We will have more than 100 sessions including interactive customer-led content, three days of exhibitions, and hands-on demos. Check back soon for more details. Why attend Oracle HCM World.

Please visit the Tracks page to view all updated session information.

Tuesday, February 4, 2014

5:00 p.m. – 7:00 p.m.

Big Bets for HCM Transformation – Overview of the Business Landscape, Compelling Reasons for Change and the Path Forward
Cara Capretta VP, HCM Transformation, Oracle
Bertrand Dussert, VP HCM Transformation, Oracle

PWC logo

HR Transformation: Open the Red Door
Marie-Anne Morgan VP, Human Resources International, Elizabeth Arden

Unleashing the Potential of Global Human Capital at Hitachi
Levent Arabaci, Executive Vice President of Human Resources, Hitachi Ltd.

7:00 p.m. – 9:00 p.m.

Welcome Reception and Exhibition Hall Open

Wednesday, February 5, 2014

8:00 a.m. – 10:00 a.m.

Managing Your Brain to Get More Output in Your Workforce
David Rock, CEO Neuroleadership

Leading Transformational Change at Verizon
Alin D’Silva, VP & CIO, Verizon Chief Administrative Office, Verizon
David Wilsher, Executive Director – Global HRIS, Verizon
Hanif Ismail, Client Advisor, Oracle

The Data-Driven CHRO – Technology, People and Leadership
Mark Hurd, President, Oracle
Gretchen Alarcon, VP Product Strategy, Oracle

10:00 a.m. – 10:30 a.m.

Networking Break

10:30 a.m. – 12:15 p.m.

Concurrent Sessions

12:15 p.m. – 1:45 p.m.

Networking Lunch

1:45 p.m. – 3:30 p.m.

Concurrent Sessions

3:30 p.m. – 3:45 p.m.

Networking Break

3:45 p.m. – 5:30 p.m.

Concurrent Sessions

6:30 p.m. – 9:30 p.m.

THE Event, Tao @ The Venetian

Expo Hall Hours: 10:00 a.m. – 4:45 p.m.

Thursday, February 6, 2014

9:00 a.m. – 11:00 a.m.

Accenture logo

11:00 a.m. – 11:30 a.m.

Networking Break

11:30 a.m. – 12:15 p.m.

Concurrent Sessions

12:15 p.m. – 1:45 p.m.

Networking Lunch

1:45 p.m. – 2:30 p.m.

Concurrent Sessions

2:45 p.m. – 3:30 p.m.

Concurrent Sessions

3:30 p.m. – 3:45 p.m.

Networking Break

3:45 p.m. – 4:30 p.m.

Closing Keynote
Larry Ellison, CEO Oracle

Expo Hall Hours: 11:00 a.m. – 3:30 p.m.

*Schedule is subject to change

Brian Kropp

Brian Kropp

Managing Director – Corporate Leadership Council, CEB
Driving Breakthrough Performance in the New Work Environment

Most organizations need a 20% performance improvement in order to meet their goals across the next year. However, conventional performance management can only improve employee performance by up to 5%.

This study helps organizations close the performance gap by rethinking performance management systems, role design, and the performance of external partners. The key to achieving breakthrough performance is to focus on building employees’ enterprise contribution, which is the sum of individual task performance and network performance.

Key Takeaways:

  • Balance Competency Models Between Individual and Network Performance—Update competency models to reflect fundamental changes in how employees prioritize their contributions, work with others, understand the organization, and initiate change.
  • Evaluate Future Performance, Not Just Past Performance—Rethink performance management systems to better identify enterprise contribution through future-focused performance criteria and crowdsourced inputs.
  • Facilitate Navigation, Not Simplification, of Complex Roles—Enable employees to navigate the complexity of their roles rather than trying to remove the complexity from their work.
  • Manage the Talent of External Partners, Not Just Internal Employees—Extend talent management support to employees across the entire value chain, not just those within your organization.

Booth number: 301

Information coming soon.

Booth number: 301

KPMG LLP, the audit, tax and advisory firm (www.kpmg.com/us), is the U.S. member firm of KPMG International Cooperative (“KPMG International”). KPMG International’s member firms have 152,000 professionals, including more than 8,600 partners, in 156 countries.


Information coming soon.

Ed Boswell

Ed Boswell, Principal, US Advisory People & Change Practice Leader, PwC

The latest global data are clear—CEO’s are focused on the talent of their organizations now more than ever, but they are worried: Will I have access to the skills and experience that my strategy demands? Is my HR function up the challenge? A significant number of business leaders are not feeling optimistic about either of these critical questions.

This perfect storm creates the conditions for HR leaders to step up and seize the day with innovative approaches to talent acquisition, development and retention.

Dr. Boswell will share the results of PwC’s most recent CEO survey along with examples of what HR organizations are doing with new technology and innovative practices to address these challenges.


Chris Leone, SVP Applications Development, Oracle
Margarita Gosheva, CIO, VP Information Technology,
Siemens Corporation
John M. Doel, Principal, KPMG LLP

Companies are rethinking their HR strategies with an eye on the future requirements of their workforce.

Today’s employees expect to leverage the same tools they use to run their personal lives, to improve their professional performance. A Modern HR solution brings people and technology together to enable clear communications and rapid execution of tasks.

Learn how leading companies are enhancing their HR processes and how you can introduce new and innovative solutions that drive better employee performance, satisfaction, and results.


Steve Boese, Co-Chair, HR Technology Conference, Technology Editor, Human Resource Executive Magazine
Holger Mueller, Vice President and Principal Analyst, Constellation
Anthony P. Abbatiello, Managing Director, Accenture Strategy – Global Lead, Human Resources Practice Area
Maureen Brosnan, Managing Director–Human Capital Management, Accenture
Deborah Damesek, Director, Credit Suisse, Head of Experienced Recruiting Americas, Global Head of Private Banking and Wealth Management Products

Over the past decade, well more than half of large organizations have rolled out some sort of HR transformation program. These efforts initially started with a desire to create scale and consistency in the HR function, as well as improve the overall economics of HR. Despite some successes, many Chief HR Officers (CHROs) today will tell you their employee experiences don’t live up to their own customer experience standards. The drivers for excellence in HR have changed since the beginning of the current decade. What is expected of HR has changed. HR is now expected to serve as a technology proponent, not just a user. The business lines are saying this role is very important, yet they also recognize it is a weak spot for most HR functions. To make the HR transformation a meaningful one, we need to consider what to focus on and understand where we will most likely see the big wins.