal employee experience and how organizations can use active listening techniques to help achieve business goals. Taking a real life example, we will demonstrate how cognitive computing capabilities have helped one client best leverage recognition data to improve employee engagement.


Glenn Dittrich

Vice President Watson Talent

Snack and Learn | Design Thinking Workshop - Part 2

10:30 AM - 11:30 AM Incredible Candidate & Employee Experiences

11:35 AM - 11:45 AM Chairperson’s Closing Remarks

JoAnn Corley, CEO, The Human Sphere


JoAnn Corley

The Human Sphere

12:00 PM - 12:00 PM Conclusion Of Exchange. See You At The Next Exchange!